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Jithin.k.m

Roll.no.25

Career PlanningCareer Planning

A Career plan is a blue print in which the entire career of employees is mapped out from the point of their entry into the point of their retirement from the organizational steps.

• Planning the career is not an easy matter .Successful career planning requires that every individual should set realistic goals,determine the strenght and weakness in his job performance and develop skills that make him marketable.Before planning the career,every individual ask himself the following questions

(i) Who am I ? (ii) Where do I want to go ? (iii) How can I get there ?

To answer these questions,he must make a careful self assessment of his needs,interests,values and abilities

• From the point of view of individual,career planning is the process by which one fixes career goals and lays down the path to these goals.Its purpose is to provide continuity,order and meaning to a person’s life.

• In case of a Lecturer here career path goes through

Asst Prof - Associate Prof – Prof –Head/ Dean of faculty – Pro vice chancellor – Vice chancellor

• From the organisation’s point of view , career planning means helping the employees to plan their careers in terms of their capacities within the context of organisation’s needs

• Career planning provides an answer to an employee’s question as to where he will be in the organisation after five years or ten years.

Need and Objectives of Career PlanningNeed and Objectives of Career Planning

• To attract competent persons and to retain them in the organisation

• To provide suitable promotional opportunities to the present work force

• To enable the employees to develop and make them ready to meet the future challenges

• To correct mistakes in employee placement• To improve motivation and morale of employees• To reduce employees dissatisfication and turnover

Steps In The Career Planning Steps In The Career Planning ProcessProcess

• Preparing Personnel Skill Inventories The first step is to prepare personnel skill inventories, which contains data on

employees skills and career goals . In addition,there are required data banks,which provide the following information. a. The Organisation structure and the persons manning different positions in the

Org,their age,education,experience, training and career goals,status,duties and responsibilities.

b. The performance record and ratings, interpersonal abilities of the employees c. Their preferred location,desires and constraints.

d. To know whether the existing manpower is short of or is in surplus to requirements.

e. Future requirement of manpower for expansion or diversification of the company or for natural wastages like death ,disability, retirement ,discharge and dismissal,

resignation . etc

After preparation of personnel skill inventories and additional data,it is necessary to develop career paths for employees

Developing Career PathsDeveloping Career Paths

• These are flexible lines of progression through which employees typically move .Career paths are logical mapping out of jobs, which represent a potential progression track that an employee may follow over time .Such mapping of job progressions are done in the form of career ladders by clubbing together similar lines of occupations in job families . Job families are groups of homogenous jobs, i.e, jobs with similar characteristics .

Career Paths For Marketing JobsCareer Paths For Marketing Jobs

General Manager(Sales)

Sales ManagerDomestic Sales

OfficerDomestic Sales

Executive Domestic Sales

Put the Right Man at the Right PlacePut the Right Man at the Right Place

• The third step in the career planning process is to identify suitable employees who have the ability,potential and willingness to take up higher responsibilities and rise up the organizational ladder .For this,most of the organizations have performance appraisal and merit rating system.This system enables organizations to compare the performance measures of different individuals in terms of job requirements and helps in identifying training requirements,selecting for promotions, providing financial rewards,etc

Impart TrainingImpart Training

• The next step in the career planning process is formulation and implementation of training and development programmes.Such programmes should be designed in such a manner that they can improve technical and conceptual skills of employees, particularly in those areas,which have been identified as deficiency through the performance appraisal system .

• For continuous change in environment it is also necessary to constantly renew and update the knowledge and skills to the employees to make them adapt to the changing requirements.

Review of Career PlanReview of Career Plan

• For increasing the effectiveness of career planning, a periodical review should be undertaken so that the

employee may know in which direction the organisation is moving,what changes are likely take place and what resources and skills he needs to adapt to the changing organisational requirements

. It is the checking of effective utilisation of human resources by making employee’s abilities to the demand of job and his needs to the rewards of the job

• Following question may be asked during the review process

• Was the classification of the employee’s justified ?• Are the job descriptions proper ?• Is there any employee unsuited to his job ?• Are the training and development programmes

adequately ?

ReferenceReference

Human resource management-

T.N.Chabra

Human resource planning-

Deepak kumar bhattachariya