HUMAN RESOURCE MANAGEMANT

CAREER PLANNING AND DEVELOPMENT

INTRODUCTION:-
The term career planning is frequently used in relation young boys and
girls studying at the college level. College students are expected to consider
their qualities (physical and mental), psychological make-up, likes and
dislikes, inclinations, etc. and decide what they want to be in their life. In other
words, they should decide what they want to achieve in their life and adjust
their education and other activities accordingly. This means they have to plan
their career. In such career planning, parents, family members and college
teachers offer helping hand and guide young boys and girls in selecting the
most suitable career. Lot of literature, psychological tests etc. are also
available on career planning. Even lectures, workshops and TV programmes
are arranged for guiding students on career selection (particularly after the
declaration of HSC results). Career planning enables them to use their
abilities/qualities fully and make their life happy, prosperous and rich in
quality. At present, even experts are available to help youth in their career
planning. IQ and other tests are also conducted for this purpose.
The term career planning and development is used extensively in relation
to business organizations. It is argued that if the organizations want to get the
best out of their employees, they must plan the career development
programmes in their organization effectively. Such programmes offer benefits
to employees and also to the organizations. The employees will develop new
skills will be available to the organization. This type of career planning can be
described as organizational career planning.

MEANING OF CAREER (WHAT IS CAREER?):-

A career is a sequence of positions/jobs held by a person during the
course of his working life. According to Edwin B. Flippo “a career is a
sequence of separate but related work activities that provide continuity, order
and meaning to a person’s life”. Career of an employee represents various
jobs performed by him during the course of his working life. This is described

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as career path. In the case of an ordinary worker, the career path includes the
following job positions:
Unskilled worker – Semi-skilled worker – Skilled worker – Highly skilled
worker – Assistant foreman – Foreman.

Employees (of all categories) want to grow in their careers as this provides
more salary, higher status and opportunity to use knowledge, education and
skills effectively. An individual with potentials joins a firm not for job but for
career development. An organization has to provide better opportunities to its
employees in their career development and also use their efficient services for
the benefit of the organization.

MEANING OF CAREER PLANNING (WHAT IS CAREER

PLANNING?):-
Career planning is one important aspect of human resource planning and
development. Every individual who joins an organization desires to make a
good career for himself within the organization. He joins the organization with
a desire to have a bright career in terms of status, compensation payment and
future promotions. From the point of view of an organization, career planning
and development have become crucial in management process. An
organization has to provide facilities/opportunities for the career development
of individual employees.
If the organizations want to get the best out of their employees, they must
plan regularly the career development programmes in their organizations. In
brief, career planning refers to the formal programmes that organizations
implement to increase the effectiveness and efficiency of the human
resources available. Career planning and development is the responsibility of
the HR department of the organization. As already noted, every person joining
an organization has a desire to make career as per his potentiality, ability,
skills and so on.

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NEED/PURPOSE/OBJECTIVES OF CAREER PLANNING:-

1) To map out careers of employees as per their ability and willingness
and to train and develop them for higher positions.
2) To attract and retain the right type of persons in the organization.
3) To utilize available managerial talent within the organization fully.
4) To achieve higher productivity and organizational development.
5) To provide guidance and assistance to employees to develop their
potentials to the highest level.
6) To improve employee morale and motivation by providing training and
opportunities for promotion.

SCOPE OF ORGANISATIONAL CAREER PLANNING:-

The following activities/areas are covered within the scope of
organizational career planning:
a) HUMAN RESOURCE FORECASTING AND PLANNING:-
Here, efforts will be made to identify the number of employees required
in future. In addition, the selection procedure will be adjusted with the
overall strategic goals of the organization.
b) CAREER INFORMATION:-
Here, information relating to career opportunities (promotions, training
for self development, etc) will be supplied to employees. Supplying
career information/opportunities has special significance as this
motivates employees to grow and reach to higher position.
c) CAREER COUNSELLING:-
Such counselling is next to supplying career information. Career
counselling is possible by senior executives through periodic
discussions with their subordinates. Such career guidance encourages
subordinate employees to take interest in certain areas where suitable
opportunities of career development are available. It is a type of
internal guidance and motivation of employees for the selection of
possible career paths. Such counselling is needed when employees
have to plan their own careers and develop themselves for career
progress.

