Career-Planning by ajizai

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									          Career Planning
A career is a sequence of positions held
by a person during the course of a
lifetime. It comprises of a series of work
related activities that provide continuity,
order and meaning to a person’s life.
Bring out the nature and importance of
career planning and development.
          Career Planning
Career planning is the process by which one
selects career goals and the path to these goals.
The major focus of career planning is on
assisting the employees achieve a better match
between personal goals and the opportunities
that are realistically available in the
organization.
Career planning is the process of
identifying an individual’s strengths,
weaknesses, aptitudes, inclinations,
aspiration and attitudes and designing
his job responsibilities to take maximum
advantages of positive traits and
minimizing the effect negatives traits.
               Objectives
Career planning seeks to meet the following
objectives:
Attract and retain talent by offering careers,
not jobs.
Use human resources effectively and achieve
greater careers, not jobs.
Reduce employee turnover.
Improve employee morale and motivation.
                          Process
Career planning process involves the following steps:
Identifying individual needs and
aspirations: most individuals so not have a
clear cut idea about their career aspirations,
anchors and goals. The human resource
professionals must, therefore, help an
employee by providing as much information
as possible showing what kind of work would
suit the employee most, taking his skills,
experience, and aptitude into account.
Analyzing career opportunities: Once
career needs and aspirations of employees are
known, the organization has to provide career
paths for each position. Career paths show
career progression possibilities clearly.
Aligning needs and opportunities: This
process consists of two step: first, identify the
potential of employees and then undertake
career development programmes . Such an
appraisal would help reveal employees who
need further training, employees who can
take up added responsibilities, etc.
Review from Time to time. After initiating these
steps, it is necessary to review the whole thing every
now and then. This will help the employee know in
which direction he is moving, what changes and
likely to take place, what kinds of skills are needed
to face new and emerging organizational challenges.
From an organizational standpoint also, it is
necessary to find out how employees are doing,
what are their goals and aspirations, whether the
career paths are in tune with individual needs and
serve the overall corporate objectives, etc.
Career planning is a process of integrating the
employee’s need and aspirations with
organizational requirements.
              Need for Career Planning
1.   Every employee has a desire to grow and scale new heights in his
     workplace continuously. If there are enough opportunities, he can
     pursue his career goals and exploit his potential fully.
2.    He feels highly motivated when the organization shows him a
     clear path as to how he can meet his personal ambitions while
     trying to realize corporate goals. Unfortunately, as pointed out by
     John Leach, organizations do not pay adequate attention to this
     aspect in actual practice for a variety of reasons.
3.   The demands of employees are not matched with organizational
     needs, no effort is made to show how the employees can grow
     within certain limits, what happens to an employee five years
     down the line if he does well, whether the organization is trying to
     offer mere jobs or long-lasting careers, etc.
3. when recognition does not come in time for
    meritorious performance and a certain amount of
    confusion prevails in the minds of employees
    whether they are ‘in’ with a chance to grow or
    not, they look of greener pastures outside.
4. Key executives leave in frustration and the
    organization suffers badly when turnover figures
    rise. Any recruitment effort made in panic to fill
    the vacancies is not going to be effective.
5. New employees mean additional selection and
    training costs. Bridging the gaps through short-
    term replacements is not going to pay in terms of
    productivity.
6. Organisations, therefore, try to put their career
    plans in place and educate employees about the
    opportunities that exist internally for talented
    people. Without such a progressive outlook,
    organizations cannot prosper.
    What is Career Development?


Career development is an ongoing process, one
that you should be focused on as you approach
a career and progress through it.
Career development helps you take stock of
who you are and where you want to go in life.
In order to achieve growth, continue learning,
and achieve momentum in your career you
must
     Career progress and development is largely the outcome of
     actions on the part of an individual. Some of the important steps
     that could help and individual cross the hurdles on the way ‘up’
     may include:
1.   Performance: Career progress rests largely on performance. If
     the performance is sub-standard, even modest career goals can’t
     be achieved.
2.   Exposure: career development comes through exposure, which
     implies becoming known by those who decide promotion,
     transfers and other career opportunities. You must undertake
     actions that would attract the attention of those who matter most
     in an organization.
3.   Networking: networking implies professional and personal
     contacts that would help in striking good deals outside (e.g.,
     lucrative job offers, business deals, etc.) For years men have
     used private clubs, professional associations, old-boy networks,
     etc., to gain exposure and achieve their career ambitions.
       Succession planning
Succession planning is: “ The process of
ensuring a suitable supply of successors for
current and future senior or key jobs arising
from business strategy, so that the careers of
individuals can be planned and managed to
optimize the organisations’ needs and the
individuals’ aspirations. “
A typical succession planning involves the
following activities:
1. Analysis of the demand for managers and
professionals by company level, function and skill.
2. Audit of existing executives and projection of
likely future supply from internal and external
sources.
3. Planning of individual career path based on
objectives estimates of future needs and drawing on
reliable performance appraisals and assessments of
potential.
4. Career counseling undertaken in the context of a
realist understanding of the future needs of the firm
as well as those of the individual.
5. Accelerated promotions with development
targeted against the future need of the business.
6. Performance related training and development to
prepare individuals for futures roles as well as
current responsibilities.
7. Planned strategic recruitment not only to fill short
term need but also to fulfill long term needs
  Need for succession planning
The purpose of succession planning is to identify and
develop people to replace current jobholders in key
positions. Through succession planning, compares
assure a steady flow of internal talent to fill important
vacancies.

Succession planning encourages ‘hiring from within’
and creates a healthy environment where employees
have careers and not merely jobs.
It helps in identifying human resource shortages and
skill shortages before openings occur. Thereafter, it
becomes easy to groom qualified candidates for
future vacancies. The organization is thus assured of
continuity of operations and better-qualified
incumbents.
Preparing a schedule for succession is critical to the
success of a company, especially at the top level.
When the baton changes over a period of time,
disruption and dislocation are minimized. Indeed,
when a new CEO is meant to consolidate on past
successes, a slow shift is ideal.
If qualified candidates are not available within the company,
outsiders can be considered readily for possible openings.
Complete dependence on succession from within or from
outside is not desirable. Internal candidates require a ‘pat on
the back’ when they do well. External candidates are needed
for injecting flesh blood into the company.
The absence of a succession plan can seriously hamper the
growth prospects of an organization. Imagine the disastrous
consequences when there is a sudden vacuum at the top
level. There is no one to steer the ship.
Critical plans needing immediate action get
postponed. The organization remains headless and
directionless for a while.
 Suitable candidates may not be available
internally, as no one has been groomed in the past,
keeping such an eventuality in mind.
Bringing in outsiders may mitigate the crisis
temporarily but the long-term impact is bound to
be negative.
Internal forces may start a rebellion and create tug-
of-war situations.
    Challenges of HRM in Indian
              Industry
Globalisation
Corporate reorganisation
New organisational forms
Changing demographics of workforce
Changed employee expectations
New industrial relations approach
Renewed people focus
Weaker sections interest
Managing the manager
contribution to the success of the organisation
  Challenges faced by HR Manager
Retention of employee
Selection of employees
Managers need to change their attitudes
Equity in rewards
Meetings at least once a month
Non poaching agreements
Salary hike
Work life balance
Exit interviews

								
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