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Career Plannig

Career planning involves systematically matching career goals and individual capabilities with opportunities for fulfillment. It is a continuous process that includes self-evaluation, setting goals, revising skills, and exploring career options. Career planning benefits both individuals and organizations by improving employee morale, retention, and development of managerial talent. However, it may not be suitable for smaller organizations with limited growth opportunities.

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Sameer Rai
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45 views36 pages

Career Plannig

Career planning involves systematically matching career goals and individual capabilities with opportunities for fulfillment. It is a continuous process that includes self-evaluation, setting goals, revising skills, and exploring career options. Career planning benefits both individuals and organizations by improving employee morale, retention, and development of managerial talent. However, it may not be suitable for smaller organizations with limited growth opportunities.

Uploaded by

Sameer Rai
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Unit III

Career Planning , Employee Morale


& Job Satisfaction

1
Career Planning
The career planning is made up of two words
viz. career and planning.
A career has been defined as a sequence of
positions held by person during the course of a
lifetime.
It is viewed fundamentally as a relationship
between one or more organizations and the
individual. 2
Career Planning
Career is a sequence of attitudes and
behaviours associated with the series of job
and work related activities over a person’s
lifetime.
According to D.T. Hall, “a career consists of
a changes in values, attitudes and motivation
that occur as a person grows older”.
3
Career Planning
As per views of Koontz and O’Donnell,
“Planning is deciding in advance what to do,
how to do it, when to do it, and who is to do it.”
It is the process of thinking before doing. There is
always a need for a new plan to be drawn as per
new demands and changes in the circumstances.
Planning is based on a future forecast, therefore,
it should be reasonable flexible.
4
Career Planning
Career planning is the self-evaluation & planning
done by a person to have a strong career path.

Career planning process is the continuous process


of understanding oneself, setting career goals,
revising skills and searching for the right career
options.

5
Career Planning

According to Schermerborn, Hunt, and


Osborn, ‘Career planning is a process of
systematically matching career goals and
individual capabilities with opportunities
for their fulfillment’.

6
Career Planning

Douglas T. Hall states that, “An


individually perceived sequence of
attitudes and behaviours associated with
work related experiences and activities
over the span of the person’s life.”

7
Career Planning

Career planning is the process of


establishing career objectives and
determining appropriate educational and
developmental programmes to further
develop the skills required to achieve short-
terms or long-term career objectives.

8
Objectives of Career
Planning

9
Objectives of Career Planning

1. To anticipate future vacancies:


The future vacancies that may arise due to
retirement, resignation, death, etc., at
managerial level are anticipated by career
planning. Therefore, it provides a fairly
reliable guide for manpower forecasting.

10
Objectives of Career Planning

2. To develop an awareness:
To develop an awareness of about careers
of employees suitable to their ability and
their willingness to be trained and
developed for higher positions.

11
Objectives of Career Planning

3. To improve employee morale and


motivation:
Career planning improves employee
morale and motivation by closely matching
skills to job requirements and by providing
opportunities for promotion.

12
Objectives of Career Planning

4. To attract and to retain the right type of


employees:
Workforce becomes more stable in the event of
low employee turnover. The fact that the
organisation provides opportunity for promotion
and career growth wins more loyalty of
employees. This helps to reduce the cost of
hiring new people. 13
Objectives of Career Planning

5. To facilitate expansion and growth of


enterprise:
Career planning plays a vital role in
facilitation of expansion and growth of the
enterprise. The employees who are
required to fill job vacancies in future, can
be identified and developed in time.
14
Objectives of Career Planning

6. To utilise managerial talent available at overall


levels within the organisation:

Career planning through more satisfied and productive


employees ensures better shaping of human resources.
It also ensures that promising persons get experiences
that will equip them to rise to the posts where they have
to bear greater responsibilities for which they are able
and receive good remuneration for which they deserve.
15
Career Planning
Process

16
Career Planning Process

1. Identifying individual needs and aspirations:

Most individuals do not have a clear cut idea about


their career aspirations and goals. The HR
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.
17
Career Planning Process

2. Analysing 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. They indicate the various positions
that one could hold over a period of time, if one is able to
perform well. Career paths change over time, of course, in
tune with employee’s needs and organizational
requirements.
18
Career Planning Process

3. Aligning needs and opportunities:


This process consists of two steps- first,
identify the potential of employees and
then undertake career development
programs with a view to align employee
needs and organizational opportunities.