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d) CAREER PATHING:-
Management now plans job sequences for transfers and promotions of
their employees. This makes transfers and promotions systematically
with advance information to employees. Career pathing creates
suitable mental make up of employees for self development.
e) SKILL ASSESSMENT TRAINING:-
Training is essential for career planning and also for manpower
development. Along with job analysis, organizational and job
manpower requirement analysis should be undertaken by the
management. This prepares proper background for the introduction of
career planning programmes for employees.

ADVANTAGES OF CAREER PLANNING:-

A properly designed system of career planning can provide the following
benefits:
i. Career planning helps an employee to know the career opportunities
available in an organization.
ii. Career planning encourages him to avail of the training and
development facilities in the organization so as to improve his ability to
handle new and higher assignments.
iii. Career planning involves a survey of employee abilities and attitudes. It
becomes possible, therefore to group together people talking on a
similar wavelength and place them under supervisors who are
responsive to that wavelength.
iv. Career planning anticipates the future vacancies that may arise due to
retirement, resignation, death, etc. at managerial level. Therefore, it
provides a fairly reliable guide for manpower forecasting.
v. Career planning facilitates expansion and growth of the enterprise. The
employees required to fill job vacancies in future can be identified and
developed in time.

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DISADVANTAGES/LIMITATIONS OF CAREER PLANNING:-

The main problems in career planning are as follows:
i. Career planning can become a reality when opportunities for vertical
ability are available. Therefore, it is not suitable for a very small
organization.
ii. In a developing country like India, environmental factors such as
government policy, public sector development, growth of backward
areas, etc. influence business and industry. Therefore, career plans for
a period exceeding a decade may not be effective.
iii. Career planning is not an effective technique for a large number of
employees who work on the shop floor, particularly for illiterate and
unskilled workers.
iv. In family business houses in India, members of the family expect to
progress faster in their career than their professional colleagues. This
upset the career planning process.
v. Systematically career planning becomes difficult due to favouritism and
nepotism in promotions, political intervention in appointments and
reservations of seats for scheduled castes/tribes and backward
classes.

HOW TO INTRODUCE CAREER PLANNING PROGRAMME?

(PROCESS OF CAREER PLANNING):-
It is not easy to introduce career development programme at the level of
an organization. Moreover, such career development planning is a continuous
activity. What is happening in most of the organizations is that this concepts is
given only lip service and theoretical importance. If the organization wants to
get the best out of their employees, it must plan the career developments
programmes continuously and effectively in its organization.
DETAILS OF THE STEP IN CAREER PLANNING:-
1) ANALYSIS OF PERSONEL SITUATION:-
This is the first step which needs to be completed before the
introduction of career planning programme. This relates to a time from
which career planning is to be introduced. Here, the base line will be

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prepared to help the planners to make projections for the planning

period and to help in the evaluation of plans. In order to analyze the
present career situation, the following information will be required:
i. Total number of employees – their age distribution,
qualifications, positions, specializations, etc.
ii. Structure – broad as well as detailed and the qualifications
required for each grade.
iii. Personnel need of the organization. (Category wise)
iv. Span of control available within the organization.
v. Field staff at head office with necessary details, and
vi. Facilitates available for training and development within and
outside the organization.

