CAREER PLANNING ASSIGNMENT DEEPENDRA SINGH A30101911072 Sec- B, Sem-IV A Career has been defined as the sequence of a person’s experiences on different jobs over the period of time. It is viewed as fundamentally a relationship between one or more organizations and the individual. A career is a sequence of positions/jobs held by a person during the course of his workinglife. Many of today’s employees have high expectations about their jobs. There has been a generalincrease in the concern of the quality of life.
Workers expect more from their jobs than justincome. A further impetus to career planning is the need for organizations to make the best possible use of their most valuable resources the people in a time of rapid technologicalgrowth and change. Career planning as a concern is of recent origin. The reason for thislack of concern regarding career planning for a long time has been the careless,unrealistic assumption about employees functioning smoothly along the right lines and the belief that the employees guide themselves in their careers.
Modern personnel administration has to be futuristic, it has to look beyond the present tasks,since neither the requirements of the organization nor the attitudes and abilities of employeesare constant. It is too costly to leave career to the tyranny of time and casualty of circumstances, for it is something which requires to be handled carefully through systematization and professional promoting. Fortunately, there has lately been someappreciation of the value of career planning and acceptance of validity of career development as a major input in organizational development.
Career Planning aims at identifying personal skills, interest, knowledge and other features;and establishes specific plans to attain specific goals. Aims and Objectives of Career Planning Career Planning aims at matching individual potential for promotion and individualaspirations with organizational needs and opportunities. Career Planning is making sure thatthe organization has the right people with the right skills at the right time. In particular itindicates what training and development would be necessary for advancing in the career altering the career path or staying in the current position.
Its focus is on future needs andopportunities and removal of stagnation, obsolescence & dissatisfaction of the employee. OBJECTIVE OF CAREER PLANNING •To attract and retain the right type of person in the organization. •To map out career of employees suitable to their ability and their willingness to betrained and developed for higher positions. •To have a more stable workforce by reducing labour turnover and absenteeism. •It contributes to man power planning as well as organizational development andeffectiveachievement of corporate goals. To increasingly utilize the managerial talent available at all levels within theorganization. •It helps employee in thinking of long term involvement with the organization. •To provide guidance and encourage employees to fulfill their potentials. •To achieve higher productivity and organizational development. •To ensure better use of human resource through more satisfied and productiveemployees. •To meet the immediate and future human resource needs of the organization on thetimely basis. NEED FOR CAREER PLANNING •Desire to grow and scale new heights. Realize and achieve the goals. •Performance measure. •High employee turnover. •To educate the employees •It motivates employees to grow. •It motivates employees to avail training and development. •It increases employee loyalty as they feel organization care’s about them. ADVANTAGES OF CAREER PLANNING In fact both individuals and the organization are going to benefit from career planning anddevelopment. #For Individuals 1. The process of career planning helps the individual to have the knowledge of variouscareer opportunities, his priorities etc. . This knowledge helps him select the career that is suitable to his life styles, preferences,family environment, scope for self-development etc. 3. It helps the organization identify internal employees who can be promoted. 4. Internal promotions, up gradation and transfers motivate the employees, boost uptheir morale and also result in increased job satisfaction. 5. Increased job satisfaction enhances employee commitment and creates a senseof belongingness and loyalty to the organization. . Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover. 7. It improves employee’s performance on the job by taping their potential abilities andfurther employee turnover. 8. It satisfies employee esteem needs. #For Organizations A long-term focus of career planning and development will increase the effectiveness of human resource management. The advantages of career planning anddevelopment for an organization include: 1.
Efficient career planning and development ensures the availability of human resourceswith required skill, knowledge and talent. 2. The efficient policies and practices improve the organization’s ability to attract and retainhighly skilled and talent employees. 3. The proper career planning ensures that the women and people belong to backwardcommunities get opportunities for growth and development. 4. The career plan continuously tries to satisfy the employee expectations and as suchminimizes employee frustration. 5.
By attracting and retaining the people from different cultures, enhances cultural diversity. 6. Protecting employee’s interest results in promoting organizational goodwill. CAREER PLANNING AND DEVELOPMENT PROCESS 1. Identifying individual needs and aspirations: It’s necessary to identify and communicate the career goals, aspiration and career anchors of every employee because most individuals may not have a clear idea about these. For this purpose, a human resource inventory of the organization and employee potential areasconcerned. 2. Analyzing career opportunities:
The organizational set up, future plans and career system of the employees are analyzed toidentify the career opportunities available within it. Career paths can be determined for each position. It can also necessary to analyze career demands in terms of knowledge, skill,experience, aptitude etc. 3. Identifying match and mismatch: A mechanism to identifying congruence between individual current aspirations andorganizational career system is developed to identify and compare specific areas of matchand mismatch for different categories of employees. 4.
Formulating and implementing strategies: Alternative action plans and strategies for dealing with the match and mismatch areformulated and implemented. 5. Reviewing career plans: A periodic review of the career plan is necessary to know whether the plan is contributing toeffective utilization of human resources by matching employee objectives to job needs. Review will also indicate to employees in which direction the organization is moving, whatchanges are likely to take place and what skills are needed to adapt to the changing needs of the organization.
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