19
Career Planning Process

3. Aligning needs and opportunities:

After identifying the potential of employees


certain developmental techniques such as special
assignments, planned position rotation,
supervisory coaching, job enrichment, understudy
programs can be undertaken to update employee
knowledge and skills..

20
Career Planning Process

4. Action plans and periodic reviews:

The matching process would uncover gaps. These


need to be bridged through individual career
development efforts and organization supported
efforts from time to time. After initiating these
steps, it is necessary to review the whole thing
every now and then.

21
Advantages of Career
Planning

22
Advantages of Career Planning

I. For Individuals:
II. For Organisations

23
Advantages of Career Planning

I. For Individuals:

(i) Gives knowledge of various careers


development and promotion to employees.

(ii) Encourages employees to avail training and


development facilities for skill development.

24
Advantages of Career Planning

I. For Individuals:

(iii) Provides help in making career decision according to


his lifestyles, traits, preferences, family environment,
scope for self-development and aptitude, etc.

(iv) Helps in identification of employees for promotion


from within the organisation.

(v) Contributes in motivating, satisfying and providing


jobs satisfaction through promotion and development
activities.
25
Advantages of Career Planning
I. For Individuals:

(vi) Increases sense of responsibility, commitment and attachment


to the job and organisation.

(vii) Employee will await his turn of promotion rather than


changing to another organisation. This will lower employee
turnover.

(viii) Increase in productivity and performance on job from


employees.

(ix) It satisfies employee esteem needs and develop positive


attitude towards organisation.
26
Advantages of Career Planning

II. For Organisations:

A long-term focus of career planning and


development would solve many employees’
related problems and effectiveness of manpower
and utilization of different resources will be
proper.

27
Advantages of Career Planning

II. For Organisations:

(i) Helps in attracting and retaining talented


manpower in the organisation.

(ii) Satisfies the employee expectations and


minimizes employee labour problems.

(iii) Makes easier for management to get support


and cooperation of employees.

28
Advantages of Career Planning

II. For Organisations:

(iv) By attracting and retaining the people from


different cultures, enhances cultural diversity.

(v) The employees’ turnover reduced and help in


retaining the employees for long time.

(vi) To create healthy working environment in the


organisation.

29
Advantages of Career Planning

II. For Organisations:

(vii) Improves performance, productivity, and profitability.

(viii) Provides a fairly reliable guide for manpower


forecasting.

(ix) Career planning facilitates expansion and growth of the


enterprise.

(x) The goodwill of the company improves in the market.

30
Limitations of Career
Planning

31
Limitations of Career Planning

1. Career planning can become unsuitable for smaller


organisation. It can be suitable for medium and larger size
of organisation when fresh candidates are to be taken at
higher level.

2. In a developing country like India with fast-changing


business environment it becomes ineffective in the long
run. May not be suitable for over a period of ten years or
so. It is to be reviewed time-to-time otherwise the
effectiveness would reduce.
32
Limitations of Career Planning

3. Career planning is not an effective


technique for low profile employees who
are unskilled and illiterate. For them the
career planning does not have any
meaning. It becomes ineffective.

33
Limitations of Career Planning

4. Systematically career planning becomes


difficult due to impartial implementation
when opportunities are going on the basis
of person’s favour, nepotism in promotions,
political intervention in recruitment and
selection etc.

34
Limitations of Career Planning

5. When it become necessary to downsize


the manpower, the career planning and
development process becomes useless. The
question of further development does not
arise at all.

35
Limitations of Career Planning

6. When career opportunities are declining


due to technological changes, the question
of career development does not arise. The
solution of the problem is not with the
career development but it lies with career
shift only.

36

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