Human Resource Management: Career Planning

Human Resource Management
CAREER PLANNING
 Career A career is all the jobs that are held during one’s
working life.
OR
A career is a sequence of positions occupied by a
person during his lifetime
 CAREER PATH:
It is the sequential pattern of jobs that forms one’s career
 CAREER GOALS:
Career goals are the future position one strives to reach as
part of a career. These goals serve as benchmarks along
one’s career path.
 CAREER PLANNING:
Career panning is the process by which one selects career
goals and the PATH to those GOALS.
 CAREER DEVELOPMENT:
Career development consists of the personal improvement one
under takes to achieve a personal career plan.
Common concerns
 Do company training programs help my
chances for a promotion ?
 How do I advance my career?
 Why hasn’t my boss given me career
counseling?
 Do I need a degree for that job?
 With all the talk of downsizing, how secure is
my job?
Career planning
 Process by which one selects career goals
and the path to those goals
 Help employees achieve a match between

personal goals and the opportunities
available in the organization
 Does career planning guarantee success?
Superior performance, experience,

education and occasional luck play
an important role
Needs for Career planning
 One feels highly motivated when the org shows
him a clear path as to how he can meet his
personal goals & ambitions while trying realize
corporate goals.
 But Org do not pay much attention to this
aspect. When the employees do not see a
chance of growth within their own Org they start
looking for a job outside the Org.
 Result in high Turn-Over
Objectives of Career Planning
 Attract & retain talent by offering careers
not jobs
 Use human resource effectively to
increase productivity
 Reduce turnover
 Improve morale and motivation
 Meet the immediate & future HR needs for
the ORG
Career Planning Process
 Identifyindividuals needs and aspirations

 Analyzing career opportunities
 Aligning needs and opportunities
 Action plans and periodic review
(a) Identify individuals needs and aspirations
 HR professional must guide employees

by advising them what kind of work would
suit them the employee most, taking skills,
experience and aptitude into account
Most individuals are confused about

their career aspirations, anchors and goals
(b) Analyzing career opportunities
 Once individual is clear about his goals the
next step is to show him the right career
path for each position
 Career path show career progression
possibilities one can hold over a period of
time if he performs successfully
(d) Aligning needs and opportunities
 Process consists of two steps

 Identify the potential of employees and then
take career development programs ---
performance appraisal can assess employees
through some extent
 development techniques i.e, special
assignments, job enrichment, position rotation
can be undertaken to update and enhance
employees skills & knowledge
(d) Action plans and periodic review
 Matching process--- uncover gaps– bridge
through development efforts by the
individual & ORG.
 Review time to time so as to know whether
career paths are in line with individual
needs & overall corporate objectives
How do people choose careers
 Interest People tend to go after careers that they believe
To match their interests
Career is a reflection of self image

 self-image Mental picture--- what do you believe people will
think about you
Am I thin?
Am I attractive ?
Am I weak ?
Person’s personal characteristics

 Personality ( adventurous, outgoing, passive)
Personal needs ( power and achievement needs)
Socio economic status, education &

 Social background occupational status
( family income, parental education,
occupation)
Career Anchors
 Self perceived talents, attitudes, motives
and values that guide and stabilize a
persons career after experiencing the real
world
Managerial competence
Technical competence
Security
Creativity
Autonomy
If you have the following desires than
its your career anchor
 (a) Managerial Competence
People having this drive seek managerial
positions in which they get opportunities for
higher responsibilities, decision-making, and
power etc
 (b) Technical Competence
People having a strong technical career anchor
go for technical careers i.e Engineering ,
accounting, etc
(c) Security
If a person’s career anchor is security then he will
go for maintaining job security. He will comply
with the rules and regulations & go for a job that
has a decent pay and a good retirement package
(d) Creativity
These people try to do something that is entirely
their own making. For them starting a new venture
is attractive (ownership is important)
(e) Autonomy
These people seek a career that offers freedom
of action & independence ( projects )
Career development
 CD consists of the personal
improvements one undertakes to achieve
a career plan
 Lets review the tactics employees use to
achieve their career plans
Individual career development
Organizational loyalty
Job performance
Mentors & sponsors

Exposure
Key subordinates
Networking
Growth opportunities
resignations
International experience
Job performance
 Career progress rests largely on
performance
 If performance of an individual is
substandard, regardless of other career
development efforts, even the modest
career goals are usually unattainable.
Exposure
 Exposure means becoming known by those who
decide on promotions, transfers, and other career
opportunities.
 Without exposure good performance may not get
the opportunities needed to achieve their career
goals
 Exposure makes an individual stand out from the
crowd
 Example : Paula( MTO gained some vital
exposure early in her career)
Networking
 Means gaining exposure outside the firm
 Personal and professional contacts can be
useful in identifying and getting good jobs
 Contacts can help if your career track
reaches dead end or layoff forces
 Dedication to the company not to their
careers found them forgoing the opportunity
to socialize outside the firm in– conventions,
trade associations etc
Resignations
 When greater career opportunities exist
outside the organization, a resignation
may the only way to meet one’s career
goals
 Result in promotion, pay increase & new
learning experience
 Resigning to further ones career with
another employer-- leveraging
Organizational Loyalty
 In some organizations people put loyalty to career
above the org.
 Low among recent college graduates (high
expectations)
 Professional (often loyal to their profession)
 Career-long dedication to the same org complements
the HR dept objectives of reducing employee turnover.
 51% of CEO’s spend their entire careers with same
ORG
 In Japan, employees tend to be very loyal to the org
because many firms will hire only entry-level
employees; they are usually given lifetime employment
Mentors & Sponsors
 Mentor helps employees in career development.
 Offers informal career advice.
 If nominate the employee for career
development activities such as training
programs, transfers & promotions the mentor
becomes a sponsor
 Often an employee’s sponsor is the immediate
Supervisor
Key Subordinates
 Successful managers rely on subordinates who
aid their performance
 They possess specialized knowledge
 Perform a key role in helping a manager achieve
good performance
 Exhibit loyalty to the bosses
 Move up the career ladder, if manager gets
promotion
 But when managers resigns and takes a string of
key subordinates along, the result can be
devastating (ex: Co. hired away project manager
and their key subordinates)
Growth Opportunities
 When employees expand their abilities, they
complement Org objective.
 Example: Enrolling for training program or pursuing
and additional degree can contribute to employees
growth.
 These growth opportunities help both HR dept
objectives of developing internal replacements &
individual career plan
 Example:
 37 years old Rachel’s (chief recruiter) becomes HR manager
 found her self in a dead-end job-transfer to wage & salary dept
 Broad experience – further her career by developing new skills
International Experience
 Those who aspire to senior staff positions,
international experience or exposure is
becoming increasingly important growth
opportunity
 It can be gained by working internationally
for a company based in one’s homeland or
in a foreign country
Career stages
 Most of us begin to start thinking about
careers from school life
Exploration period
Late career stage
Establishment period
Decline stage
Mid – career stage
HR-Supported Career development
 Supervisor & HR dept coach employees
 T&D programs to enhance their KSA- help in
career development
 Send them for international trainings
 Transfer them to companies in foreign countries
– multinational company Dawlance
 Feedback about job performance- most
important feedback an employee gets- no
substitute for doing the job well—through formal
PA evaluation – result employee to adjust his
performance and career plans

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Human Resource Management

 Help employees achieve a match between

Superior performance, experience,

 Identifyindividuals needs and aspirations

 HR professional must guide employees

Most individuals are confused about

 Process consists of two steps

Career is a reflection of self image

Person’s personal characteristics

Socio economic status, education &

Mentors & sponsors

Late career stage

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