ANNA UNIVERSITY

AC TECH-MBA,
ASSIGNMENT QUESTIONS
Course : MBA-HRM
Semester : III
Subject : Strategic HRM & Development
Prof : Dr.V.SARAVANAN

Assignment –I
1. Explain the framework of Strategic HR Management Process
2. Elaborate on the various challenges faced by an organization with suitable examples.
3. Explain the development and implementation of an HRIS?
4. Describe the various stages in career development with examples.
5. Distinguish between Employee Coaching and Employee Counseling. Explain with
suitable examples.

Assignment –II

1. Give a brief account of the evolution of HRM as a functional area in any organization.
2. In what ways does the HRD function relate to the organization’s strategy? Give
contextual examples.
3. Briefly elaborate on e-HRM.
4. Discuss the various steps in career planning and process.
5. What are the skills required for effective coaching and how do you bring about coaching
effectiveness?
The success of an organisation is heavily influenced by human resource
management (HRM) in the fast-paced business environment of today. As firms and
employees' requirements have changed, HRM has advanced significantly. This in-
depth blog will explore the aspects, goals, and traits of HRM as it has developed
over the years. You'll have a solid understanding of how HRM has changed and
evolved by the end of the course.
The intriguing journey of HRM's development reflects the constantly shifting
dynamics of the business environment. In order to fully understand the current
condition of HRM, it is essential to look into its past growth. HRM has seen a
significant shift throughout time, moving from a purely administrative role to a
strategic partner that is instrumental in achieving organizational excellence.
Evolution of HRM
1. Early Personnel Management: In the early 20th century, HRM was in its infancy
and was primarily referred to as personnel management. During this era, HRM's
role was predominantly administrative in nature. The primary focus revolved
around executing basic tasks like payroll management, record-keeping, and
addressing labor relations. The overarching objective of personnel management
was to ensure strict compliance with labor laws and maintain workforce stability.
This period can be likened to the foundational phase of HRM, where the primary
concerns were centered around the logistical aspects of managing a workforce. It
was a time when businesses recognized the need for structured approaches to
handle human resources but had yet to tap into its full potential.
2. Transition to Human Resource Management: The 1980s marked a significant
turning point in the evolution of HRM. During this era, HRM underwent a
remarkable transformation and emerged as a distinct field of study and practice.
Organizations began to realize the strategic importance of effective human
resource management. HRM expanded its scope beyond mere administrative tasks
and started encompassing a broader range of functions.
This transition period witnessed the inclusion of critical HR functions such as
recruitment, training, performance management, and employee development.
Organizations recognized that to thrive in an increasingly competitive landscape,
they needed to nurture and empower their workforce. HRM became the catalyst for
this change, as it started playing a pivotal role in identifying, attracting, and
retaining top talent.
3. The Strategic HRM Era: As we moved into the late 20th century and the early
21st century, HRM entered what can be termed as the Strategic Human Resource
Management era. During this phase, HRM evolved into a strategic partner within
organizations. It shifted its focus from being an auxiliary department to becoming a
vital contributor to the overall business strategy.
4. Strategic HRM emphasized the alignment of HR practices with the broader
organizational objectives. HRM professionals began to actively engage in strategic
decision-making processes, such as talent management, succession planning, and
workforce analytics. Moreover, they played a crucial role in shaping the
organizational culture by fostering an environment of collaboration, innovation,
and employee well-being.
The evolution of HRM has been nothing short of extraordinary. It has transcended
from its humble beginnings as personnel management, through the transitional
phase of expanding its functions, to finally emerging as a strategic powerhouse
within organizations. Today, HRM is not just about managing personnel but is a
critical driver of business success. It shapes the present and future of organizations
by nurturing talent, facilitating growth, and creating a workplace culture that
fosters innovation and excellence. The journey of HRM continues, adapting to new
challenges and opportunities, and ensuring that organizations remain competitive
in the ever-evolving business landscape.
Human Resource Management Features
1. Recruitment and Selection: Recruitment and selection are at the forefront of
HRM's responsibilities. This feature involves more than just filling job vacancies;
it's about strategically identifying and attracting the right talent that aligns with the
organization's goals and culture. HR professionals create comprehensive job
descriptions, design effective recruitment strategies, conduct interviews, and assess
candidates' qualifications. Successful recruitment ensures that the organization has
a talented and diverse workforce, contributing to innovation and growth.
2. Training and Development: HRM plays a pivotal role in ensuring that
employees possess the necessary skills and knowledge to excel in their roles.
Training and development programs are designed to enhance employee
competencies and facilitate their professional growth. This feature includes
creating tailored training modules, organizing workshops, providing access to
online learning resources, and tracking employee progress. Effective training and
development empower employees to perform at their best and adapt to changing
job requirements.
3. Compensation and Benefits: Compensation and benefits are critical for
attracting, retaining, and motivating employees. HRM professionals are
