CAREER PLANNING

INTRODUCTION
CAREER A career is the sum total of paid and unpaid
work, learning and life roles you undertake throughout your life. The term 'career' was traditionally associated with paid employment and referred to a single occupation. In today's world of work the term 'career' is seen as a
continuous process of learning and development.

CAREER PLANNING: is a process of choosing the right

profession, field and a related job.

BEFORE CAREER PLANNING

1.Consider Your Personal Interests 2. Check Your Educational Background To See What Suits Your Interests And Your Education The Most 3. Pay Careful Attention To The Most Required Skills For The Present Day 4. Look For Training Programs And Qualifications That Will Enhance Your Skills Further 5. Try To Gain Experience By Working As An Apprentice Or A Trainee In The Field Of Your Choice 6. Attend Career Fairs To Understand The Market Situation Even Better

TYPES OF CAREER PLANNING

INDIVIDUAL CAREER PLANNING ORGANISATIONAL CAREER PLANNING

INDIVIDUAL CAREER PLANNING

Individual Career Planning Process
Self-Assessment

Audit Results

Explore Information

Action Plan

Explore Opportunities

Make Decision

Individual Career Planning Process

Step 1: Self- Assessment Process of gathering information about self in order to make an informed career decision What are my interests & values? motivating skills,

What new learning do I want?

What work-life role do I want? Which work environment am I most suited to?

Individual Career Planning Process

Step 2: Explore Information Process of assessing the data gathered about self and exploring it with an open perspective How do I consolidate assessment information? my self-

How do I use self-assessment data to develop options?

Are these options compatible with my lifestyle? Do I have any barriers/constraints at this point?

Individual Career Planning Process

Step 3: Explore Opportunities Gathering career information which includes- employment outlook, salary, education, training & job duties What work-life options are available to me?

Who can I ask for guidance?

How can I check my work-life options?

Individual Career Planning Process

Step 4: Make Decision Process of decision-making for future career option Has the technique been adopted by me for deciding on my career option a valid one?

Who will listen to me and assist me with my decision making ?

Individual Career Planning Process

Step 5: Action Plan Develop the steps needed to take in order to reach your goals

Have I planned what I need to do now and later?

What support is available to me to assist me in making it happen? How do I market myself? What should I put in my resume? Do my interviewing and negotiating skills need improving?

Individual Career Planning Process

Step 6: Audit Results By working through the earlier steps develop a better understanding of ones career situation and audit the results Have my expectations been met? Are the results beneficial to me? What can I do to retain the benefits What have I learnt from the transition process?

Individual Career Planning

Organizational Career Planning

Your career is not a matter of chance - it is a matter of choice. It is not to be waited for, but to be achieved.

Organizational Career Planning

Is the process of planning ones work life and involves evaluating abilities and interests, considering alternative career opportunities, establishing career goals, and planning practical development activities. Organizations have their own vision and individuals their own aspirations. Alignment and congruence of both create a win-win situation and the lack of such alignment can create movement in haphazard directions leading to loss of productivity, morale, etc.

Organizational Career Planning

Types Of Career Programmes
Career Pathing Career Counseling Human Resources Planning Career Information System Management Faculty Development Programme Training Special Programmes

Organizational Career Planning

What is the average length of time an employee stays with the organization? Does this vary by position type? How much does the organization spend annually (in total and per employee) on employee career planning? Is there a formal training program for managers conducting career planning? If so, please describe it. How are managers and supervisors trained and prepared for their roles?

Organizational Career Planning

Recommendation For The Employer: Provide employer with the tools & opportunities to enhance their skills. Create an environment for continuous learning by supporting & rewarding employee development & learning. Provide opportunities for self-assessment. Provide opportunities for additional training, including orientation & training. Have managers trained as coaches & mentors to assist employees.

Organizational Career Planning

Recommendation For The Employer: Use reward systems that support organization's career development strategy. the

Make sure the career programmes are integrated with other human resource programmes.

Organizational Career Planning

Tips For The Employer: Talk with your employee about his or her interests. Share information about your plan for his career growth. Point out your employee's skills and interests and how they relate to various careers. Don't pressure your employee to make choices give him time to explore where his capabilities lie. Provide appropriate information. Don't try to steer your employee in the direction you feel is right. Career choice is a personal decision.

Individual Career Planning

Organizational Career Planning

Enhanced Individual and Organizational Performance

Case: Innovative Career Plan at AT & T

A unique company initiative at AT &T is on internal labour pool of more than 600 contract workmen. Termed Resource Link, about 300 contingent labour joined the contract pool as a career move. Resource Link promised employees an opportunity to increase their skills knowledge, visibility and marketability.

Case: Innovative Career Plan at AT & T

On selection, they are offered permanent positions at Resource Link and retain same salary and benefits. It is only their assignments that remain temporary. Rather than being in a traditional job and career path, the Resource Link Associates move from project to project.

Case: Innovative Career Plan at AT & T

AT &T is reaping innumerable benefits and successfully been able to retain and develop talented employees. The company is spending much less on severance payments and makes huge savings on fees payable to external agencies for hiring temporary employees.

Case: Innovative Career Plan at Motorola India

Number one employer by choice. Mantra-talent acquisition with respect to long term prospects of an employees career. Source potential employees

Case: Innovative Career Plan at Motorola India

Informing employees of career opportunities throughout the corporation & encouraging qualified employees to seek the coveted positions. Formula for success- 4Es + 1E ( Envision, Energize, Execute, Edge + Ethics) Return to India program

Case: Innovative Career Plan at Motorola India

Career management plan performance & potential. Rewards philosophy Performance culture- Pay for Performance Philosophy Training & development based on

Case: Innovative Career Plan at Motorola India

HR Policies Health Program: Preventive health subsidy Wellness & health services Provident fund plan

Recognition Programs: Lump sum award recognition

Case: Innovative Career Plan at HSBC

The executive career development programme of HSBC in India- four and half year period. Training on various aspects of banking by projects. The executive trainee development programmeintensive 7 week course at HSBC group training facility in U.K.

Case: Innovative Career Plan at HSBC

Training gives appreciation of organizations, products & services. HSBCs

Objective of programme- to provide a perfect blend of formal training & informal activities to equip them with the skills.

Case: Innovative Career Plan at HSBC

Then a 3 week regional training more specific to HSBCs business & products in India. The executive career development programme provides them with cross-functional exposure trough postings to a variety of jobs in personnel banking, credit, cash management .

Advantages Of Career Planning

For Individuals: Knowledge Of Various Career Opportunities, his Priorities Etc.

Internal Promotion ,Up gradation And Transfers Improves Employee Performance

Advantages Of Career Planning

For Organizations: Availability Of Human Resources It Ensures That The People Belonging To Backward Communities Get Equal Opportunities For Growth And Development. Enhances Cultural Diversity Promote Organizational Goodwill

Results Of Career Planning

More realistic approach of what is expected of them Supervisory roles in career counseling are clarified Personal career planning ability is increased Human Resource Systems are effectively utilized.

Thank You