CAREER PLANNING
Team Members
Bhavna Dhapola
Anushri Parkar
Kilpa Sangoi
Jean Fernandes
Adelbert Fernandes
10
33
46
12
11
Introduction
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Career: Herbert Simon defines career as
“an honourable occupation with one
normally takes up during his/her youth
with the expectation of advancement and
pursues it until retirement
Career planning and development is a
means by which an organisation can
sustain or increase its employees
productivity and at the same time
preparing them for a changing world.
According to Milkovich and Boudreau
Career development
=
Career management + Career planning
Objective of career planning
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Identifying and making clear opportunities
available.
To reduce employee turnover.
To Increase productivity.
To identify the career stages and enhance
the motivational level.
To achieve the organisation’s goal by
providing the employees paths to reach
higher order needs.
Career Planning Flow & Stages
Career Planning
Career Goals
Career Paths
Career
Feed Back
Career stages and Important needs
Needs
Age
Career
Stages
Safety,
Security
Physiological
20
Exploration
Safety,
Security
25
Achievement
esteem,
autonomy
30
Self
Esteem
actualization actualization
45
55
Establishment Advancement Maintenance
65
Retirement
Scope Of Career Planning
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Human Resource forecasting and planning
Career Information
Career Counseling
Career Pathing
Skill Assessment training
Succession Planning
Types of Career Test
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Career Interest Test
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Personality Test
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Skill Test
CAREER ANCHORS
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Technical Competence
Managerial competence
Stability and Security
Creativity and Challenge
Freedom and Autonomy
Dedication to a cause
Lifestyle
Why a career plan could fail !
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Efforts are insincere
Look for immediate benefits
Lack of interaction with hired agencies
Impracticability in introduction
No system to evaluate
Bureaucratic model of organization
Importance of career planning
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Involvement of the employer and
employee
Employees need to be aware of the
organizational opportunities.
Case Study – Colgate Palmolive
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Employees fill the IDP Form
The form is sent to the managers
Employees and managers discuss
 Employees interests
 Strengths
 Trainings
HR arrange for the training
Cadbury – Case study
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Early Career
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Mid Career
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Senior career
Early Career
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First 5 years of employment
Management skills training
Internal- short term placements
Workshops
Mentoring
Aim – Understanding of Business structure.
Mid Career
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Team Management trainings
Strategic leadership trainings
International opportunities
Ongoing career dialogues
Aim – Equip with capability to lead teams,
develop and deliver business stratergies
Senior Level
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Highest level
Approximately 150 members globally
Global leadership conference
Executive development programme
External expert coaching
Aim – Support personal leadership styles to
set
business stratergies.
Steps in Career planning
(Employee perspective)
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Make Career Planning an Annual
Event
Map Your Path Since Last Career
Planning
Reflect on Your Likes and Dislikes,
Needs and Wants
Examine Your Pastimes and Hobbies
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Look Beyond Your Current Job for
Transferable Skills
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Review Career and Job Trends
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Set Career and Job Goals
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Explore New Education/Training
Opportunities
Research Further Career/Job
Advancement Opportunities
Thank You