responsible for designing and managing compensation packages that are
competitive within the industry. This feature includes setting salary structures,
administering bonuses, and providing a comprehensive benefits package, which
may include health insurance, retirement plans, and other perks. Proper
compensation and benefits management ensure that employees feel valued and
satisfied, contributing to higher morale and lower turnover rates.
4. Performance Management: Performance management is a continuous process
that involves setting expectations, evaluating progress, and providing feedback to
employees. HRM oversees this aspect to ensure that employees' performance
aligns with the organization's goals. This feature includes conducting regular
performance evaluations, setting clear objectives, and implementing performance
improvement plans when necessary. Effective performance management not only
enhances individual productivity but also contributes to the overall success of the
organization.
5. Employee Relations: Maintaining healthy employee relations is crucial for a
harmonious workplace environment. HRM takes on the role of a mediator and
facilitator in addressing conflicts and promoting positive interactions among
employees. This feature involves creating and enforcing workplace policies,
addressing grievances, and fostering open communication channels. By promoting
a positive workplace culture and addressing employee concerns, HRM contributes
to employee satisfaction, engagement, and well-being.
Objective of Human Resource Management
1. Attract and Retain Talent:
 Creating an Attractive Work Environment
To attract top talent, HRM focuses on crafting an appealing workplace
environment. This includes offering a positive corporate culture, opportunities for
professional growth, work-life balance, and a welcoming atmosphere. By
emphasizing these aspects, HRM ensures that potential employees are drawn to the
organization.
 Competitive Compensation Packages
HRM recognizes the importance of competitive compensation packages in
attracting and retaining valuable employees. This objective involves conducting
market research to determine industry-standard salaries and benefits, ensuring that
employees are fairly compensated for their skills and contributions. Additionally,
HRM may implement incentive programs and bonuses to reward outstanding
performance.
2. Enhance Employee Productivity:
 Training and Development Programs
HRM plays a pivotal role in enhancing employee productivity through training and
development initiatives. This includes identifying skills gaps, designing training
modules, and organizing workshops and seminars. By continuously investing in
employee growth, HRM ensures that the workforce is equipped with the latest
knowledge and skills needed to excel in their roles.
 Performance Feedback and Appraisals
Providing regular performance feedback is another essential aspect of HRM's
objective to enhance employee productivity. HRM sets up structured performance
appraisal systems, enabling managers to provide constructive feedback and set
performance goals. These evaluations help employees understand their strengths
and areas for improvement, contributing to their professional development.
3. Ensure Legal Compliance:
 Monitoring Labor Laws and Regulations
HRM takes the responsibility of staying informed about labor laws and regulations
at local, national, and international levels. This objective involves continuous
monitoring and keeping policies and practices up-to-date to ensure compliance.
HRM also educates employees and management about relevant laws and ensures
that all workplace practices adhere to legal standards.
 Risk Mitigation and Conflict Resolution
In addition to compliance, HRM actively engages in risk mitigation and conflict
resolution. This may include handling legal disputes, addressing workplace
conflicts, and implementing procedures to prevent legal issues from arising. By
taking a proactive approach, HRM protects the organization's reputation and
minimizes legal liabilities.
4. Promote Diversity and Inclusion:
 Subtopic 1: Diversity Recruitment Strategies
HRM actively promotes diversity and inclusion by implementing recruitment
strategies that target a diverse pool of candidates. This may involve partnerships
with diverse organizations, attending job fairs focused on underrepresented groups,
and ensuring job postings use inclusive language. HRM seeks to create a
workforce that reflects a variety of backgrounds and perspectives.
 Subtopic 2: Inclusive Workplace Culture
HRM fosters an inclusive workplace culture by implementing diversity training
programs, educating employees about unconscious bias, and providing resources
and support for employees from diverse backgrounds. This objective ensures that
every employee feels valued, respected, and empowered to contribute their unique
perspectives and talents.
5. Support Organizational Goals:
 Subtopic 1: Aligning HR Strategies with Organizational Objectives
HRM's ultimate objective is to support the overarching goals of the organization.
This involves aligning HR strategies and initiatives with the strategic objectives of
the company. HR professionals collaborate with other departments to ensure that
HR practices contribute to the organization's growth, profitability, and long-term
success.
 Subtopic 2: Performance Metrics and Analytics
HRM employs performance metrics and analytics to measure the impact of HR
initiatives on organizational goals. This includes tracking employee productivity,
turnover rates, and employee engagement. By analyzing data, HRM can make
data-driven decisions that further support the organization's objectives.
Human Resource Management Characteristics
1. People-Centric:
HRM's people-centric nature places employees at the forefront of its activities.
This characteristic emphasizes the importance of valuing and prioritizing the well-
being, growth, and development of the workforce. HRM aims to create an
environment where employees feel valued, engaged, and supported. This involves