The information collected on these aspects serves as the base for the
preparation of career development plan for the future period.
1. ANALYSIS OF PESONNEL SITUATION

2. PROJECTION OF PERSONNEL SITUATION

3. IDENTIFYING CAREER NEEDS

4. SELECTION OF PRIORITIES

5. DEVELOPMENT OF CAREER PLANS

6. WRITE UP OF FORMULATED CAREER PLANS

7. MANAGERIAL PLANNING

8. IMPLEMENTATION

9. REVIEW AND EVALUATION

10. FUTURE NEEDS

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2) PROJECTION OF PERSONNEL SITUATION:-

In this second step, an attempt is being made to find out the situation
likely to develop after the completion of career development plan. This
can be done on the basis of assumption which can predict what is likely
to happen at the close of the career development plan.
3) IDENTIFYING OF CAREER NEEDS:-
In this third step of career development plan, efforts are made to find
out precisely the career development needs of the future period. It is
possible to identify the scope and limitations of career development
needs on the basis of the data collected (through personnel inventory
of the organization, employee potentials, and appraisal of employees).
4) SELECTION OF PRIORITIES:-
It is rather difficult to meet all the needs of the employees and the
organization for career development immediately i.e. through one
career development plan. Naturally, there is a need to select the
pressing and urgent problems of employees and organization. In
addition, other factors such as technical, financial and administrative
must be taken into consideration while finalizing the priorities.
5) DEVELOPMENT OF CAREER PLAN:-
This is the most important step in the whole process of career
developing plan. Such plan must describe the following in concrete
form/forms:
a. What is to be attained/achieved?
b. The extent to which it is to be attained,
c. The employees involved,
d. The department in which the proposed plan will operate;
e. The length of time required the achieving the goals.
In order to execute the career development plan, the organization
should:
a) Introduce systematic policies and programmes of staff training
and career development for all categories of employees so as to
enable them to:
I. Improve their level of skill and knowledge;

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II. Gain wider experiences; and

III. Assume higher responsibilities.
b) Establish and effectively implement a system of study
leave;
c) Develop the experience of the employees by
encouraging their rotation from one region to another;
d) Take positive steps to encourage career development,
such as:
I. Providing within the organization;
II. Giving priorities in the filling of vacancies in the following
order for:
1. promotion within the organization;
2. Transfer within the organization;
3. Outside recruitment.
III. Removing artificial barriers to promotion;
IV. Establishing a register of employees for promotion on merit-
cum-seniority basis;
6) WRITE-UP OF FORMULATED PLAN:-
After deciding the priorities of career development plan, the next major
step is to prepare a write up (brief report) of the career plan. This writ-
up should contain all necessary details such as schedule (time
sequence of plan), procedures and other details so that the evaluation
of the plan will be easy and meaningful.
7) MONITORING PLANNING i.e. MONITORING OF CAREER
DEVELOPMENT PLAN:-
Monitoring of the plan is essential for its effective execution. Expected
results/benefits will be available only when the plan is implemented
properly. Planned (expected) targets and targets actually achieved can
be compared through suitable monitoring of the plan. The gap between
the two (i.e. short falls) can be located quickly. In addition, suitable
remedial measures can be taken to rectify the shortfalls.
8) IMPLEMENTATION (OF CAREER DEVELOPMENT PLAN):-
Implementation/execution of the plan is an integral aspect of planning
process itself. For effective implementation, co-operation and co-

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ordination at all levels is necessary. The implementation needs proper

monitoring so as to avoid possible shortfalls.
9) REVIEW AND EVALUATION OF CAREER PLANS:-
A plan needs periodical review. Such evaluation avoids mistakes,
deficiencies, etc during the implementation stage. It is built-in device to
measure the effectiveness of the plan. Actual benefits available will be
known only through such review and evaluation. Such evaluation
should be done by experts. It should be conducted systematically and
also impartially.
10)FUTURE NEEDS:-
This is the last step/stage of the current career development plan and
the first step/stage of the next plan. Here, on the basis of the
achievements of the current plan, the career needs of the future period
(of employees and also of the organization) are estimated. The new
priorities are decided and the details of the new career development
plan are prepared. Planning is a continuous process/activity. This rule
is applicable to career development plans of an organization.

