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Career
The series of work-related positions a person occupies through life.
Career Paths
Represent employees movements through opportunities over time.
Career Planning must link individual needs and aspirations with organizational needs and opportunities, evaluating, advising and informing its staff on career planning, individual development efforts with training and development programs. Career planning is the process by which one selects career goals and the path to these goals. The major focus of career planning is on assisting the employees achieve a better match between personal goals and the opportunities that are realistically available in the organization.
Career planning seeks to meet the following objectives: Attract and retain talent by offering careers, not jobs. Use human resources effectively and achieve greater careers, not jobs. Reduce employee turnover. Improve employee morale and motivation.
Objectives
Self-Assessment
Feedback on Reality
Career Choice
Interests
Self-Image
Personality
Social Background
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2008 Thomson/South-Western. All rights reserved.
Career planning process involves the following steps: Identifying individual needs and aspirations: most individuals so not have a clear cut idea about their career aspirations, anchors and goals. The human resource professionals must, therefore, help an employee by providing as much information as possible showing what kind of work would suit the employee most, taking his skills, experience, and aptitude into account.
Process
Analyzing career opportunities: Once career needs and aspirations of employees are known, the organization has to provide career paths for each position. Career paths show career progression possibilities clearly. Aligning needs and opportunities: This process consists of two step: first, identify the potential of employees and then undertake career development programme. Such an appraisal would help reveal employees who need further training, employees who can take up added responsibilities, etc.
Review from Time to time. After initiating these steps, it is necessary to review the whole thing every now and then. This will help the employee know in which direction he is moving, what changes and likely to take place, what kinds of skills are needed to face new and emerging organizational challenges. From an organizational standpoint also, it is necessary to find out how employees are doing, what are their goals and aspirations, whether the career paths are in tune with individual needs and serve the overall corporate objectives, etc.
Career planning is a process of integrating the employees need and aspirations with organizational requirements.
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3. when recognition does not come in time for meritorious performance and a certain amount of confusion prevails in the minds of employees whether they are in with a chance to grow or not, they look of greener pastures outside. 4. Key executives leave in frustration and the organization suffers badly when turnover figures rise. Any recruitment effort made in panic to fill the vacancies is not going to be effective.
5. New employees mean additional selection and training costs. Bridging the gaps through short-term replacements is not going to pay in terms of productivity. 6. Organizations, therefore, try to put their career plans in place and educate employees about the opportunities that exist internally for talented people. Without such a progressive outlook, organizations cannot prosper.
Career development is an ongoing process, one that you should be focused on as you approach a career and progress through it. Career development helps you take stock of who you are and where you want to go in life. In order to achieve growth, continue learning, and achieve momentum in your career you must
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Career progress and development is largely the outcome of actions on the part of an individual. Some of the important steps that could help and individual cross the hurdles on the way up may include: Performance: Career progress rests largely on performance. If the performance is sub-standard, even modest career goals cant be achieved. Exposure: career development comes through exposure, which implies becoming known by those who decide promotion, transfers and other career opportunities. You must undertake actions that would attract the attention of those who matter most in an organization. Networking: networking implies professional and personal contacts that would help in striking good deals outside (e.g., lucrative job offers, business deals, etc.) For years men have used private clubs, professional associations, old-boy networks, etc., to gain exposure and achieve their career ambitions.
Stage 1: Preparation for Work (ages 025) Stage 2: Organizational Entry (ages 1825) Stage 3: Early Career (ages 2540) Stage 4: Mid-career (ages 40 55) Stage 5: Late Career (ages 55retirement)
Succession planning is: The process of ensuring a suitable supply of successor for current and future senior or key jobs arising from business strategy, so that the careers of individuals can be planned and managed to optimize the organizations needs and the individuals aspirations.
Succession planning
A typical succession planning involves the following activities: 1. Analysis of the demand for managers and professionals by company level, function and skill. 2. Audit of existing executives and projection of likely future supply from internal and external sources. 3. Planning of individual career path based on objectives estimates of future needs and drawing on reliable performance appraisals and assessments of potential.
4. Career counseling undertaken in the context of a realist understanding of the future needs of the firm as well as those of the individual. 5. Accelerated promotions with development targeted against the future need of the business. 6. Performance related training and development to prepare individuals for futures roles as well as current responsibilities. 7. Planned strategic recruitment not only to fill short term need but also to fulfill long term needs
The purpose of succession planning is to identify and develop people to replace current jobholders in key positions. Through succession planning, compares assure a steady flow of internal talent to fill important vacancies. Succession planning encourages hiring from within and creates a healthy environment where employees have careers and not merely jobs.
It helps in identifying human resource shortages and skill shortages before openings occur. Thereafter, it becomes easy to groom qualified candidates for future vacancies. The organization is thus assured of continuity of operations and better-qualified incumbents. Preparing a schedule for succession is critical to the success of a company, especially at the top level. When the baton changes over a period of time, disruption and dislocation are minimized. Indeed, when a new CEO is meant to consolidate on past successes, a slow shift is ideal.
If qualified candidates are not available within the company, outsiders can be considered readily for possible openings. Complete dependence on succession from within or from outside is not desirable. Internal candidates require a pat on the back when they do well. External candidates are needed for injecting flesh blood into the company. The absence of a succession plan can seriously hamper the growth prospects of an organization. Imagine the disastrous consequences when there is a sudden vacuum at the top level. There is no one to steer the ship.
Critical plans needing immediate action get postponed. The organization remains headless and directionless for a while. Suitable candidates may not be available internally, as no one has been groomed in the past, keeping such an eventuality in mind. Bringing in outsiders may mitigate the crisis temporarily but the long-term impact is bound to be negative. Internal forces may start a rebellion and create tug-of-war situations.
Succession Planning
Exploration stageinvolves identifying interests and opportunities. Establishment stageinvolves creating a meaningful and relevant role in the organization.
Maintenance stageinvolves optimizing talents or capabilities. Disengagement stagethe individual begins to gradually pull away from work and develop other interests.
Supervisors
Feedback
Time
The Work
Dual-Career Couples
Family vs.Career Relocation
Common Concerns
Do company training programs help my chances for a promotion? How do I advance my career? Why hasnt my boss given me career counseling? Arent most promotions based on luck and knowing the right people? Do I need a degree for that job? With all the talk of downsizing, how secure is my job?
Assessment Centers
Psychological Testing
Performance Appraisals
HR Development Approaches
Management Development
Supervisor Development
Executive Education Leadership Development
Management Coaching
In retrospect