Department of Computer and Science

Assignment

Topic: Career Planning & Employee Needs

Submitted to: Mam Sofia Jamil

Submitted by:

Group # C

Aroosa Razzaq (15-196)

Nirmal (15-201)

Kiran Sarfraz (15-235)

Ayesha Rizwan (15-241)

Laiba Ahsan (15-222)

Alia (15-243)

Rubina (15-198)

Semester: 6th - B-Morning

Session: 2015-2019

Subject: Human Resource Management

Course Code: BBA-506

Date: 8th, May 2018

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 Contents:

Topic name Page no

Introduction……………………………………………………………………....1
What is Career……………………………………………………………………3
Career Planning……………………………………… ………….………………3
Important Elements of Career Planning……………...…………………...……...3
Need of Career Planning……….………………………………………………...4
Career Planning Discussion.……………………………………………………...4
Features od Career Planning…………………….……………………………......5
Process of Career Planning ………………...…………………………………....5
Benefits of Career Planning…………………….……………………………......6

1) For Individual…………………………………….…………….........6
2) For Organization…………………………………………………….7

Importance of Career Planning………………...………………………………….7

HR Planning and Career Planning………………………………………………8
Responsibilities……...…………………………………………………………...8
Factors in Career Planning………………………….…………………………...8
Five Steps to Creating Employee Career Plan…………………...……………....9
Reference………………………………………………………………………...11

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Topic:

Career Planning and Employee Needs

What is Career?

Career is a sequence of attitudes and behaviors associated with the series of job and work
related activities over a person’s lifetime. Traditionally, a career is a paid job.

Career is often defined separately as external career and internal career.

External Career:
External career refers to the objective categories used by society and organizations to
describe the progression of steps through a given occupation.
Internal Career:
Internal career refers to the set of steps or stages which make up the individual’s own
concept of career progression within an occupation.

Career Planning:

“Career Planning is the process by which one selects career goals and the path to these goals”

Career planning involves to know who you are, what you want, and how to get there. Keep in
mind that career planning is a continuous process that allows you to move from one stage to
another stage as your life changes.

It involves two Perspective:

Organization: What skills and knowledge do we require to achieve our business goals?

Employee: What are the skills and knowledge I think critical to my current and future career
plans?

Important Elements of Career Planning:

1) Proper sequence of job-related activities.

2) It may be individual-centered or organizational–centered.

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3) Individual assessments of abilities, interests, career needs, and goals.

4) Organizational assessments of employee abilities and potential.
5) Communication of information concerning career options and opportunities with the
organization.

Need of Career Planning:

1) To attract competent persons and to retain them in the organization.

2) To provide suitable promotional opportunities.
3) To enable the employees to develop and take them ready to meet the future challenges.
4) To correct employee placement.
5) To reduce employee dissatisfaction.
6) To improve motivation and morale.

Career Planning Discussion:

Current job: Does the employee have the skills to meet the responsibilities of their current
job?

Gaps: Assess the person’s current levels of competency and their future requirements. This
will reveal what gaps need to be addressed to develop their skills so they can meet future job
requirements.

Future aspirations: Where does the employee see themselves in the future? What business
results do they hope to achieve?

Career plan: Use a career plan template as part of the performance review process. The
template should include:

1) Areas of development
2) Development goals:
3) Action steps
4) Expected completion date

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5) Obstacles and solutions

6) Evaluation criteria

Features of Career Planning of an Employee:

Exploration Stage: This is the stage where an individual builds expectation about his career.
Some of them are realistic and some are not.

Establishment Stage: This could be at the stage where the individual gets his first job, learns
in this job, and also gains the first tangible evidence of success or failure. The
establishment/advancement stage tends to occur between ages 25 and 44. In this stage, the
individual has made his or her career choice and is concerned with achievement, performance,
and advancement. This stage is marked by high employee productivity and career growth.

Mid-Career Stage: The individual's performance levels either continue to improve, or levels,
or even deteriorates.

Late Career: This is regarded as a pleasant phase, where one is allowed to relax and play the
role of an elderly statesman in the organization.

Decline: The stage, where the individual is heading towards retirement.

Process of Career Planning:

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Self-Assessment: You need to collect information about yourself while deciding about a
particular career option. You must analyses your interests, abilities, attitude, desired lifestyle.

Goal Setting: Set your goals according to your academic qualification, work experience,
priorities and expectations in life.

Academic/Career Options: Analyze the career option by keeping in mind your present
educational qualification and what more academic degrees you need to acquire for it.

Plan of Action: Recognize those industries and particular companies where you want to get
into. Make the plan so that you can determine for how many years you are going to work in a
company in order to achieve maximum success, and then switch to another.

Catch Hold of Opportunities: Opportunity comes but once. So, you get any opportunity to
prove yourself and get into your desired career, try to convert it in every way for suiting your
purpose.

