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Term Paper on Career Planning

Course Title: HR Planning and Staffing To Professor M. A. Akkas Department of Management Studies University of Dhaka

MBA (Evening) Program Department of Management Studies

Date of Submission: March 05, 2011

To Professor M. A. Akkas Department of Management Studies University of Dhaka. Sub: Letter of Transmittal for Assignment on Career Planning. Dear Sir, We are pleased to submit our term paper on Career Planning ". As MBA student, it is very much essential to know the Human Resource Management for achieving the goals of our organizations as a strategic partner of the business. This paper gives us the opportunity to learn these essentials, and has enriched our capacity in this regard. We were sincere in collecting necessary information at my best to prepare the term paper and submitting to you for your kind consideration. Sincerely Yours On behalf of the group Mohammed Masudur Rahman ID: 03 09 17 024 Batch: 17th EMBA Program University of Dhaka
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What is Career Planning?

Career planning is the process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives.

Meaning:
Meaning Career planning is the process by which one selects career goals and the path to these goals. Career development is those personal improvements one undertakes to achieve a personal career plan. Career management is the process of designing and implementing goals, plans and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals. So, due to this career planning and development is necessary to each and every employee in an organization. The need of career planning and development is felt in each and every organization of todays global world.

Benefit of Career Planning:

For Individuals:
1. The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc.

2. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc.

3. It helps the organization identify internal employees who can be promoted.

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

5. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization. 3

6. Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover.

7. It improves employees performance on the job by taping their potential abilities and further employee turnover.

8. It satisfies employee esteem needs.

For Organizations: -

A long-term focus of career planning and development will increase the effectiveness of human resource management. More specifically, the advantages of career planning and development for an organization include:

1.. Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent.

2.. The efficient policies and practices improve the organizations ability to attract and retain highly skilled and talent employees.

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

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

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

6. Protecting employees interest results in promoting organizational goodwill

Stages of career:

1. Exploratory stage: This stage starts when a new employee joins an

organization. An employee with his qualification and knowledge joins an organization and find himself in an apparent mismatch condition which cannot be set right with the induction program of the organization. It takes quite some time for him after thorough training to adapt to the organization and more particularly to his job assignment. Therefore, it is essential to sustain the behavioral as well as operational deficiencies to help him to develop in the course of time. The best solution at this stage is to allow the new entrant to perform some specific job and to confer freedom in functioning. This will help him to gradually develop according to the requirements of the organization.

2. Establishment stage: After a new entrant chooses his career from different given alternatives; he needs to be provided with regular feedback on his performance. Such performance feedback the enables the new employee to understand the effectiveness of his performance and at the same time he can also initiate required corrective actions to overcome his functional deficiencies. Performance appraisal and its feedback have also motivational values as the new employee enjoys a sense of accomplishment when he gets feedback on his assignment from management and specifically when he understand that his promotional decision has been taken based on his performance. A successful career development process at establishment stage, therefore, is important to retain employees in the organization and at the same time to develop a sense of loyalty and commitment to the organization.

3. Maintenance stage: This is a mid-career stage for employees who strive hard to retain their established name and fame. Therefore, at this stage employees need to put their continuous efforts for self-development. For an organization, career development process at this stage, therefore, calls for renewing and updating the skills of employees particularly in the context of the changing environment to help employees to overcome their mid-career crisis. In many organizations, absence of career development programs makes employees in this stage of their career to opt for a job switch. Therefore, this stage is crucial and unless the organization adopts suitable career development programs, it may face high employee turnover.

4. Stage of Decline: Employees at this stage, being prepared for retirement, get scared from the possible threat of reduced role or responsibilities in the organization. Such complexity is behaviorally associated with old age of the employees which, unless set right through a suitable career development program, may even render such employees inefficient or misfits for the organization.

Significance of Career Development:

The significance and advantages of career development both from organizations and employees point of view can be summed up as follows:

It reduces employee turnover by providing increased promotional avenues. It improves employee morale and motivation. It enables organizations to man promotional vacancies internally, thereby providing opportunities to reduce the cost of managerial recruitment. It ensures better utilization of employees skills and provides increased work satisfaction to employees. It makes employees adaptable to the challenging requirement of the organization. It reduces industrial disputes related to promotional matters and thereby provides opportunity to the organization to sustain harmonious industrial relations. Employees loyalty and commitment to the organization can be substantially increased and thereby organizations can enjoy the privilege of increased employee productivity. Career development programs being an objective description of career progression; ensure equitable promotional decisions even for women and minorities in an organization. To attract competent persons and to retain them in the organization. To provide suitable promotional opportunities. To enable the employees to develop and take them ready to meet the future challenges. To increase the utilization of managerial reserves within an organization. 6

To correct employee placement. To reduce employee dissatisfaction and turnover. To improve motivation and morale.

Steps involved in Career Development System:


Steps involved in Career Development System There are four steps in establishing a career development system. They are:

1. Needs

2. Vision

3. Action Plan

4. Result

1. Needs :
Defining the present system i.e. this step involves in the conducting a needs assessment as in a training programme. Establish roles and responsibilities of employees, managers, and the organization. Identify needs; establish target groups. Establish cultural 7

parameters; determine organizational receptivity, support, and commitment to career development. Assess existing HR Programme or structure; consider possible links to a career development programme. Determine prior attempts at solving the problem or need. Establish the mission or philosophy of the programme. Design and implement needs assessment to confirm the data or collect more data. Establish indicators or criteria of success.

2. Vision :
The needs of the career system must be linked with the interventions. An ideal career development system known as the vision links the needs with the interventions. Create a long-term philosophy. Establish the vision or objectives of the programme. Design interventions for employees, managers, and the organization. Organize and make available career information needed to support the programme.

3. Action Plan :
An action plan should be formulated in order to achieve the vision. The support of the top management should be obtained in this process. Assess the plan and obtain support from top management Create a pilot programme Assess resources and competencies. Establish an advisory group. Involve advisory group in data gathering, programme design, implementation, evaluation and monitoring

4.Results :
Career development programme should be integrated with the organizations on-going employee training and management development programmes. The programme should be evaluated from time to time in order to revise the programme. Create long-term formalized approaches. Publicize the programme. Evaluate and redesign the programme and its components.

Limitations of Career Planning:

1. Dual Career Families: - With the increase in career orientation among women, number of female employees in on increase. With this, the dual career families have also been on increase. Consequently, one of those family members might face the problem of transfer. This has become a complicated problem to organizations. Consequently other employees may be at disadvantage.

2. Low ceiling careers: -Some careers do not have scope for much advancement. Employees cannot get promotions despite their career plans and development in such jobs.

3. Declining Career Opportunities: -Career opportunities for certain categories reach the declining stage due to the influence of the technological or economic factors. Solution for such problem is career shift.

5. Downsizing/De-layering and careers: - Business process reengineering, technological changes and business environmental factors force the business firms to restructure the organizations by de-layering and downsizing. Downsizing activities result in fixing some employees, and degrading some other employ

Conclusion
Need for Career Planning Career Planning is necessary for both individual and organization. Career development is essential to implement career plan. Career development consists of personal improvements undertaken by the individual employee, training, development and educational programmes provided by the organization and various institutes. The most important aspect of career development is that every

employee must accept his/her responsibility for development. Various career development actions prove useful if an employee is committed to career development.

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