Concept of Career

8/9/2019 Concept of Career

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CONCEPT OF CAREERCONCEPT OF CAREERTheThe dictionary meaningdictionary meaning of term career isof term career isadvancement in life specially advancementadvancement in life specially advancement

in profession. however from the point ofin profession. however from the point ofview ofview of career planning & developmentcareer planning & development::

the pattern of work related experiencesthe pattern of work related experiencesthat span the course of persons life.that span the course of persons life.

Career may also be defined as positionCareer may also be defined as positionoccupied by a person during the course ofoccupied by a person during the course ofhis life time.his life time.


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CAREER STAGESProgression from a beginning point through growth

and decline phase to termination point istypically a natural occurrence in ones work life.Based on this phenomenon, Super has suggested

five stages, also known as career developmentcycle or career cycle, through which individualgo:

1. EXPLORATION STAGE2. ESTABLISHMENT STAGE3. MID-CAREER STAGE4. LATE CAREER STAGE5. DECLINE STAGE


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Exploration StageExploration StageExploration stage is a career stage that

usually ends in ones twenties as one make atransition from formal education to work.

In early adulthood stage, as an individual,one make certain critical decisionsregarding his career. The decisionregarding career is influenced by a number

of factors, the major ones are as follow:1. Interest and specialization of parents.2. Influence of parents, relatives, teachers, &

friends.

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4. Social influences5. Media influences- newspapers,

magazines, TV films, etc.

6. Career counselor.


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Establishment Stage

Establishment stage of career is the periodin which one begins to search for work and

gets ones first appointment. Thus, theindividual passes through recruiting process,acceptance of job, and orientation into thechosen organization at this stage. Problem at

this stage is characterized by makingmistakes, learning from these mistakes,&assuming increasing responsibilities.


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Late Career Stageo Late career stage is a phase in which

individuals are no longer learning about theirjobs, nor it is expected that they should be

trying to outdo level of performance fromprevious year.o For those who continue to grow through the

mid-career stage, the late career stage is

usually a pleasant time when an individual isallowed the luxury to relax a bit & enjoyplaying the part of the elder statesperson..They also begin to realise that they have

little scope of mobility even at lateral level.


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Decline Stage

Decline stage is the last phase of career inwhich an individual thinks of retiring from

the job.The achievements of a long career and thefrustrations that go along with that phaseare left behind.


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CAREER PLANNINGCareer planning is viewed from the prospective of an

individual and an organization.From individuals point of view, career planning is the

process by which an individual selects his careergoals and the paths to achieve these goals.Generally, this is known as individual careerplanning.

From an organization's point of view, career planning

involves identification of individuals and chartingout their career paths & designing anorganizational system of career movement &growth opportunities for employees from theinitial stage to the retirement stage. Thisgenerally known as career management.


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Benefits Of Career Planning ToBenefits Of Career Planning To

EmployeesEmployees

1.1. Explicit Career PathExplicit Career Path

2.2. Focused SelfFocused Self--developmentdevelopment

3.3. Increased ProductivityIncreased Productivity


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Benefits Of Career Planning

To Organization

1. Assured Availability Of Talent

2. Attracting & Retaining Talent3. Promoting Organizational Image

4. Protecting Interest Of Special

Groups Of Employees.


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Career Planning ProcessCareer Planning Process

Individuals needs &aspirations

Individual strength& weaknesses

Placement onCareer path

Review ofCareer plan

Organizational needs& opportunities


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From figure it can be seen that career

planning process involves the followingsteps :

1. Identification of individual needs andaspirations.

2. Identification of organisational needsand opportunities.

3. Assessment of individual strengths

and weaknesses.4. Placement on career path.

