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CAREER PLANNING,CAREERCAREER PLANNING,CAREER

DEVELOPMENT AND CAREERDEVELOPMENT AND CAREER

STRATEGYSTRATEGY

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CAREERCAREER

A career is a sequence of work related positions

occupied by a person during a lifetime

Definition

“ A sequence of jobs that constitute what a

 person does for a living.”

(Schermerhorn: 2002)

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Career path:- is a chart

showing the possibledirections and careeropportunities available in anorganisation.

Career Plateau:- is a positionfrom which someone is

unlikely to move to a higherlevel of work responsibility.

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MAJ! "A!##! $%&'(#%"#)MAJ! "A!##! $%&'(#%"#)

A!#*A!#*+eople who have influenced

 Major work achievements

 )uccessful and happy at work 

 !isks taken

 ,elped others

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CAREER PLANNINGCAREER PLANNINGDefinitions

 “"areer planning is a process ofsystematically matching career goals and

individual capabilities with opportunities

for their fulfillment”.

  (Schermerhorn, Hunt and Osborn:

2003).

“ Career planning is the process of

enhancing an employee’s future value”

  (Schwnd, !as and "a#er:200$)

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Career planning

Strategic

- Current

Competencies

- future

competencies

-Market Changes

- Joint Ventures

- Innovation

- Growth

- Restructuring

Operationa

- !mpo"ee

turnover

-#$senteeism

- %aentManagement

- &ro'uctivit"

- (uait"

- Outsourcing

  Organisational needs Individual’s Needs

&ersona

- %enure

- )ami" issues

- Mo$iit"

- Spouse*s +o$

- Other Interest

&rofessiona

-  Career stage

-  e'ucation an'

training

- &romotions

aspirations

-  &erformance

&otentia

-  Current career

path

Matching

 %atchn# Career &eeds o' Or#ansatonal and nddual 

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Characteristics of Career &anningCharacteristics of Career &anning

 $t is an ongoing process. $t develops and shares a personal life

career diagrammodeltimeline.

 $t defines life career/ abilities/ andinterest of employees. $t describes various roles an individual

may have as a part of his life career. $t strengthens work related activities in

the organisation.

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O$+ectivesO$+ectives

 0o develop an awareness of each employee1s

uniqueness.

 0o identify positive characteristics about

employees/ which can harnesses forrganisational development.

0o identify personal interest/ abilities/ strengths

and weaknesses and how they relate to careers.

 0o foster effective team building skills.

 0o develop respect for the feelings and beliefs

of others.

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Importance of career panningImportance of career panning

 "areer planning develops promotableemployees. $t reduces employee turnover.

 $t encourages employees growth anddevelopment. $t reduces hoarding

 $t can help the organisation preparecertain categories of employees for moreimportant jobs.

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C#R!!R &,#IG &ROC!SSC#R!!R &,#IG &ROC!SS

 

 Steps o' career plannn# process

Self Assessment

Career Exploration

Career goal Setting

Career Preparation

Self- Mareting

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2. )elf Assessment2. )elf Assessment

$t involves gathering information about anemployee to assist him in making a decision

about his career. 0he employee should

develop an understanding of self 3 includingvalues/ interests/ aptitudes/ abilities/ personal

traits/ and desired life style.

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+rocess of )elf assessment+rocess of )elf assessment

 !evelop

commitment!evelop self-

assessment goals

Plan self-

assessment goals

Execute and chec

action plan

!efine action plan Execute self-

assessment

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Opportunities"arriers

Others

Competition an'

co-operation

Opportunities

etworking.

Competencies an'

!mpo"a$iit"

!nvironmenta

Infuences

O/J!C%IV!S

Career vision

re0uirements

  Oneself 

Skis. personait". interest

an' vaues

- Strengths

- 1eakness

- Opportunities

- %hreats"arriers Opportunities

  Career ee's- opportunit" #ssessment

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ne of the modern and scientific method of

)elf4 assessment is )50 Analysis.

)50 Analysis focuses on the internal and

external environments, examining

 strengths and weaknesses in the external

environment and opportunities and threatsin the external environment.

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!mpo"ee2s Strength *4refers to internal positiveaspects that are under control and upon which anemployee may capitali6e in planning.

!mpo"ee 1eaknesses:- refers to internal negativeaspects upon which employee may plan forimprovement.

!mpo"ee2s opportunities:- positive e7ternalconditions upon which an employee may takeadvantage.

 !mpo"ee %hreats:- negative e7ternal conditions thatare not under the control but the effect of which hasto be lessened by an employee.

