3. Introduction
Career: Herbert Simon defines career as
“an honourable occupation with one
normally takes up during his/her youth
with the expectation of advancement and
pursues it until retirement
Career planning and development is a
means by which an organisation can
sustain or increase its employees
productivity and at the same time
preparing them for a changing world.
According to Milkovich and Boudreau
Career development = Career management + Career planning
4. Objective of career planning
Identifying and making clear opportunities
available.
To reduce employee turnover.
To Increase productivity.
To identify the career stages and enhance
the motivational level.
To achieve the organisation’s goal by
providing the employees paths to reach
higher order needs.
5. Career Planning Flow & Stages
Career Planning Career Goals
Career Paths
Career
Feed Back
Career stages and Important needs
Needs Safety, Safety, Achievement Esteem Self
Security Security esteem, actualization actualization
Physiological autonomy
Age 20 25 30 45 55 65
Career
Stages Exploration Establishment Advancement Maintenance Retirement
6. Scope Of Career Planning
Human Resource forecasting and planning
Career Information
Career Counseling
Career Pathing
Skill Assessment training
Succession Planning
7. Types of Career Test
Career Interest Test
Personality Test
Skill Test
8. CAREER ANCHORS
Technical Competence
Managerial competence
Stability and Security
Creativity and Challenge
Freedom and Autonomy
Dedication to a cause
Lifestyle
9. Why a career plan could fail !
Efforts are insincere
Look for immediate benefits
Lack of interaction with hired agencies
Impracticability in introduction
No system to evaluate
Bureaucratic model of organization
10. Importance of career planning
Involvement of the employer and
employee
Employees need to be aware of the
organizational opportunities.
11. Case Study – Colgate Palmolive
Employees fill the IDP Form
The form is sent to the managers
Employees and managers discuss
Employees interests
Strengths
Trainings
HR arrange for the training
12.
13.
14. Cadbury – Case study
Early Career
Mid Career
Senior career
15. Early Career
First 5 years of employment
Management skills training
Internal- short term placements
Workshops
Mentoring
Aim – Understanding of Business structure.
16. Mid Career
Team Management trainings
Strategic leadership trainings
International opportunities
Ongoing career dialogues
Aim – Equip with capability to lead teams,
develop and deliver business stratergies
17. Senior Level
Highest level
Approximately 150 members globally
Global leadership conference
Executive development programme
External expert coaching
Aim – Support personal leadership styles to
set business stratergies.
18. Steps in Career planning
(Employee perspective)
Make Career Planning an Annual
Event
Map Your Path Since Last Career
Planning
Reflect on Your Likes and Dislikes,
Needs and Wants
Examine Your Pastimes and Hobbies
19. Look Beyond Your Current Job for
Transferable Skills
Review Career and Job Trends
Set Career and Job Goals
Explore New Education/Training
Opportunities
Research Further Career/Job
Advancement Opportunities