CAREER PLANNING AND DEVELOPMENT

T. Sanjeev Kumar, G.K.Sushma, G.Ramya

(Asst.Professor)

ABSTRACT
The process of career planning & development being with the basic facts that individuals must bear the full
responsibility for the determination& planning of the own career. It define as the occupational position a person
has had over many years. The objective of career planning to attract & retain the right type of person in the
organization. It is needed to perform measure, high employ turn over & to educate the employee. It is useful for
individual & organization. It tells the process & stages of ongoing process by which an individual progress
through a series of stages. So far conclusion the objectives of the study, to get the overall knowledge about
actually what the career planning & development is scope of such programmers in the banking industry or
adequately fulfilled. And study conclude tough pressure as well as more stress &frustration, need to be handling
the career‟s of most valuable assets that is the people. Conclusively that was worth while to choose such topic as
project, which is not only important for an employee & employer. In researches also to select the career in a
particular line & may be a particular industry in which one want to make the career & get enough chance of
advancement in career.
Keywords: Career planning, career development, self - assessment, career skill assessment,
Downsizing career, exploration, setting your career objectives.

I. INTRODUCTION
1.1 Meaning of Career
A career has been defined as the sequence of a person‟s experiences on different jobs over the period of time. It
is viewed as fundamentally a relationship between one or more organizations and the individual. To some career
is a carefully worked out plans for self advancement to others it is a calling-life role to others it is voyage to self
discovery and to still other it is life itself. 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 provided
continuity. Order and meaning to a person‟s life”.
According to Garry Desslers. “The occupational positions a person has had over many years”.
Many of today employees have high expectations about their jobs. There has been a general increase in the
concern of the quality of life. Workers expect more from their jobs than just income. A further impetus to career
planning is the need for organizations to make the best possible use of their most valuable resources the people
in a time of rapid technological growth and change.

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II. CAREER DEVELOPMENT
Career development, both as a concept and a concern is of recent origin. The reason for this lack of concern
regarding career development for a long time has been the careless, unrealistic assumption about employees
functioning smoothly along the right lines, and the belief that employees guide themselves in their careers. Since
the employees are educated, trained for the job .and appraised, it is felt that the development fund on is over.
Modern personnel administration has to be futuristic, it has to look beyond the present tasks, since neither the
requirements of the organization nor the attitudes and abilities of employees are constant. It is too costly to leave
„career‟ to the tyranny of time and casualty of circumstances. Career development refers to set of programs
designed to match an individual‟s needs, abilities, and career goals with current and future opportunities in the
organization , Where career plan sets career path for an employee, career development ensures that the
employee is well developed before he or she moves up the next higher ladder in the hierarchy

III. CAREER PLANNING

Career planning is a relatively new personnel function. Established programs on Career planning are still rare
except in larger or more progressive organization.
Career planning aims at identifying personal skills, interest, knowledge and other features; and establishes
specific plans to attain specific goals.

IV. AIMS AND OBJECTIVES OF CAREER PLANNING:

Career Planning aims at matching individual potential for promotion and individual aspirations with
organizational needs and opportunities. Career Planning is making sure that the organization has the right people
with right skills at the right time. In particular it indicates what training and development would be necessary for
advancing in the career altering the career path or staying in the current position .Its focus is on future needs and
opportunities and removal of stagnation, obsolescence, dissatisfaction of the employee.

V. OBJECTIVE OF CAREER PLANNING

 To attract and retain the right type of person in the organization.
 To map out career of employees suitable to their ability and their willingness to be trained and developed
for higher positions.
 To have a more stable workforce by reducing labor turnover and absenteeism.
 To improve employee morale and motivation by matching skills to job requirements and by providing
opportunities for promotion.
 It helps employee in thinking of long term involvement with the organization.
 To provide guidance and encourage employees to fulfill their potentials.
 To achieve higher productivity and organizational development.
 To ensure better use of human resource through more satisfied and productive employees.
 To meet the immediate and future human resource needs of the organization on the timely basis.

