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Career Planning

Career planning is a crucial aspect of human resource management that aims to help employees develop their careers within an organization. It involves mapping out career paths, providing training, and ensuring that employees are aware of available opportunities to enhance their skills and motivation. The process includes forecasting human resource needs, offering career information and counseling, and assessing skills to align employee potential with organizational goals.

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62 views8 pages

Career Planning

Career planning is a crucial aspect of human resource management that aims to help employees develop their careers within an organization. It involves mapping out career paths, providing training, and ensuring that employees are aware of available opportunities to enhance their skills and motivation. The process includes forecasting human resource needs, offering career information and counseling, and assessing skills to align employee potential with organizational goals.

Uploaded by

sujalkushwah4112003
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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CAREER PLANNING

⦿ 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.
NEED/PURPOSE/OBJECTIVES OF CAREER
PLANNING:-

⦿ To map out careers of employees as per their


ability and willingness and to train and develop
them for higher positions.
⦿ To attract and retain the right type of persons in
the organization.
⦿ To utilize available managerial talent within the
organization fully.
⦿ To achieve higher productivity and organizational
development.
⦿ To provide guidance and assistance to employees
to develop their potentials to the highest level.
⦿ 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:
⦿ 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.
⦿ 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.
⦿ 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.
⦿ 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.
⦿ 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:
⦿ Career planning helps an employee to know the career
opportunities available in an organization.
⦿ 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.
⦿ 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.
⦿ 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.
ADVANTAGES OF CAREER
PLANNING:-

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
WRITE UP OF FORMULATED
CAREER PLANS

MANAGERIAL PLANNING

IMPLEMENTATION

REVIEW AND EVALUATION

FUTURE NEEDS

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