CAREER STAGES:-
Education is thought of in terms of employment. People go for school and
college education and prepare for their occupation. Very few people stick to
the same job throughout their life. Most of them switch job either within the
organization or in some other organization. Chances are they change jobs,
depending on available opportunity, several times before retirement. Where
opportunity is restricted they continue with the same job. They go through the
following stages:
1) EXPLORATION:-
Almost all candidates who start working after college education start
around mid-twenties. Many a time they are not sure about future
prospects but take up a job in anticipation of rising higher up in the
career graph later. From the point of view of organization, this stage is
of no relevance because it happens prior to the employment. Some
candidates who come from better economic background can wait and

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select a career of their choice under expert guidance from parents and
well-wishers.
2) ESTABLISHMENT:-
This career stage begins with the candidate getting the first job getting
hold of the right job is not an easy task. Candidates are likely to commit
mistakes and learn from their mistakes. Slowly and gradually they
become responsible towards the job. Ambitious candidates will keep
looking for more lucrative and challenging jobs elsewhere. This may
either result in migration to another job or he will remain with the Same
job because of lack of opportunity.
3) MID-CAREER STAGE:-
This career stage represents fastest and gainful leap for competent
employees who are commonly called “climbers”. There is continuous
improvement in performance. On the other hand, employees who are
unhappy and frustrated with the job, there is marked deterioration in
their performance. In other to show their utility to the organization,
employees must remain productive at this stage. “climbers” must go on
improving their own performance. Authority, responsibility, rewards and
incentives are highest at this stage. Employees tend to settle down inn
their jobs and “job hopping” is not common.
4) LATE CAREER:-
This career stage is pleasant for the senior employees who like to
survive on the past glory. There is no desire to improve performance
and improve past records. Such employees enjoy playing the role of
elder statesperson. They are expected to train younger employees and
earn respect from them.
5) DECLINE STAGE:-
This career stage represents the completion of one’s career usually
culminating into retirement. After decades of hard work, such
employees have to retire. Employees who were climbers and achievers
will find it hard to compromise with the reality. Others may think of “life
after retirement”.

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HIGH EXPLORATION ESTABLISHMENT MID-CAREER LATE CAREER DECLINE

LOW 25 35 45 55 60
AGE
STAGES IN CAREER DEVELOPMENT

CONCEPT/INTRODUCTION TO CAREER DEVELOPMENT:-

Career development consists of the personal actions one undertakes to
achieve a career plan. The terms ‘career development’ and ‘employee
development’ need to be differentiated at this stage. Career development
looks at the long-term career effectiveness of employees where as employee
development focuses of effectiveness of an employee in the immediate future.
The actions for career development may be initiated by the individual himself
or by the organization.

INDIVIDUAL CAREER DEVELOPMENT:-

Career progress and development is largely the outcome of actions on the
part of an individual. Some of the important steps that could help an individual
cross the hurdles on the way ‘up’ may include:
I. PERFORMANCE:-

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Career progress rests largely on performance. If the performance is

sub-standard, even modest career goals can’t be achieved.

II. EXPOSURE:-
Career development comes through exposure, which implies becoming
known by those who decide promotions, transfers and other career
opportunities. You must undertake actions that would attract the
attention of those who matter most in an organization.
III. NETWORKING:-
Networking implies professional and personal contacts that would help
inn striking good deals outside (e.g., lucrative job offers, business
deals, etc.). for years men have used private clubs, professional
associations, old-boy networks to gain exposure and achieve their
career ambitions.
IV. LEVERAGING:-
Resigning to further one’s career with another employer is known as
leveraging. When the opportunity is irresistible, the only option left is to
resign from the current position and take up the new job (opportunity in
terms of better pay, new title, a new learning experience, etc.).
however, jumping the jobs frequently (job-hopping) may not be a good
career strategy in the long-run.
V. LOYALTY TO CAREER:-
Professionals and recent college graduates generally jump jobs
frequently when they start their career. They do not think that career-
long dedication to the same organization may not help them further
their career ambitions. To overcome this problem, companies such as
Infosys, NIIT, WIPRO (all information technology companies where the
turnover ratios are generally high) have come out with lucrative,
innovative compensation packages in addition to employee stock
option plans for those who remain with the company for a specified
period.
VI. MENTORS AND SPONSORS:-
A mentor is, generally speaking, an older person in a managerial role
offering informal career advice to a junior employee. Mentors take

