Career Planning

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 Organization of talk….

What is career planning ?

Glimpse of career planning process

How important is career planning

Career planning done by : Individuals

Organizations

Guidelines
 What is career??
 Job vs. Career
 Job – “What can I do now to make money?”

 Career – Chosen Profession for your

life. Requires a willingness to get the
training needed to build your skills for
the future.

 A career is the work a person does.

It is the sequence of jobs that an
individual has held throughout his
or her working life E.g. occupation
of nursing.
 Career planning what’s
that??

“Career planning
consists of
activities and
actions that you
take to achieve
your individual
career goals”
 Deeper insight …
 It is the life- long process a person goes through
to learn about himself such as
 purpose,
 personality
 interests
 skills
 talents

 Develop a self- concept, learn about careers, and

work situations
 Make a career choice, while developing and
coping social skills
 Career planning : An ongoing
process
Here You…
 Explore your interests
and abilities
 Strategically plan your
career goals
 Create your future work
success by designing
learning and action plans
to help you achieve your
goals.
Contd..

 The major focus is matching personal goals and

opportunities that are realistically available.
 Career planning is building bridges from one’s
current job/career to next job/career.
 Well-conceived career plan is flexible to
accommodate changing opportunities for
development
 How important is career planning?

 People leave an organisation due to lack of

career growth
 Deeper focus on an employee’s aims and
aspirations
 Degree of clarity
 Helps in identifying handicaps & the blind spots
to overcome
 Significant motivator
 Key retention tool
 Critical human resource strategy
Contd…

 High-level vision and goals of company are

clearly made known to employees
 Growth of an organisation is intrinsically linked
with the growth of an individual
 Matching organization vision & employees
aspirations is must
 A typical
The manager
Employee
sees career
views a career Win-Win situation planning
planning for all as a retention
Programme
And
as a path to
motivational
upward
tool
mobility

The top management

view it as a
tool for
succession planning
Whose responsible for planning ones career??

Individual Organization
 Self Assessment

Job Search Individual career

planning process Academic/ Career
options

Relevant /Practical
Experience
1. Self- Assessment

 Aware of the interrelationship

between self and occupational
choice
 Start by: Interests Abilities
 Learning interests, abilities,
skills, and work values
 Listing accomplishments
 Understanding physical and
psychological needs Values Personality

 Assessing aspirations and

motivation level
 Deciphering personal traits and
characteristics
1. Self- Assessment

Competency Areas Strategies For Gaining

 Gain self-awareness Competencies
 Improve self-confidence  Take exploratory classes
 Understand time and  Identify personality style
stress management  Identify work values
 Develop  Demonstrate skills in
personal/professional overcoming self-defeating
management skills behaviors
 Identify symptoms of
stress
 2. Academic / Career options
 Investigate the world of work in greater
depth, narrow a general occupational
direction into a specific one
 Start by:
 Learning academic and career entrance
requirements
 Learning related majors and careers to
one's interests
 Investigating education and training
required
 Learning skills and experience required
 Planning academic and career
alternatives
 Learning job market trends
2. Academic /
Career options

Competency Areas Strategies For Gaining

 Gain research and investigative Competencies
skills  Read occupational resources

 Practice decision-making,  Get assistance from a counselor

problem solving and critical
thinking skills  Talk to people who work in your
areas of interest
 Increase understanding of how
abilities, interests, and values  Attend Job/Career Fairs and/or
match career/academic
requirements Career Panels

 transferable skills should be be

gained
 3. Relevant / Practical experience
 Gain practical experience through internships,
cooperative education etc..
 Start by:
 Testing new skills and try diverse experiences
 Deciding the type of organization in which to
volunteer or work
 Assessing likes and dislikes of work values, skills,
work environments,
 Assessing if additional/different coursework or skills
are needed for your targeted career goals
3. Relevant / Practical experience
Competency Areas
 Gain an appreciation for
working with individuals from
diverse cultures
 
Understand and practice ethical
behavior
 
Gain supervisory/leadership/
teamwork skills
 Enhance self-management skills
 Obtain work related,
transferable skills
 Develop conflict resolution skills
Strategies For Gaining
Competencies
 Attend relevant conferences and
seminars
Become familiar with work
settings and job descriptions
Practice making decisions by
supervising a group of people
 Talk to alumnus/a about your
career goals
 Work part-time or during
summer
 4. Job Search
 Start by:
 Learning how to prepare resume and cover letters, and
complete employment applications
 Learning and implementing job search strategies
 Learning and practicing interviewing skills
 Narrow your choices
4. Job Search
Competency Areas
 Ability correspondent in a
coherent, professional manner
 Communicate verbally in a
clear, concise manner
 Effectively use networking,
problem-solving, and decision
making to reach career goals
Strategies For Gaining
Competencies
 Register with Career Planning
& Placement Services
 Review resume with a career
counselor
 Receive referrals

 Develop budgeting skills in

relation to the job search,
travel, and relocation
 Organizational career planning process

Projected Outcome

Career planning options

Transitions

Career Time

Direction
 Organizational career planning process
1. Direction
 Assessing employee wants and organizational needs
 common goal setting
2. Career time
 Relates to distance & speed of an employee
 How far & how fast can employee move on career
path??
3. Transition
 Relates to changes expected to a career goal
 Analyzing transition factors
 Setting goals and a timetable
Contd…

4. Career planning options

 Advancement.
 Lateral
 Change to Lower Grade
 Mobility.
 Job Enrichment
 Exploratory Research
5. Projected Outcome
 Calculate the risks attached
 How well will it pay off?
Some important guidelines

 Employees
 Discuss any concerns regarding career or professional
development with supervisor
 Its your career, take all necessary initiative

 Supervisors/ Managers
 Make career planning an ongoing process
 Explain employees importance of growth, need for change
 Personal commitment
Contd…

 Acquire skills to be a good developer

 Give essential feedback to employees
 Provide a work environment that is conducive
 Supportive and motivational atmosphere

 Organizational
 Existence of supportive organizational structure
suitable to employees needs
 Provide resources dollars and time
 Career Planning is NOT…

 Leaving the decision to chance

 Getting information and never deciding
 Going along with someone else’s plans

It’s OUR future. WE need to make

our career decision!!
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