initiatives such as employee wellness programs, career development opportunities,
and fostering a culture of open communication. By placing people at the center,
HRM helps organizations build a motivated and committed workforce that is
essential for success.
2. Strategic Orientation:
Modern HRM goes beyond administrative tasks; it takes a strategic approach. This
characteristic involves aligning HR practices closely with the overarching
organizational goals. HR professionals collaborate with leadership to understand
the company's vision, mission, and strategic objectives. They then develop HR
strategies and initiatives that directly contribute to achieving these goals. This
alignment ensures that HRM plays a crucial role in driving the organization
forward, whether by attracting top talent, enhancing employee performance, or
supporting business expansion.
3. Continuous Improvement:
HRM is characterized by a commitment to continuous improvement and adaptation
to changing business environments. This involves regularly assessing HR practices
and identifying areas for enhancement. HR professionals stay abreast of industry
trends, best practices, and emerging technologies to remain competitive. They seek
feedback from employees and management to refine HR processes, ensuring they
remain relevant and effective. This characteristic ensures that HRM remains
dynamic and responsive to the evolving needs of the organization and its
workforce.
4. Ethical and Fair:
Upholding ethical standards and fairness is a fundamental characteristic of HRM.
HR professionals are entrusted with sensitive employee information and decision-
making processes. They must adhere to strict ethical guidelines and ensure that all
HR practices are carried out fairly and transparently. This includes treating all
employees equitably, providing equal opportunities, and addressing concerns with
empathy and impartiality. HRM's commitment to ethics and fairness fosters trust
among employees and contributes to a positive workplace culture.
5. Data-Driven:
In the age of technology and information, HRM is increasingly reliant on data and
analytics. This characteristic involves using data to make informed decisions about
talent management. HR professionals collect and analyze data related to employee
performance, engagement, turnover rates, and other HR metrics. Data-driven HR
practices enable organizations to identify trends, predict future workforce needs,
and assess the effectiveness of HR initiatives. By leveraging data, HRM enhances
its ability to align HR strategies with organizational objectives and make evidence-
based decisions
The role of Human Resource Management (HRM) in the context of employees
within an organization:
1. Employee Recruitment and Selection:
HRM plays a crucial role in identifying, attracting, and selecting the right
employees for the organization. This involves creating job descriptions, advertising
vacancies, conducting interviews, and assessing candidates' qualifications. HR
professionals ensure that candidates not only possess the required skills but also
align with the company's culture and values. Effective recruitment and selection
processes result in the acquisition of talented and motivated individuals who are
likely to contribute positively to the organization.
2. Onboarding and Orientation:
Once employees are hired, HRM is responsible for their seamless integration into
the organization. HR professionals design comprehensive onboarding and
orientation programs that introduce new employees to the company's mission,
values, policies, and procedures. This helps new hires feel welcomed, informed,
and prepared to perform their roles effectively from day one.
3. Training and Development:
HRM is committed to enhancing the skills and knowledge of employees. Through
training and development initiatives, HR professionals identify skills gaps, design
training modules, and provide opportunities for learning and growth. These
programs can range from technical skills training to soft skills development,
leadership training, and continuous learning opportunities. Effective training and
development contribute to increased employee competence and job satisfaction.
4. Performance Management:
Managing employee performance is a core function of HRM. HR professionals
establish performance appraisal systems that help managers provide feedback, set
goals, and evaluate employees' contributions. This ongoing process ensures that
employees understand their performance expectations, receive constructive
feedback, and have the opportunity to improve and advance within the
organization.
5. Employee Relations:
Maintaining positive employee relations is a vital aspect of HRM. HR
professionals address workplace conflicts, mediate disputes, and promote a
harmonious work environment. They also ensure that employees' concerns and
grievances are heard and addressed promptly. A positive employee relations
approach fosters trust and cooperation among employees and contributes to overall
workplace satisfaction.
6. Compensation and Benefits:
HRM is responsible for designing and managing compensation packages that
attract and retain employees. This includes setting competitive salaries,
administering bonuses, and offering a comprehensive benefits package. HR
professionals often conduct salary benchmarking to ensure that employees are
compensated fairly based on industry standards and their contributions to the
organization.
7. Employee Engagement and Retention:
HRM actively works to engage employees and reduce turnover rates. Strategies
may include conducting employee engagement surveys, implementing recognition
programs, and creating career development paths. By enhancing employee
engagement and retention, HRM helps organizations retain top talent and reduce
recruitment and training costs.
8. Health and Safety:
Ensuring a safe and healthy workplace is a critical responsibility of HRM. HR
professionals develop and enforce safety protocols, address workplace hazards, and
provide resources for employee well-being. They also manage health and wellness
programs to promote employee health and work-life balance.
E HRM

