Career and succession planning is very important for every individual, here, students will study about in what stage of life they should lead to the career growth path.

1. Career Planning and Succession
Planning
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2. Meaning of Career Planning
 Career planning is the process by which one selects career goals and the
path to these goals.
 Career development is those personal improvements one undertakes to
achieve a personal career plan.
 Career management 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
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3. Need for Career Planning
Career Planning is necessary due to the following reasons:
 To attract competent persons and to retain them in the organization.
 To provide suitable promotional opportunities.
 To enable the employees to develop and take them ready to meet the
future challenges.
 To increase the utilization of managerial reserves within an
organization.
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4. LIFE STAGES & PROCESSES OF
CAREER
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5. Components of Career Planning
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6. Process of Career Planning and Development
i. Analysis of individual skills, knowledge, abilities, aptitudes etc.
ii. Analysis of career opportunities both within and outside the organization.
iii. Analysis of career demands on the incumbent in terms of skills, knowledge,
abilities, aptitude etc., and in terms of qualifications, experience and
training received etc.
iv. Relating specific jobs to different career opportunities.
v. Establishing realistic goals both short-term and long-term.
vi. Formulating career strategy covering areas of change and adjustment.
vii. Preparing and implementing action plan including acquiring resources for
achieving goals.
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7. Steps involved in Career Development
System
Step 1: Needs: Defining the present system
Step 2: Vision: Determining New Directions and Possibilities
Step 3: Action Plan: Deciding on practical first steps
Step 4: Results: Maintaining the change
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8. Pre-requisites for the success of career
planning
 Strong commitment of the top management in career planning, succession
planning and development.
 Organization should develop, expand and diversify its activities at a phased
manner.
 Organization should frame clear corporate goals.
 Organization should have self-motivated, committed and hard working
employees.
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9.  Organization’s goal in selection should be selecting the most suitable
man and place him in the right job.
 Organization should take care of the proper age composition in
manpower planning and in selection.
 Organization should take steps to minimize career stress.
 Organization should have fair promotion policy.
 Organization should publicize widely the career planning and
development programmes.
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10. Advantages of Career Planning and
Development
For Individuals
For organization
 satisfies employee esteem needs
 improves employee’s performance
on the job
 enhances employee commitment
 Increases morale of an employee.
 ensures the availability of
human resources with required
skill, knowledge and talent.
 improve the organization’s
ability to attract and retain
highly skilled employees.
 satisfy the employee
expectations
 Protecting employees’ interest
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11. Limitations of career planning
 Dual Career Families
 Declining Career Opportunities
 Low ceiling careers
 Downsizing/Delayering and careers
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12. Suggestions for effective career development
 Challenging Initial Job Assignments
 Dissemination of Career Option Information
 Job Positioning
 Assessment Centres
 Career Counseling
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13. Succession Planning
 Succession may be from internal employees or external people.
 Succession from internal employees is advantageous to the organization as
well as to the internal employees.
 Organization can buy the employees loyalty and commitment,
belongingness, shared feeling of development along with the organization by
promoting the internal employees.
 Employees get the benefits of growth in the organization.
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14.  The organization mostly prefers to encourage the growth and development of its
employees and as such tends to prefer succession from within.
 Organizations, appraise employee’s potentialities, identify training gaps for
future vacancies, and develop them for higher and varied jobs.
 The scope of succession plan would be more when the organization grows
steadily and employees have potentialities to take up higher responsibilities.
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15. Need for Succession Planning
 Key staff will need to be replaced
 Work outputs and corporate objectives must continue to be met despite
resignations, illness, vacations and restructuring.
 To meet staff’s desire for new and challenging roles.
 To fill the skill and knowledge shortages
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16. Strategies
 Natural Selection : Filling positions from those internal employees that
are fittest or best or hiring from outside the organization if not enough
people found within.
 Acceleration pool : Investing in nurturing the skills of high potential
staff through coaching, training, leadership positions and important
work assignments.
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17. Benefits Disadvantages
 Enabling seamless transition
 Back up staff
 Having skills and knowledge for
emergency situations as well as
future needs
 Enhanced staff motivation
 Reduced cost and time for
training for replacement
 Difficulty in selecting the right
people and determining their
developmental needs
 Potential for grooming for
positions that may not be there
in the future
 Difficulties in maintaining the
motivation levels
 Possibility of poaching by other
organizations
 Inherent cost of training and
mentoring
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18. Best Practices
 Clarity of purpose and desired results of the program, and desired
performance measures.
i. Effective follow up and review of the progress
ii. Documentation of competencies
iii. Rewards for both the mentor and the mentee
iv. Evaluate results – through availability of staff with key skills
v. CEO and leadership involvement in the process
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19. Thank You!!
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