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GROUP MEMBERS

Priti More -7508

Gouri Rao -7524

Shraddha Shelke -7532

Pratik Tolani -7547

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CAREER

DEFINITION OF CAREER GIVEN BY EDWIN FLIPPO

A career is a sequence of separate but related work activities

that provide continuity, order and meaning to a persons life

MEANING OF CAREER

It is a sequence.

It is the career path.

Career of an ordinary worker

Career growth

Organizations responsibility.

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CAREER PATH

Unskilled

worker

Semi-skilled

worker

Skilled

worker

Highly

skilled

worker

Assistant

foremanForeman

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CAREER PLANNING

DEFINITION OF CAREER PLANNING

It is a systematic process by which an individual selects his career goals andthe path to reach these goals

MEANING OF CAREER PLANNING

Important aspect of Human Resource Planning and Development. Organizations view towards Career Planning.

Implementation of formal programmes.

OBJECTIVES OR NEEDS OF CAREER PLANNING

Attract and retain competent persons.

Provide suitable promotional activities.

Reduce employee dissatisfaction and turnover.

Provide guidance and assistance to the employees.

Achieve higher productivity.

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CAREER DEVELOPMENT

DEFINITION OF CAREER DEVELOPMENT

Career Development means the personal movements an individual makes toachieve his career plan

MEANING OF CAREER DEVELOPMENT

It refers to the set of activities. Responsibility of an employee.

EFFECTIVE CAREER DEVELOPMENTMEASURES

Individual assessment.

Caring superiors.

Fair and equal opportunities.

PLANNING AND DEVELOPMENTMOVES TOGETHER

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PROCESS OF CAREER

PLANNING

Step 10 : Future Needs

Step 9 : Review and Evaluation

Step 8 : Monitoring

Step 7 : Implementation

Step 6 : Write up of Formulated Career Plans

Step 5 : Development of Career Plans

Step 4 : Selection of Priorities

Step 3 : Identifying Career Needs

Step 2 : Projection of Personnel Situation

Step 1 : Analysis of Personnel Situation

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Step 1 : Analysis of Personnel

Situation

The preparation of Career Development Planfor the future period.

It will further comprise of information relatingto:

No of employees.

Structure

Personnel needs Span of control

Facilities for training and development.

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Step : Projection of Personnel

Situation

Project the situation.

Based on assumptions.

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Step 3 : Identifying Career Needs

Career Development Needs.

Identifying scope and limitations.

Helps in Career Development Plan.

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Step 4 : Selection of Priorities

Prioritize the problems of employees.

Consider Technical , Financial and

Administrative factors.

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Step 5 : Development of Career Plans

Most important step.

The plan must be concrete which must specify:

Objectives

Extent

Employees

Department

Time required

Execute Career Development Plan.

Policies and Programs of Training and Development.

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Step 6 : Write up of Formulated Career

PlansBrief report of the Career Plan.

Schedule

Procedures

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Step : Implementation

Personnel and HRD departments.

Financial and Administrative support.

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Step 8 : Monitoring of Career

Development Plan

Expected targets and achieved targets.

Gap between the two can be identified.

Remedial measures.

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Step 9 : Review and Evaluation of

Career Plans

Periodical review

Experts to conduct evaluation.

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Step 10 : Future Needs

On the basis of achievements career needs are

estimated.

Planning is a continuous process.

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CAREER LIFE CYCLE

Donald E. Super has suggested five stages of career

development or career cycle of an employee.

Exploration stage

Establishment stage

Mid- career stage

Late career stage

Decline stage

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CAREER STAGES

EXPLORATION ESTABLISHMENT MID-CAREER LATE CAREER DECLINE

High

Low 5 35 45 55 60

P

E

RF

O

R

M

A

NC

E

AGE

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1.Exploration stage

Person explores career options.

Transition from education to work.

Depends on:-

Parents career.

Interests.

Aspiration.

Financial resources.

MANAGEMENTS ROLE IN THISSTAGE

It happens prior to employment so organisation is notinvolved.

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2.Establishment stage

Starts with choosing a job.

First experience on the job.

Committing mistake, learning & assuming of responsibility.

MANAGEMENTS ROLE IN THISSTAGE Identification of employees needs & aspiration.

Analyzing the career opportunities & supplying information to

employee.

Career counseling. Internal publicity to career information.

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3.Mid - career stage

Continuous improvement in performance.

Authority, responsibility, rewards & incentives are highest at this

stage.

It may also be a stage of reassessment, job change & adjustment of

priorities.MANAGEMENTS ROLE IN THISSTAGE

Making career planning a continuous activity.

Providing service of experts.

Career development workshops.

Continuing education & training.

Periodic job changes.

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4.Late career stage

Pleasant for senior employees.

They train younger employees.


Motivation of employees Leave of absence.

Minimize career stress.

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5.Decline stage

Final stage in ones career to retire.

Retirement planning.

Transition from working life to retired life.


Organisation is not involved.

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Career counseling

Guidance and advice to employees to choose

their career paths.

ThroughS

enior Executives or Experts. Helps Employees to understand their strengths

and weakness.

Helps Employees to removeunrealistic expectations.

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It is voluntary activity.

Provided by H R staff, Managers, Supervisors

or Consultants.

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Employee retention

To maintain efficient and stable manpower.

Involves taking action for retaining employees

over a long period of time. Retain high performers and achievers through

Selective retention strategy.

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Employee retention techniques

Provision for retention bonus.

Packages for incentives.

Matching job to employees.

Providing intangible benefits.

Encouraging employee relations.

By persuasion of employees. Conduction stay interviews

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Other methods

Scientific recruitment and selection.

Scientific training and development opportunities.

Providing job security and satisfaction.

Providing attractive pay scales and incentives.

Cordial labor management relations.

Providing grievance redressal mechanism.

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s Example of TESCO adopting a new social

inclusion and regeneration model and

achieving high standards(94%) in employeeretention.

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Succession planning

Assess and audit the available talent and find

the potential succession potential available.

Objective of succession planning. Ongoing process that ensures smooth

functioning of operations in the organisation.

Focuses on important jobs andidentifies the skill requires

for those jobs.

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Advantages of succession planning

Opportunities to existing employees.

Avoid turnover and dissatisfaction.

Motivation to employees.

Ensures stability, growth and success of

organisation.

Ensures continuity of a particular job.

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Apart from its advantages the organisation

must also take care that they are appointing d

write an skilled candidate for succession.

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Succession planning of TATA group and

INFOSYS.

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Documents

hr ppts