What is e-HRM?
e-HRM is the use of ICTs (Information and Communication Technologies) by
HR departments and HR professionals to perform their roles in a more
effective, automated, and result-driven manner. It is also said that e-HRM is
the use of e-business technologies to enable and support the acquisition,
development, management, and retention of human capital within
organizations.

E-HRM is not a new concept, but rather an extension of HRM that takes
advantage of the opportunities offered by technology. The goal of e-HRM is to
use technology to improve the efficiency and effectiveness of HRM processes.
Many benefits can be gained from e-HRM, including improved
communication, increased access to information, more efficient HR
processes, and better decision-making.

E-HRM or electronic human resource management is the process of

managing human resources using electronic means. It’s the use of technology
to manage all aspects of human resources, including employee records, time
and attendance, training and development, and benefits.

The term “e-HRM” refers to the integration of all HR systems and activities
using web-based technologies. Simply, e-HRM is a term that refers to any
strategic human resource management system or practice in human
resources that is supported by the Internet or related technologies.

Meaning of e-HRM
There is a lot of employee personal data that needs to be collected and
managed at HR department staffing levels for the HR department to function
properly. This data includes things like contact information, employment
history, performance reviews, and more. The HR department needs to be able
to access this data easily and efficiently in order to support the business’s
various processes. E-HRM is a great way to manage this data and ensure that
the HR department can do its job effectively.

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E-HRM can also help with things like knowledge management and supporting
the various strategic activities of the HR department clients. By using E-HRM,
the HR department can focus on its core functions, strategic HR activities, and
HRM services. The specific sort of chosen HR functions relieves some of the
burdens on the business. E-HRM is a great way of supporting business
processes and improving the efficiency and effectiveness of the HR
department, and it is a service that more businesses should consider using.
The human resource management review process can be complex and time-
consuming. There are often many different stakeholders involved in this
process, and each one needs to be given the proper attention. The HR
department needs to be able to access this data easily and efficiently in order
to support the business’s various processes. E-HRM is a great way to
manage this human resource information and ensure that the HR department
can do its job effectively.

What are the Elements of E-Human Resource

Management?
The elements of e-HRM can be summarized into five main categories:

1. Employee self-service

This is when employees have access to their HR department information and

can perform various HR tasks themselves, such as updating their personal
information, requesting time off, or applying for training programs.