5. Review of career plans.


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SUCCESSION PLANINGSUCCESSION PLANINGSuccession refers to coming into anothers place or positionSuccession refers to coming into anothers place or position

fallen vacant or likely to fall vacant in near future.As anfallen vacant or likely to fall vacant in near future.As anorganisational pactice,comparatively a new technique but itorganisational pactice,comparatively a new technique but ithas been in practice in princely states since long in which anhas been in practice in princely states since long in which anheir used to be nominated and efforts used to be made toheir used to be nominated and efforts used to be made to

groom him to takegroom him to takethe place of the king.But now also the same concept isthe place of the king.But now also the same concept is

applied with slight difference.In the princely states,theapplied with slight difference.In the princely states,theheir used to be from the family itself but the organisationsheir used to be from the family itself but the organisationshave a freedomhave a freedom

to take persons from outside also.In princely states,thereto take persons from outside also.In princely states,thereused to be only one successor to take the place of the kingused to be only one successor to take the place of the king

whereas organisations prepare sucession plan to fill keywhereas organisations prepare sucession plan to fill key

organisational positions including that of the CEO throughorganisational positions including that of the CEO throughsuccession planningsuccession planning..


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THERE ARE THREE MAIN ELEMENTSTHERE ARE THREE MAIN ELEMENTSOF SUCCESSION PLANNINGOF SUCCESSION PLANNING..

POSITIONS FOR WHICH SUCCESSOR AREPOSITIONS FOR WHICH SUCCESSOR ARENEEDED:NEEDED: In this planning is to be determine theIn this planning is to be determine thepositions for which successors are needed.Thesepositions for which successors are needed.Thesepositions are separated from top management to bepositions are separated from top management to beknown strategic management.known strategic management.

IDENTIFICATION OF SUCCESSORS:IDENTIFICATION OF SUCCESSORS:It is the determination of likely successors forIt is the determination of likely successors fordifferent positions that are likely to fall vacant indifferent positions that are likely to fall vacant infuture.future.

GROOMING OF SUCCESSORS:GROOMING OF SUCCESSORS:

When attempts are made to groom them so that theyWhen attempts are made to groom them so that theyare fully equipped to take the positions earmarkedare fully equipped to take the positions earmarkedwhen these fall vacant.when these fall vacant.

..


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WHY THERE IS A NEED FORWHY THERE IS A NEED FORSUCCESSION PLANNING ?SUCCESSION PLANNING ?

Succession planning ensures that only rightSuccession planning ensures that only rightpersonnel fill the key organisational positions.personnel fill the key organisational positions.It ensures this in the following manner:It ensures this in the following manner:

Through this,an organisation is able toThrough this,an organisation is able toidentify the persons who are likely to fill upidentify the persons who are likely to fill upkey positions in future. because of availibilitykey positions in future. because of availibilityof ample time.of ample time.

It also helps an organisation to groom theIt also helps an organisation to groom the

successors for key posts.successors for key posts. It also remain more loyal to the organisationIt also remain more loyal to the organisation

which is a vital factor for success.which is a vital factor for success.


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SUCCESSION PLANNING PROCESS:SUCCESSION PLANNING PROCESS:

HUMAN

RESOURCES

PERFORMANCE

AND POTENTIAL

APPRAISAL

CURRENT

CAREER

TEXT

DEVELOPMENT

STRATEGIESESSENTIAL

MANAGERS

SUCCESSION

PLANNING

NOMINATING

STRATEGIES

LINKING

POSITION

NEED

AND PERSONAL

POTENTIAL

ESSENTIAL

POSITION

TASK AND

STRUCTURAL

DESIGN

STRATEGIC PLANS

OPERATIONAL PLANS

BUSINESS

ACTIVITY


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WHAT ARE THE MEASURES FORWHAT ARE THE MEASURES FOR

EFFECTIVE SUCCESSION PLANNING ?EFFECTIVE SUCCESSION PLANNING ?

INVOLEMENT OF SUPERVISORY BOARD.INVOLEMENT OF SUPERVISORY BOARD.

DRIVEN BY THE CEODRIVEN BY THE CEO

PROCEDURAL CONSISTENCYPROCEDURAL CONSISTENCY

EXTERNAL BENCHMARKINGEXTERNAL BENCHMARKING

POOL OF SUCCESSORPOOL OF SUCCESSOR

OBJECTIVITYOBJECTIVITY APPLICATION OF EMOTIONALAPPLICATION OF EMOTIONAL

INTELLIGENCEINTELLIGENCE

Documents

Concept of Career