human resource management

1. CAREER
ADVANCEMENT

2. CAREER RELATED TERMS:
• Career goals:
– The future position one strives to reach as a part of career
• Career path:
– The sequential pattern of jobs that form a career
• Career progression:
– Making progress in one’s career through promotions
• Career counseling:
– Guiding and advising the people on their possible career
paths and what they must do to achieve promotions
• Mentoring:
– The process wherein an executive or senior employee
serves as guide, friend, philosopher and confidant to the
new entrant

3. CAREER RELATED TERMS(CONTD…)
• Career development:
– It involves those personal improvements that a person
strives to reach as a part of a career
• Career management:
– It is the process of designing and implementing
goals, plans and strategies to enable the organization, to
satisfy employee needs while allowing individuals to
achieve their career goals
• Career anchor:
– The basic drive that gives the urge to take a certain type of
career
• Career planning:
– The process by which one selects the career goals and
path to these goals

4. CAREER PLANNING
• It is the systematic process by which one selects career
goals and the path to these goals
• It is a managerial technique for mapping the entire
career of young employees
• For example:
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DESIGNATION
Management trainee
Assistant manager
Deputy manager
Manager
Deputy general manager
General manager
AGE
22 years
25years
30years
35years
40 years
45years

5. Features of career planning
• It is a process rather than an event
• It is a continuous process due to ever changing
environment
• It is not an end but means of managing people to
obtain optimum results
• It is the responsibility of organization to provide
guidance and counseling to its employees in
planning their career
• The basic aim of career planning is integration of
individual needs and organizational needs

6. Objectives of career planning
• Right person at right job at right time
• Attract and retain employees by developing their
career
• Increase motivation and morale of the employees
• Reduce labor turnover and absenteeism
• Develop employees for taking up higher
responsibilities by mapping their careers
• Increase productivity and organizational
development

7. Process of career planning
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Preparing a manpower inventory
Identifying employees career needs
Identifying career opportunities
Matching of employees’ career needs with
career opportunities
• Formulation and implementation of the
training and development programme
• Periodic review of the career plans

8. Preparing a manpower inventory
• This steps help the organization to know
whether there is surplus and shortage of
manpower
• Manpower inventory also identifies
age, qualification , and aptitude of the existing
employees and their ability to take up higher
responsibilities

9. Identifying employees career needs
• The HR manager can help the employee in identifying
his/her career needs by analyzing with him/her
information regarding his/her strengths and
weaknesses, aptitude, type of work for which he/she is
more suitable, and the way he/she is performing
his/her work
• In large organizations, employees find assessment
centers where they can undergo psychological tests
and depth interviews to analyze their career needs
• The purpose of such analysis is to help employees to
plan their career

10. Identifying employees career
opportunities
• Career opportunities or career paths should
be designed keeping in consideration the
skill, knowledge, aptitude and experience of
the employees
• Career path thus indicate the progress of an
employee during his/her career

11. Matching career needs and
opportunities
• There should be sufficient opportunities to
meet the needs of the employees
• Therefore, the career should be in congruence
with the career opportunities offered by the
organization

12. Formulation and implementation of
training and development programme
• The method by which training has to be
imparted is different for different categories of
employees, e.g., the emphasis is on improving
skills in the case of skilled workers, and on
improving leadership qualities and human
relations skills in case of executive and
managers

13. Review of career plans
• Periodic review helps the employee to know the
direction in which the organization is moving and the
type of skills that shall be required to adapt to the
changing needs of the organization. Answers to the
following questions are found through such periodic
reviews:
– Is there a mismatch of a job for any employee?
– Is there a need for redesigning jobs?
– Is there a change in the needs and aspirations of the
employee?
– Is the training and development programme designed such
that both individual as well as organizational needs are
met?

14. Benefits of career planning
• Helps employees to select his/her career
• Attracting and retaining competent persons in the
organization
• Identifying who can take up higher responsibilities
• Two way communication between employees and
superiors
• Reduces labor turnover and absenteeism
• Improves performance of the employee by identifying
his/her potential
• Increases job satisfaction
• Career planning plays an important role in individual
development and organizational development which
leads to attainment of organizational goals
• Increases the reputation of the organization

15. Limitations of career planning
• Career planning in most of the organization is
effective in short run
• Systematic career planning is not possible due
to factors such as favoritism and nepotism
politics etc
• Difficult to design career path for all
employees

16. CAREER DEVELOPMENT
• Career development includes activities and
programmes undertaken by the employee and
the organization to acquire information
regarding the attitudes and skills of the
employee in order to meet the aspirations and
requirements of the job

17. Stages in career development
• Identifying career needs:
– Assessment centers or workshops on careers where
employees undergo psychological testing, simulation
exercises and depth interviews
• Developing career opportunities:
– These are identified through job analysis. The
employee should be provided information regarding
the job postings that are available in the organization
and for future reference, what requirements they will
have to fulfill to achieve promotion which they aspire

18. Contd….
• Integration of employee needs with career
opportunities:
– It is necessary to align the needs and aspirations of the
employees with career opportunities in order to ensure
right people will be available to meet the organizational
manpower requirements. Therefore, emphasis is placed on
the training on- and off-the-job, counseling, and coaching
by supervisor, and planned rotation in positions of varying
functions and in different locations. The process is pursued
further with the help of periodic performance appraisals.
– Training and counseling will be wasteful exercise if
employee does not make progress along his/her career
path
– The two important techniques in this stage of career
development are:
• Management by objectives
• Career counseling

19. Contd….
• Regular monitoring
– It is necessary to regularly monitor the progress of the
employee towards his/her career development plans
and see that the support is being provided to develop
these career plans
– If there is discrepancy, steps should be taken to
reassign work as necessary to ensure that career
development plans are met.
– In situations where career opportunities are not
available due to influence of technology and economic
factors, the organization should redesign jobs or make
career shifts

20. Problems in career development
• Mobility
• Dual career families
• Decline in career opportunities