2. Manager self-service

This is when managers have access to HR information and tools that they can
use to manage their employees, such as performance review data, time and
attendance records, or training and development programs.

3. E-recruitment

This is the use of technology to recruit new employees, such as posting job
ads online, conducting video interviews, or using social media for recruiting.

4. E-learning
This is the use of technology to deliver training and development programs
electronically, such as online courses, e-books, or webinars.

5. Analytics

This is the use of data and analytics to improve HR decision-making, such as

using data to identify trends in employee behavior or using analytics to assess
the impact of training programs.

Types of E-HRM

1. Operational

The operational e-HRM system is used to automate and streamline HR

processes, such as employee onboarding or performance reviews. This type
of e-HRM system is designed to improve the efficiency of HR processes and
make it easier for HR professionals to do their jobs.
2. Relational

The relational e-HRM system is used to create a more collaborative and

interactive relationship between HR professionals and employees. This type
of e-HRM system is designed to improve communication and collaboration
between HR professionals and employees.

3. Transformational

The transformational e-HRM system is used to radically change the way HR

functions are performed. This type of e-HRM system is designed to
completely overhaul the way HR functions are performed, making them more
efficient and effective.

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The most common type of e-HRM system is the operational e-HRM system,
which is designed to automate and streamline HR processes. However, all
three types of e-HRM systems can be used to improve the efficiency and
effectiveness of HRM processes.

Goals of E-HRM
The goal of e-HRM is to use technology to improve the efficiency and
effectiveness of HRM processes. Many benefits can be gained from e-HRM,
including improved communication, increased access to information, more
efficient HR processes, and better decision-making.

E-HRM can help organizations achieve several goals, such as:

1. Improving communication between HR professionals and

employees
2. Increasing access to HR information and tools
3. Making HR processes more efficient
4. Improving decision-making in HR
5. Enabling remote working for HR professionals
6. Reducing the cost of HR operations
 7. Increasing the accuracy of HR data

Role of E-HRM in Organizations

The role of e-HRM in organizations can be summarized into three main
categories:

1. Communication

E-HRM can improve communication between HR professionals and

employees by providing a more efficient way to exchange information.

2. Processes

E-HRM can improve the efficiency of HR processes by automating and

streamlining various HR tasks.

3. Decision making

E-HRM can improve decision-making in HR by providing access to data and

analytics that can be used to identify trends and make informed decisions.

Advantages of E-HRM
Some of the notable advantages of e-HRM are

1. Improves communication between HR professionals and employees

E-HRM provides a more efficient way for HR professionals and employees to

exchange information. This can lead to improved communication and
collaboration between HR and employees.

2. Increases access to HR information and tools

E-HRM provides employees with access to HR information and tools that they
can use to manage their careers. This can help employees to be more
proactive in managing their careers and make better-informed decisions about
their future.
3. Makes HR processes more efficient

E-HRM automates and streamlines various HR processes, such as employee

onboarding or performance reviews. This can help to make HR processes
more efficient and easier to manage.

4. Improves decision-making in HR

E-HRM provides access to data and analytics that can be used to identify
trends and make informed decisions about HR policies and practices. This
can help to improve the overall effectiveness of HR decision-making.

5. Enables remote working for HR professionals

E-HRM enables HR professionals to work remotely by providing access to HR

information and tools via the internet. This can help to reduce the cost of
running an HR department and make it more accessible to employees.

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6. Reduces the cost of HR operations

E-HRM can help to reduce the cost of HR operations by automating and

streamlining various HR processes. This can lead to significant savings for
organizations that implement e-HRM systems.

7. Increases the accuracy of HR data

E-HRM systems can help to increase the accuracy of HR data by providing a

more efficient way to collect and store data. This can help to improve the
quality of HR decision-making.

Disadvantages of E-HRM
While e-HRM has many advantages, some disadvantages should be
considered, such as

1. Security concerns
One of the main concerns with e-HRM is the security of employee data. e-
HRM systems store a large amount of employee data, which can be
vulnerable to security breaches.

2. Privacy concerns

Another concern with e-HRM is the privacy of employee data. e-HRM systems
collect and store a large amount of employee data, which can be used to track
and monitor employee behavior.