CA#EE# S$O% ANA&'SIS

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CA#EE# S$O% ANA&'SIS

IN%E#NA&!mpo"ee2s Strengths

 5ork #7perience

 +roper #ducation

 )trong job knowledge

 0ransferable skills

 +ositive personal characteristics

 8ood %etworking

!mpo"ee2s 1eaknesses

 'ack of 5ork #7perience

  'ack of +roper #ducation

 'ack of job knowledge

 5eak skills

 %egative personal characteristics

 +oor %etworking

!mpo"ee2s Opportunities

 9uoyancy in ,! market

 "ashing on newhigher education

 )kill shortages

 $ncreased self4knowledge

 $ncreased professional development

 +osses unique skills sets

!mpo"ee2s %hreats

 :ownslide in ,! market

 "ompetition from fellow professional

 "ompetitors with superior skills

 "ompetitors with better job hunting skills

 'imited professional development

 +osses general skills sets

E(%E#NA&

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After )50 an employee should use that information to plan how to market himself.

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MA!;#0$%8 +'A%%$%8 +!"#))< =4 step process>

34 I'entif"ing o$+ectives

-  Determining o$+ectives

-  Deveoping marketing strategies

-  Strategi5ing an action programme

64 I'entif"ing 'eveopments nee's- )ee'$ack from others

- praise an' constructive criticism

- 7nowing strengths an'

'eveopment nee's

- &an of action for 'eveopment

Organisationa #ssessment

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Competenc" #reas 8aining self4 Awareness

 $mproving self4 confidence (nderstanding time and stress management

Strategies for gaining Competencies

 Attending workshops for study skills/ timemanagement and stress management. $dentifying symptoms of stress.

 $dentifying personality style :emonstrating skills in overcoming self4

defeating behaviours.

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?. "A!##! #@+'!A0$%?. "A!##! #@+'!A0$%

)econd step allows individual to investigate the world of work i

greater depth/ narrow a general occupational direction into aspecific one through an informed decision making process.

It can $e starte' $":  'earning academic and career entrance requirements.

 'earning related majors and careers to one1s interest.

 $nvestigating education and training period

 'earning skills and e7perience required.  +lanning academic and career alternatives

 'earning job market trends

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Competenc" #reas

 8aining research and investigative skills

 #nhancing internal locus of control +racticing decision4 making/ problem solving and

critical thinking skills.

Strategies for gaining Competencies

 $nvestigating careers in the ,! market

 )pending time with professionals in different careers.

 Attending Job "areer &airs and or "areer panels.

 )eeking information from career counselors.

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=. "A!##! 8A' )#00$%8=. "A!##! 8A' )#00$%8

$n this step individuals evaluate occupational

choices and gain practical e7perience through

internships/ cooperative education/ campus

activities etc..

Career Search Matching

Individual roleO$+ectivit"

%ransparenc"Organisation

al level

)o* Search Matching

  *#:- Career +oal Settn# 

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ccupational choices can be made*ccupational choices can be made*

 $ndividual career "ounseling

 $nformation )ervices

4 Job posting systems

4  )kills requirements

4  "areer paths

4  ,! department

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Competenc" #reas:

 #nhancing )elf 3 management skills

 btaining work related/ transferable skills $mproving interpersonal/ written and oral

communication skills.

Strategies for gaining competencies +articipating in the Alumni #7ternal

+rogrammes for networking.

 "hoosing courses to compliment career goals. "onducting informational interviews.

B " + iB " + ti

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B. "areer +reparationB. "areer +reparation

Acquiring the additional skills/ knowledge and educati

is needed for starting new career. $t can be done by learning how to prepare saleable

resume, coer letters and practcn# slls 'orappearn# nterews success'ull.

Or#ansaton should prode 'ollown# serces toemploees

 Mentoring

 "oaching Job !otation

 "areer Assistance +rogrammes

 Managing self development

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C. )elf MarketingC. )elf Marketing

#mployees have to adopt strategies to attractivel

 package and market themselves to their presenor prospective organisation

Promotes others to

a lo+ extentPromotes others to

a high extent

Promotes self to a

lo+ extent

Promotes self to ahigh extent

Independent %eam Pla,er 

Promoter Strategist

Fig:- Self Marketing 

M i i i f h iM ti ti i f h i

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Motivation eve infuences career choicesMotivation eve infuences career choices

High

performance

employee

Marginal

Performanceemployees

Self- !irected

Eno, +or

 Accept responsi*ilit, and

accounta*ilit,

&ittle am*ition

!islie +or

 Avoid responsi*ilit, and

accounta*ilit,

)ig:- Characteristics of 8igh 9 Margina &erformance !mpo"ees

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CAREER DEVELOPMENTCAREER DEVELOPMENT

"areer development involves making decisionabout an occupationprofession and engaging inactivities to attain career goals.