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VI. NEED FOR CAREER PLANNING
 Realize and achieve the goals.
 Performance measure.
 High employee turnover.
 To educate the employees.
 It motivates employees to avail training and development.

VII. ADVANTAGES OF CAREER PLANNING & DEVELOPMENT

In fact both individuals and the organization are going to benefit from career planning and development. So the
advantages are described below;

VIII. FOR INDIVIDUALS

 The process of planning helps the individual to have the knowledge of various career opportunities, his
priorities etc.
 This knowledge helps him select the career that is suitable to his life styles, preferences, family
environment. Scope for self-development etc.
 It helps the organization identify internal employees who can be promoted.
 Internal promotions, up gradation and transfers motivate the employees, boost up their morale and also
result in increased job satisfaction.
 It improves employee‟s performance on the job by taping their potential abilities and further employee
turnover.
 It satisfies employee esteem needs.

IX. FOR ORGANIZATIONS

 A long-term focus 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;
 Efficient career planning and development ensures the availability of human resources with required skill,
knowledge and talent.
 The efficient policies and practices improve the organization‟s ability to attract retain highly skilled and
talent employees.
 The proper career planning ensures that the women and people belong to backward communities get
opportunities for growth and development.
 The career plan continuously tries to satisfy the employee expectations and as such minimizes employee
frustration.


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CAREER PLANNING AND DEVELOPMENT PROCESS

1.Self
assessment

6.Get the most 2.Career skills

out of your assessment
career

3.Setting your
5.Implement
career
your plan
objectives

4.Career
development
plan

1.Identifying individual needs and aspirations: it‟s necessary to identify and communicate the career goals,
aspiration and career anchors of every employee because most individuals may not have a clear idea about
these organization and employee potential areas.
2. Analyzing career opportunities: The organizational set up , feature plans and career system of the
employees are analyzed to identify the career opportunities available within it. It can also necessary to analyze
career demands in terms of knowledge, skill, experience, aptitude etc.
3. Identifying match and mismatch : A mechanism to identifying congruence between individual current
aspirations and organizational career system is developed to identifying and compare specific areas of match
and mismatch for different categories of employees.
4. Formulating and implementing strategies : Alternative action plans and strategies for dealing with the
match and mismatch are formulated and implemented.
5.Reviewing career plans: A periodic review of the career plans is necessary to know whether the plan is
contributing to effective utilization of human resources by matching employee objectives to job needs. what
changes are likely to take place and what skills are needed to adapt to the changing needs of the organization.

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X. CAREER PLANNING & DEVELOPMENT STAGES
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 organization, this stage is of no relevance because it
happens prior to the employment.
Guidance from parents and well-wishers: Establishment this career stage beings with the candidate getting
the first job getting hold of the rights job is not an easy task. Candidates are likely to commit mistakes and learn
from their mistakes.slowely and gradully they become responsible towards the job . ambitious candidates will
keep looking for more lucrative and challenging jobs else where. This may either result in migration to another
job or he will remain with the same job because of lack of opportunityus candidates will keep looking for more
lucrative and challenging jobs else where. This may either result in migration to another job or he will remain
with the same job because of lack of opportunityus candidates will keep looking for more lucrative and
challenging jobs else.
Mid career stage: This career stage represents fastest and gainful leap for competent employees who are
commenly called “climbers”.There is continous improvement in performance. On the hand ,employees who are
unhappy and frustardted with the job, ther is marked deterioratiaon in therew perfomance.”climbers” must go on
improving their own performance. Employees tend to settle down in their jobs and “job hopping”is not
common.
Late-career stage: This career stage is pleasant for the senior employeea who mlike to survice on the past
glory. Ther is no desire to improve performance and improve past records. Such as employees enjoy playing the
role of elder statesperson. They are expected to train younger employees and earnrespect from them.
Decline stage: This career stage represents the completion of one‟s career usually culmining in to retirment.
After decades of hard work, such employees have ti retire. Employees who were cliber and achivers will find it
hard to compromise with the reality. Others may think of “life after retirement”.