3. Implementation costs

e-HRM systems can be costly to implement and maintain. Organizations need

to carefully consider the costs and benefits of e-HRM before deciding to
implement such a system.

4. Change management

e-HRM can require a significant change in the way HR functions are

conducted. Organizations must carefully manage this change to ensure that e-
HRM is successfully implemented.

5. Employee resistance

Some employees may resist e-HRM because they feel that it invades their
privacy or because they are not comfortable using new technology.
Organizations must carefully manage employee resistance to e-HRM to
ensure its successful implementation.

6. Requires a high level of IT skills

e-HRM requires a high level of IT skills to implement and maintain.

Organizations need to ensure that they have the necessary IT skills and
resources before implementing e-HRM.

Functional Areas of E-HRM

1. E-recruitment
E-recruitment is the use of electronic means to recruit employees. This can
include using online job boards, social media, or other online tools to attract
and identify candidates.

2. E-selection

E-selection is the use of electronic means to select employees. This can

include using online assessment tools, video interviews, or other online tools
to identify and select candidates.

3. E-learning/web-based training

E-learning/web-based training is the use of electronic means to provide

employee training. This can include using online learning management
systems, e-learning courses, or other web-based training tools to provide
employees with the training they need.

4. Video

Video is a powerful e-HRM tool that can be used for recruitment, selection,
training, and performance management. Video can be used to conduct video
interviews, create e-learning courses, or provide employees with real-time
feedback.

5. Audio

Audio is another e-HRM tool that can be used for recruitment, selection,
training, and performance management. Audio can be used to conduct audio
interviews, create e-learning courses, or provide employees with real-time
feedback.

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6. Videoconferencing

Videoconferencing is a tool that can be used for recruitment, selection,

training, and performance management. Videoconferencing can be used to
conduct video interviews, create e-learning courses, or provide employees
with real-time feedback.
7. Blogging

Blogging is a tool that can be used for recruitment, selection, training, and
performance management. Blogging can be used to create e-learning courses
or provide employees with real-time feedback.

8. Computers, tablets, and mobile devices

Computers, tablets, and mobile devices are essential e-HRM tools. These
devices can be used for recruitment, selection, training, and performance
management. They can also be used to access e-learning courses and e-
performance management systems.

9. E-performance management

E-performance management is the use of electronic means to

manage employee performance. This can include using online performance
management systems, e-learning courses, or other web-based tools to
provide employees with the feedback they need to improve their performance.

10. E-compensation

E-compensation is the use of electronic means to manage employee

compensation. This can include using online compensation
management systems, e-learning courses, or other web-based tools to
provide employees with the information they need to make informed decisions
about their compensation.

11. Employee benefits

Employee benefits are an important part of e-HRM. Employee benefits can be

managed using online benefit management systems, e-learning courses, or
other web-based tools. These tools can help employees understand and
make the most of their benefits.

How to use e-HRM

Some of the simple steps of using e-HRM are
 1. Study the e-HRM features available in the market and
decide which ones to implement in your organization.
2. Train your employees on how to use e-HRM tools and
systems.
3. Use e-HRM tools and systems to manage employee
recruitment, selection, training, performance, and
compensation.
4. Evaluate the e-HRM tools and systems periodically to
ensure they are meeting your needs.
Conclusion!

In the end, it is clear that E-HRM is a process of managing Human Resources

in an organization through the use of electronic methods and tools. E-HRM
has numerous advantages over traditional HRM, including increased
efficiency, improved communication, and enhanced data security.

While there are some challenges associated with E-HRM, such as resistance
to change and lack of personal interaction, these can be overcome with
proper planning and implementation. E-HRM is the future of HRM, and
organizations that embrace it will be well-positioned to succeed in the modern
business world.
Steps in career planning and process

What is Career Planning?

Career planning is the continuous self-evaluation and planning process done by a

person to have a strong career path which is aligned with one's career goals,
aspirations and skills. Career planning process in the continuous reiterative process
of understanding oneself, setting career goals, revising skills and searching for the
right career options which may include basic skills, specialized education and job
options.