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junior employees under their protégé and offer advice and guidance on
how to survive and get ahead in the organization. They act as role
models. A sponsor, on the other hand, is someone in the organization
who can create career development opportunities.

ORGANISATIONAL CAREER DEVELOPMENT:-

The assistance from managers and HR department is equally important in
achieving individual career goals and meeting organizational needs. A variety
of tools and activities are employees for this purpose.
a) SELF-ASSESSMENT TOOLS:-
Here the employees go through a process in which they think through
their life roles, interests, skills and work attitudes and preferences.
They identify career goals, develop suitable action plans and point out
obstacle that come in the way. Two self-assessment tools are quite
commonly used in the organizations. The first one is called the career-
planning workshop. After individuals complete their self-assessment,
they share their findings with others in career workshops. These
workshops throw light on how to prepare and follow through individual
career strategies. The second tool, called as a career workbook,
consists of a form of career guide in the question-answer format
outlining steps for realizing career goals. Individuals use this company
specific, tailor-made guide to learn about their career chances. This
guide, generally throws light on organization’s structure, career paths,
qualifications for jobs and career ladders.
b) INDIVIDUAL COUNSELLING:-
Employee counselling is a process whereby employees are guided in
overcoming performance problems. It is usually done through face-to-
face meetings between the employee and the counselor or coach.
Here discussions of employees’ interests goals, current job activities
and performance and career objectives take place. Counselling is
generally offered by the HR department. Sometimes outside experts
are also be called in. if supervisors act as coaches they should be

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given clearly defined roles and training. This is, however, a costly and
time-consuming process.

c) EMPLOYEE DEVELOPMENT PROGRAMMES:-

These consist of skill assessment and training efforts that
organizations use to groom their employees for future vacancies.
Seminars, workshops, job rotations and mentoring programmes are
used to develop a broad base of skills as a part of such developmental
activities.
d) CAREER PROGRAMMES FOR SPECIAL GROUPS:-
In recent years, there is growing evidence regarding dual career
families developing tensions and frictions owing to their inability to
reconcile the differences between the family roles and work demands.
When we talk of dual career couples (a situation where both husband
and wife have distinct careers outside the home) certain puzzling
questions arise naturally: whose career is important; who takes care of
children; what if the wife gets a tempting promotion in another
location; who buys groceries and cleans the house if both are busy,
etc. realizing these problems, organizations are providing a place and
a procedure for discussing such role conflicts and coping strategies.
They are coming out with schemes such as part-time work, long
parental leave, child care centers, flexible working hours and
promotions and transfers in tune with the demands of dual career
conflicts.

CAREER DEVELOPMENT ACTIONS:-

a) JOB PERFORMANCE:-
Employee must prove that his performance on the job is to the level of
standards established, if he wants career progress.
b) EXPOSURE:-
Employee’s desire for career progress should expose their skills,
knowledge, qualifications, achievements, performance etc., to those
who take the decision about career progress.

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c) RESIGNATIONS:-
Employees may resign the present job in the organization, if they find
that career opportunities elsewhere are better than those of the present
organization.
d) CHANGE THE JOB:-
Employees who put organizational loyalty above career loyalty may
change the job in the same organization are better than those in the
present job.
e) CAREER GUIDANCE:-
And counselling provides information, advice and encouragements to
switch over to other career or organization, where career opportunities
are better.

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