IX. LIMITATIONS OF CAREER PLANNING & DEVELOPMENT.

Despite planning the career, employees face certain career problems. They are:
1.Dual career families: With the increase in career orientation among women, number of femalr employees is
on increase. Consequently, one of those family members might face the problems of trenfer. This has become a
complicated problem to organizations.
2. Low ceiling careers: some carers do not have scope for much advancement. Emloyees 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 economical factors. Solution for such problem is career shift.
4. Downsizing and careers: Business p[rocess reengineering, technological change and business
environmental factors force the business firms to restucture the organizations by and downsizing. Career
planning can become a reality when opportunities for vertical mobility are avilabule. Therefore, it is not
sutiable for avery small organization.

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5.Others: Several other problems hamper career planning. These include lack of an integrated human resources
policy, lack of a rational wage structure, absence of adequate opposition of trade unions, lack of good
performance reporting system, ineffective attituadinal surveys,etc….

XII. THREE TYPES OF CAREER PATH

HISTORICAL ORGANIZATIONAL BEHAVIORAL
Past patterns of career P[aths defined or dictated by Paths that are logically
progression; how the management to meet possible based on analysis
incumbents got where they operating needs;progression of what activites are
are patterns that fit prevalling actually performed on the
orgaizational needs job

Actual paths created by the Paths determined by Rational paths that could
past movement of prevalling needs for staffing be followed wilingly
employees among the organization
management jobs
Prepetuates the Reflect prevalling Calls for change;new
change;way career have management values and atti- career options used as
always been tude regarding careers abasis for career planning
Used as basis for Usaually consist with job Used as a basis for career
promation and transfers evaluation and pay practices planning

Basis is informal, Basis is organizational need. Basis is formal analysis

traditional Management style, and defination of options
expendiency

XIII. FINDINGS
 Most of the employees have felt that they are successful in attaining their career objectives.
 Very few employees disagreed to do the work even though inspired of not linking it.
 Almost all the employee agreed upon the organization providing a safer environment.
 Though most of the employees used to complete their job on time, there were few who disagreed.
 It has been founded that employees will look forward to change in the job if the job allotted to them is
monotonous.

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 Many of the employees considered the constant training provided to them is enhancing their career.
 Among the respondents very few disagreed to not following the rules and regulations of the organization.
 Half of the employees were not satisfactory with the working condition provided.
 Majority of the respondents were happy with their growth in the organization.

XIV. SUGGESTIONS
 Awareness about career planning and development has to be made among employees.
 Proper training and development activities have to be provided to the employees.
 The organization must improve upon their working organization.
 Employees should be motivated with rewards and recognisation.
 Superiors must encourage their subordinates to perform better
 Trust and good faith to be inculcated in employees through team building e

XV.CONCLUSION
Career planning and development programs as we find from the study plays crucial role in employee as well as
organization development. Career planning is an integral part of every organization. It motivates and inspires
employees to work harder and keeps them loyal towards the organization. career planning helps an employee
know the career opportunities available in organization. This knowledge enables the employee‟s to select the
career most suitable to his potential and this helps to improve employee‟s morale and productivity . on the basis
questionnaire and personal interviews with the employees it was also founded that promotion is the major
reason that sticks them with the current job. Employees also prefer sound recognisation as well as proper
training. So for conclusion, the objectives of the study. To get the over all knowledge about actually what the
career planning and development is , the scope of such programs in the banking industry are adequately
fulfilled. And study concludes that in bankanking industry because of its monotonous task and due to tough
pressure as well as more stress and frustration. Need to be handling the careers of most valuable asset that is the
people. But for the researcher also to select the career. A in particular line and may be a particular industry in
which one wants to make the career and get enough chances of advancement in career.

XVI. REFERENCES
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