A person may need to start this planning process from scratch every few years
based on the market trends or demand and also on the based of the outcome of the
current plan. The career planning should be overall aligned to a goal or objective
for a career path as it is a continuous process over a long period of time and would
require not only joining a job/occupation but also acquisition of basic as well as
special skills to do those job(s). For example a person trying to make a career in
information technology may require skills like languages, programming whereas a
person looking to have a career goal in marketing may first need a specialized
degree in business or more specifically marketing.

Importance of Career Planning

Career planning is a step-wise process which enables an individual to focus on

where to want to be in life professionally. With the short-term goal and the long-
term goals in place, It can help to plan their journey in their professional life. Self-
assessment is necessary to understand one’s capabilities and drawbacks. The
various career options should be explored in detail to find a fit between one’s
abilities and the opportunities provided by a career option. It involves continuous
learning and improvement to build and growth in the chosen career path. A good
career planning helps a person grow in life in their professional career, which also
help them grow personally.

If there is no career planning, then the career of an individual would be controlled

by external factors and circumstances. Based on decisions and evaluation done by
others, the person would go forward in the career. It may lead to a desirable career
path but it can also lead to a job profile which was not at all part of individual's
aspiration or career goals.

A great career plan early can lead to better planning of skills and education
required to achieve career goals. A career is a long term view of the skills,
education and jobs a person would acquire or do in order to reach a particular
objective. A job may or may not align with one's career objective if proper career
planning is not done. A job may be directly opposite to one's path because the
required skills or educational qualifications may be missing due to the lack of a
initial plan. The importance of career planning is in starting early, acquiring the
right skills and then applying the same for a particular job or a series of jobs to
achieve long term career goals. But one can re-plan career later as well if the
current occupation doesn't align with the goals or if goals have changed.
Sometimes the market demand and business requirements may also require one to
re-plan one's career and acquire new skills. Reskilling should be an active part of
career planning. Sometimes career planning is seen as a short term exercise based
on immediate job requirements but it should be a more long term view of the
career rather than one or two jobs.

Read More

 Career Development

 Career Path

 Career Stages

 Career Mobility

 Career Plateau

Career Planning Process

Career planning process is an important aspect for an individual’s career
development. Some of the basic steps in a career planning process are:

1. Self-Assessment

The first step in the process is self-assessment to be done by the individual to

understand his or her skills, areas of interest, aspirations etc.

Aspirations and goals are very important here as that would define how person
would create future plan.

2. Research on Careers and Opportunities

The second step in the process is to understand the career options, companies
available, growth options in career etc. which are aligned with the self-assessment
done already.

Right opportunities need to identified and proper research is required for that. An
individual needs to be aware of the market trends and growth areas.
3. Set Career Objectives

The next step in the career planning is to set short-term as well as long-term career
goals for oneself, and to have a clear career path. These can be defined as the
immediate goals and how one looks at the career further down the line. A plan has
to be according to clear objectives.

4. Learn & Improve Skills

The fourth step in the process is to keep acquiring new skills and knowledge to be
in line with career objectives and with industry requirements. Many a times there
can be clear gaps in the objectives, aspirations and skills. To fill those gaps, proper
planning is required to acquire and learn those skills so that career plan can be
properly executed.

5. Preparation of CV/Resume

The next step in the planning process is to be fully prepared in terms of CV, cover
letter, recommendations etc. The resume should clearly highlight the skills,
qualifications, objectives which is aligned with the career planning of an individual

6. Job/Work Search

The sixth step is to short-list the companies where an individual is seeking a job &
start applying. It can be also working a entrepreneurship project as well.

7. Revise Career Goals

The last step in the career planning process is to continuously evaluate the career
goals and again do a self-assessment to build a strong career path.

Career Planning Example

Let us take an example of an engineer AJ who has recently graduated and is

interested in robotics. to start the planning, AJ has to first assess what kind of
robotics he is interested in and what is his skill level. After that, he needs to set the
objectives with time box approach on how he wants to grow in his robotics career.
If there are gaps, he needs to take trainings and courses to reduce the gaps and
search for jobs may be in manufacturing and automotive sector where robotics are
natural fit.

If successful in securing suitable job, career planning can be more precise based on
the hands on experience in the field and then the goals and objective can be defined
for new career trajectory.