 !e'ntons:

“ "areer development is total constellation ofeconomic/ sociological/ psychological/educational/ physical and chance factors thatcombine to shape one1s career.

  ( Reardon, en!, "ampson, and #eterson$"ears

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+lanning for career development+lanning for career development

$nvolves  )elf4 ;nowledge

 ;nowledge of the organisation

 #stablishing clear cut goals and steps to

attain these goals

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0,(M9 !('# &! #DA'(A0$%80,(M9 !('# &! #DA'(A0$%8

"A!##! "A!##! 

&A"0)

&E &it

AE Advancement

"E "ompensation

0E 0raining

)E )ite

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CHARACTERISTICSCHARACTERISTICS

 

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OBJECTIVES OF CAREER DEVELOPMENTOBJECTIVES OF CAREER DEVELOPMENT

 0o devise intervention strategies for developing/

engaging/ rewarding and retaining talented personnel.

 0o plan/ design/ and implement life4long career

development programmes.

 0o understand career development from a

developmental and multicultural perspective.  0o understand the use of assessment procedures in

career development interventions.

 0o facilitate understanding of personal/ social/

economic/ and other factors related to the world of

work for employees.

IM&OR%#C!IM&OR%#C! O) C#R!!R D!V!,O&M!%O) C#R!!R D!V!,O&M!%

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IM&OR%#C!IM&OR%#C! O) C#R!!R D!V!,O&M!%O) C#R!!R D!V!,O&M!%

 $t helps in developing entrepreneurship spirit

and potential amongst the employees.

 0o facilitate the acquisition of requisite skills/

knowledge and competencies for

organisational e7cellence.

 0o devise and implement a talent management

system.

 0o facilitate succession planning and

development to ensure long4term growth and

success of the organisation.

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THEORIES OF CAREER DEVELOPMENTTHEORIES OF CAREER DEVELOPMENT

34 Structura %heories 0raits and factor 0heory Docational +ersonalities and #nvironment

theory

)ocioeconomic 0heory

64 Deveopmenta %heories

 )uper1s 0heory

;rumbolt61s )ocial 'earning 0heory  :ecision Making 0heories

 "ognitive 0heories

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S%RC%R#, %8!ORI!S :- focuses on

individual characteristics and occupational

tasks.;a< %rait %heor" an' factor theor" ;$" &arsons<

Assumptions*4 that individuals and job traits

can be matched "lose matches are positively correlated with

 job success and satisfaction.

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;$< Vocationa &ersonaities an' !nvironments

theor": ;$" John 8oan'<

+eople tend to choose a career that is reflective of their

 personality. +eople find job satisfaction in

environments that are compatible with their

 personalities.

;c< Socioeconomic theor" ;Chance or #cci'ent theor"

0his theory suggest that many people follow the path of

least resistance in their career development by simply

falling into whatever work opportunities happen to

come their way.

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D!V!,O&M!%#, %8!ORI!S:- focus on

human development across life span.

;a< Super2s theor" ;Dona' Super an' other%heorist

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7rum$ot5=s Socia ,earning %heor"

 0his theory is based on social learning/ or environmentaconditions and events/ learning e7periences. +eople

choose their careers based on what they have learned.

Decision Making theories :- there are critical points in people1s lives when choices are made that greatly

influences their career development.

Cognitive theories:- are built around how individuals process/ integrate and react to information

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Roe of 8uman Resource Deveopment )unction inRoe of 8uman Resource Deveopment )unction in

Career &anning an' Deveopment of empo"eesCareer &anning an' Deveopment of empo"ees

 Strategic Planner 

#eferral Agent

 Appraiser 

 Advisor 

Counselor 

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"A!##! )0!A0#8F"A!##! )0!A0#8F

$t is the process of highlighting an organisation1s

greatest resources/ its human resources/ for

developing them for future career and business

opportunities within the organisation for

 benefit of employees as well as organisation.

"A!##! )0!A0#8F +!"#))"A!##! )0!A0#8F +!"#))

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"A!##! )0!A0#8F +!"#))"A!##! )0!A0#8F +!"#))

  Discovering

Strategi5ing

  Deveoping

  Marketing

- etworking to Market

- )in'ing avaia$e position

! i