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Career Planning and Development

The document discusses career planning and development. It defines career as a person's course through life, usually involving training and education. Career planning matches goals and capabilities with opportunities. It is an ongoing process that helps develop skills for different roles. Career development is a lifelong process of managing learning, work, and transitions to move toward a preferred future. Effective career development techniques help close knowledge gaps.

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Shona Khurana
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161 views20 pages

Career Planning and Development

The document discusses career planning and development. It defines career as a person's course through life, usually involving training and education. Career planning matches goals and capabilities with opportunities. It is an ongoing process that helps develop skills for different roles. Career development is a lifelong process of managing learning, work, and transitions to move toward a preferred future. Effective career development techniques help close knowledge gaps.

Uploaded by

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

Def. (Oxford English Dictionary): A person’s course or


progress through life.
It also pertains to his occupational or profession that
usually involves special training or formal education and is
considered to be a person’s lifework.
 ‘a sequence of jobs that constitute what a person does for a
living’.
CAREER PLANNING

 ‘Career planning is a process of systematically


matching career goals and individual capabilities
with opportunities for their fulfillment’.

 Career planning is the process of enhancing an


employee’s future value.
FEATURES OF CAREER
PLANNING AND CAREER
DEVELOPMENT:
 1. It is an ongoing process.

 2. It helps individuals develop skills required to fulfill


different career roles.
 3. It strengthens work-related activities in the
organization.
 4. It defines life, career, abilities, and interests of the
employees.
 5. It can also give professional directions, as they relate to
career goals.
OBJECTIVES .

 1. To identify positive characteristics of the employees.


 2. To develop awareness about each employee’s
uniqueness.
 3. To respect feelings of other employees.
 4. To attract talented employees to the organization.
 5. To train employees towards team-building skills.
 6. To create healthy ways of dealing with conflicts,
emotions, and stress.
SO WHAT DO YOU WANT TO DO
WITH THE REST OF YOUR
LIFE ??????
BENEFITS OF CAREER PLANNING:
 Career planning ensures a constant supply of promotable
employees.
 It helps in improving the loyalty of employees. Career planning
encourages an employee’s growth and development.
 It discourages the negative attitude of superiors who are
interested in suppressing the growth of the subordinates.
 It ensures that senior management knows about the calibre and
capacity of the employees who can move upwards.
 It can always create a team of employees prepared enough to
meet any contingency.
LIMITATIONS OF CAREER
PLANNING
 Time Factor
 Unsuitable for Large Workforce
 External Interventions
 Lack of Knowledge and Awareness
 Lack of objectivity and flexibility
 Difficulty in Measuring Career Success
DIFFERENT CAREER
STAGES FOR AN
EMPLOYEE
 exploration,
 establishment,
 mid-career,
 late career and
 decline.
CAREER PLANNING
PROCESS

 Identifying individual needs and


aspirations
 Analyzing career opportunities
 Aligning needs and opportunities
 Action plans and periodic review
CAREER DEVELOPMENT

 “Career Development is the lifelong process of


managing learning, work, leisure, and
transitions in order to move toward a
personally determined and evolving preferred
future.”
CAREER DEVELOPMENT
TECHNIQUES FOR CLOSING
KNOWLEDGE GAPS
 Executive book summaries
 Classroom training
 Taking a short course
 Online Degrees and e-learning
 Formal education
 Language learning
 On-the-job learning
 Taking on a challenging task or special project
 Working in a cross-functional team
 Work simulations
EMPLOYEE
RETENTION

 Employee retention refers to


the various policies and
practices which let the
employees stick to an
organization for a longer period
of time. 
NEED & IMPORTANCE OF EMPLOYEE RETENTION
 Hiring is not an easy process

 An organization invests time and money in grooming an individual and


make him ready to work and understand the corporate culture

 When an individual resigns from his present organization, it is more


likely that he would join the competitors:

 The employees working for a longer period of time are more familiar with
the company’s policies, guidelines and thus they adjust better

 Every individual needs time to adjust with others

 It has been observed that individuals sticking to an organization for a


longer span are more loyal towards the management and the organization

 It is essential for the organization to retain the valuable employees


showing potential
STRATEGIES TO RETAIN AN INDIVIDUAL
 The responsibilities must be delegated according to the individual’s
specialization and interests. 

 Constant disputes among employees encourage them to go for a change.

 The human resource department must ensure that it is hiring the right
candidate. 

 Employee recognition is one of the most important factors which go a long


way in retaining employees

 Performance appraisals are also important for an employee to stay


motivated and avoid looking for a change. 

 The salary of the employees must be discussed at the time of the interview

 The company’s rules and regulations should be made to benefit the


employees
ESTABLISHING REWARDS AND PAY PLAN

 For the present-day generation, rewards matter more


than the actual performance and this is reflected in their
increasing demands from the employers for salary hikes
and bonuses

 Hence, a proper reward system in organizations would be


aligned with the correct strategic fit between internal
motivation and external rewards and only when they are
in balance can organizations grow in a healthy manner
MOTIVATION AND FINANCIAL AND NON-FINANCIAL
REWARDS

Motivation
Maslow ‘s Theory

Hygiene factors
REWARD SYSTEMS

 organizations must evolve reward systems that motivate


each individual according to his or her level of self-
development and need for either monetary benefit or
fulfillment imperative. 

 However, a significant aspect about the reward systems


that is usually ignored is that employees have intrinsic
needs other than monetary needs alone
 Monetary Reward Policies

 Non-Monetary Reward Policies


FACTORS AFFECTING LEVELS OF PAY

 Skills, Experience and Performance

 Position in the Hierarchy

 Alignment of Attributes and Role

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