Unit- 8 (Eight)

CAREER PLANING AND DEVELOPMENT

A career is a sequence of positions occupied by a person during the course of a lifetime.- Decenzo &
Robbins
Career is a sequence of separate but related work activities that provides continuity, order and
meaning in a persons life.- Edwin Flippo
A career is all the jobs that are held during ones working life.
A career path is the sequential pattern of jobs that form a career.
Career goals are the future positions one strives a part of career.
Career planning is the process by which one selects career goals and the path to these goals.

The main purpose of career planning is to integrate individuals and organizational growth needs.
It helps to develop individuals and groups, provides opportunities and challenges and strengthens
work cultures.
To increase managerial competence
To attract competent person and retain them in the organization
To provide suitable promotional opportunities
To enable the employees to develop and make them ready to meet the future challenges
To increase the utilization of managerial reserves within an organization
To correct employee placement
To reduce employee dissatisfaction and turnover
To improve motivation and morale

PROCESS OF CAREER PLANING:

1. Self-assessment by employees-
2. Exploring opportunities-
 3. Identification of occupational orientation
4. Identification of high potential occupation-
5. Setting career goals to meet the career issues-
6. Setting career plans-
7. Implementing career plans-

CAREER DEVELOPMENT
Career development consists of personal improvements undertaken by the individual employee,
training, development and educational programs provided by the organization and various institutes.
The career development is the process of guiding the placement, movement, and growth of
employees through assessment, planned training activities and planned job assignment.
The most important aspect of career development is that every employee must accept their
responsibility for development.
Various career development actions prove useful if an employee is committed to career
development.

The career development actions are:

Job performance- Employee must prove that their performance on the job is to the level of
standards established, if they wants career development.
Exposure- They should expose their skills, knowledge, qualifications, achievements, performance
etc. to those who take the decision about the career progress.
Resignation- Employee may resign the present job, if they find career opportunities elsewhere are
better than those of the present organization.
Change the job- Employees who put organizational loyalty above career loyalty may change the job
in the same organization if they find that career opportunities in other jobs in the same organization
are better than those of present job.
Career guidance- Counseling provides, information, advice and encouragement to switch over to
other career or organization, where career opportunities are better.
So, there are two types of mobility in career development actions- internal and external mobility.

Why Career development program?

 1. Growth opportunities
2. Quality of working life
3. Competition for high talent personnel
4. Avoid obsolescence
5. Retention of personnel
6. Improved utilization of personnel

Effective organizational career development techniques include:

Challenging initial job
Dissemination of career option information
Job postings
Assessment centers
Career development workshops
Continuing education and training
Periodic job change
Sabbaticals For more see: HRM- Decenzo and Robbins
Individual career development is a three-step self-assessment process:
Identification and organization- Identify and organize your skills, interests, work-related needs, and
values.
Conversion into general fields and a specific goals- Convert these inventories into general career
fields and specific job goals.
Testing against realities- Test these possibilities against the realities of the organization or the job
market.