Benefits of Career Planning:

For Individual:

It helps in improving the loyalty of employees.

Career planning encourages an employee’s growth and development.

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It ensures that senior management knows about the caliber and capacity of the employees who
can move upwards.

Internal promotions, upgradation and transfers motivate the employees, boost up their morale
and also result in increased job satisfaction.

Increased job satisfaction enhances employee commitment and creates a sense of loyalty to the
organization.

It will satisfy employee needs.

For Organization:

Efficient career planning and development of organization attract talented employees to the
organization.

The efficient policies and practices improve the organization's ability.

The proper career planning ensures that the women and people belong to backward
communities get opportunities for growth and development.

The career plan continuously tries to satisfy the employee expectations and minimizes
employee frustration.

By attracting and retaining the people from different cultures, enhances cultural diversity.

Protecting employees' interest results in promoting organizational good will.

Importance of Career Planning:

Career Planning help us to grow in any field of life.

To fulfil our basic needs.

It helps us to develop our skills.

It encourages us for competition.

Basically, it improves our quality of Life.

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HR Planning and Career Planning:

Employees are increasingly concerned about their quality of life.

Educational levels and employee aspirations are rising.

Employees and organizations are paying more attention to career planning because:

There are EEOC (Equal Employment Opportunity Commission)

It is an authority who is responsible for the employee rights. It is illegal for employees to
differentiate on the basis of: Race, Age, Color, Sex, Religion, National origin.

Responsibilities:

Employees Responsibility:

Every employee should be concerned about his or her own career planning.

Individual career planning means that the employee must critically examine his or her personal
and vocational interests, personal and career goals and present skill and ability levels.

HR Department Responsibilities:

HR managers recognize the importance of career planning and development in satisfying

individual and organizational needs.

Factors in Career Panning:

Performance: Employees who perform badly are rarely considered for training.

Exposure: If an employee is to succeed, he or she must become known to senior management.

Reputation: Some organizations have a 'star' reputation as breeding grounds for high-potential
employees.

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Mentor: Successful managers usually have a mentor who helps advance their career by
offering advice.

Ingratiation: Ingratiation may be an effective career strategy, especially when associated with
competence.

Development: Ongoing expansion of skills and knowledge makes an employee more valuable
and, therefore, more attractive to the organization

International experience: International experience is increasingly a key to career success.

Language skills: global business centers demand that fast-track managers possess not only
good English skills but competency in a second (or third) language.

Computer and Keyboard skills: To have a competitive advantage, computer literacy is a

must. High skilled employees must be "technology capable".

Networking: It is extremely important for an employee to build a network of contacts who are
likely to be useful to his or her career development.

Goal Setting: Successful career planners are self-motivated, and self-starters who are
hardworking, and most to go about it.

Five Steps to Creating Employee Career plans:

Step 1: Consider business goals:

Before you set objectives for employees, try to align their development needs with your
company’s business needs. Once you’ve identified your objectives you can identify the
necessary skills, knowledge that support those goals.

Putting time and effort into employee career now you can save your time and money.

Step 2: Talk to your employees:

Don’t assume your employees’ skill level and career aspirations.

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Talk with each of your team members to get a better understanding of what their career goals
are. You should also ask your employees to assess their own work and discuss any challenges
they’re having in their current position. In what areas do they struggle the most? Would they
benefit from additional training, mentoring?

Step 3: Recognize Potential vs Readlines

As you assess your staff, it’s important to remember that there’s a difference between potential.
Readiness comes in a variety of forms, desire, skills and experience. He may be interested in
moving into that management role you see for him – but not yet.

Keep in mind that not every employee wants to – or should – move into management, no matter
how good they are in their current position.

Step 4: Consider all types of training and development:

Now that you know what the objectives are, it’s time to figure out how your employee will
acquire their new skills?

Developmental programs don’t have to be expensive. Formal classroom training or online

courses are only one way to help your team expand their talents.

Step 5: Create a plan for before, during and after:

Once you’ve identified some specific learning opportunities, create a plan with specific and
timely goals.

Next, what is it going to take to put your employees’ plan into action? Is there any work that
needs to be done? Is anyone else involved? Will the employee need to take time away from
work? Will someone else need to cover for them while they’re training?

Before the training or new assignment starts, make sure your employees understand why
they’re being asked to learn this new skill, what you expect them to learn and how this benefits
the company and their careers.

After training, help them apply their new skills in the workplace.

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Set up some opportunities where your employees can quickly apply the new skills to the job
and get feedback.

Reference:

http://www.whatishumanresource.com/career-planning

https://www.marsdd.com/mars-library/career-development/

http://www.yourarticlelibrary.com/career/career-planning-definition-features-objectives-and-
benefits/32400

https://corehr.wordpress.com/hr-planning/70-2/

http://smallbusiness.chron.com/human-resources-managers-benefit-employees-organization-
10431.html

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