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CAREER

PLANNING

Presented By: Abdul Wahed
Presented By:
Abdul Wahed

Definitions:

  • 1. According to Schermerborn, Hunt, and Osborn, ‘Career planning is a process of systematically matching career goals and individual capabilities with opportunities for their fulfillment’.

  • 2. Career planning is the process of enhancing an employee’s future value.

  • 3. A career plan is an individual’s choice of occupation, organization and career path.

  • 4. Career planning encourages individuals to explore and gather information, which enables them to syn thesize, gain competencies, make decisions, set goals and take action. It is a crucial phase of human resource development that helps the employees in making strategy for work-life balance

Definitions: 1. According to Schermerborn, Hunt, and Osborn, ‘Career planning is a process of systematically matching

Career Planning and Development Process

Career Planning and Development Process

Features of Career Planning:

  • 1. It is an ongoing process.

  • 2. It helps individuals develop skills required to fulfill different career roles.

  • 3. It strengthens work-related activities in the organization.

4. It

defines

life,

employees.

career,

abilities,

and

interests

of

the

  • 5. It can also give professional directions, as they relate to career goals

Features of Career Planning: 1. It is an ongoing process. 2. It helps individuals develop skills

Objectives of Career Planning:

The major objectives of career planning are as follows:

  • 1. Identify positive characteristics of the employees.

  • 2. Develop awareness about each employee’s uniqueness.

  • 3. Respect feelings of other employees.

  • 4. Attract talented employees to the organization.

  • 5. Train employees towards team-building skills.

  • 6. Create healthy ways of dealing with conflicts, emotions, and stress

Objectives of Career Planning: The major objectives of career planning are as follows: 1. Identify positive

Benefits of Career Planning:

  • 1. Career planning ensures a constant supply of promotable employees.

  • 2. It helps in improving the loyalty of employees.

  • 3. Career

planning

development.

encourages

an

employee’s

growth and

  • 4. It discourages the negative attitude of superiors who are interested in suppressing the growth of the subordinates.

  • 5. It ensures that senior management knows about the calibre and capacity of the employees who can move upwards.

  • 6. It can always create a team of employees prepared enough to meet any contingency.

  • 7. Career planning reduces labour turnover.

  • 8. Every organization prepares succession planning towards which career planning is the first step

Benefits of Career Planning: 1. Career planning ensures a constant supply of promotable employees. 2. It

Scope of Career Planning:

  • 1. Human Resource Forecasting and Planning

  • 2. Career Information

  • 3. Career Counseling

  • 4. Career Pathing

  • 5. Skill Assessment Training

  • 6. Succession Planning

Scope of Career Planning: 1. Human Resource Forecasting and Planning 2. Career Information 3. Career Counseling

Steps in Career Planning

(Employee Perspective)

  • 1. Make Career Planning and Annual Event

  • 2. Map Your Path Since Last Career Planning

  • 3. Reflect On Your Likes and Dislikes, Needs and Wants

  • 4. Look Beyond Your Current Job for Transferable Skills

  • 5. Set Career and Job Goals

Steps in Career Planning (Employee Perspective) 1. Make Career Planning and Annual Event 2. Map Your

Why a Career Plan Could Fail

  • 1. Efforts are Insincere

  • 2. Look for Immediate Benefits

  • 3. Lack of Interaction with Hired Agencies

  • 4. Impracticability in Introduction

  • 5. No System to Evaluate

  • 6. Bureaucratic Model of Organization

Why a Career Plan Could Fail 1. Efforts are Insincere 2. Look for Immediate Benefits 3.

Cadbury – Case Study

1.Early Career 2.Mid Career 3.Senior Career

Cadbury – Case Study 1.Early Career 2.Mid Career 3.Senior Career

Early Career

  • 1. First Five (5) years of Employment

  • 2. Management Skills Training

  • 3. Internal – Short term Placements

  • 4. Workshops

  • 5. Monitoring

Aim – Understanding of Business Structure

Early Career 1. First Five (5) years of Employment 2. Management Skills Training 3. Internal –

Mid Career

  • 1. Team Management Trainings

  • 2. Strategic Leadership Trainings

  • 3. International Opportunities

  • 4. Ongoing Career Dialogues

Aim – Equip with Capability to Lead Teams, Develop and Deliver Business Strategies

Mid Career 1. Team Management Trainings 2. Strategic Leadership Trainings 3. International Opportunities 4. Ongoing Career

Senior Level

  • 1. Highest Level

  • 2. Approximately 150 Members Globally

  • 3. Global Leadership Conference

  • 4. Executive Development Programme

  • 5. External Expert Coaching

Aim – Support Personal Leadership Styles to Set Business Strategies

Senior Level 1. Highest Level 2. Approximately 150 Members Globally 3. Global Leadership Conference 4. Executive

Thank

You

Thank You