CAREER PLANNING AND DEVELOPMENT.pptx

CAREER PLANNING AND DEVELOPMENT.pptx

1. CAREER PLANNING AND CAREER DEVELOPMENT P RESENTED BY: ANUSHKA, KRITIKA AND SANYOGITA JR. M.SC. RM & ID FRM DEPT, SNDT(WU) JUHU CAMPUS, MUMBAI A JOINT PRESENTATION ON THE TOPIC OF: Date- 20/12/21

2. CONTENT WHAT IS CAREER? WHAT IS CAREER PLANNING KEY TERMS IN CAREER PLANNING CAREER ANCHORS OBJECTIVES OF CAREER PLANNING CAREER PLANNING IN AN ORGANIZATION NEED FOR CAREER PLANNING CAREER PLANNING PROCESS CAREER PLANNING MODELS WHAT IS CAREER DEVELOPMENT? STEPS FOR CAREER DEVELOPMENT IMPORTANCE OF CAREER DEVELOPMENT INITIATIVES IN CP & CD INDIVIDUAL INITIATIVE ORGANIZATIONAL INITIATIVE ‹#›

3. WHAT IS CAREER? The meaning of the term Career has moved from a static means of paid employment into a dynamic one which shows the inclination of progress and promotion in the administrative hierarchy. Career is the combination of the activities of an individual during the employment, advancements, trainings, responsibilities, promotions etc. Career is more or less related to any worker, but specifically speaking, it is expected to see a momentum which is upwards. ‹#›

4. What is Career Planning? Career planning is a managerial technique for mapping out the entire career of employees from the employment stage to the retirement stage. It involves discovery, development, planned employment and reemployment. From an organization’s view point, career planning stands for the forward looking employment poli­cies of it which take into account the career of individual employees involved in various tasks. It unites organizational human resource planning with individual career needs. Individual career goals and career path in conformity with individual capabilities and aspirations are matched with the manpower planning in a human resource development programme. This is necessary to properly motivate the people to identify themselves fully with the organization, and to ensure expected level of organizational commitment. It also develops people for managerial succession. ‹#›

5. KEY TERMS IN CAREER PLANNING CAREER PATH CAREER ANCHORS CAREER PROGRESSION CAREER MANAGEMENT CAREER DEVELOPMENT CAREER PLANNING MENTORING CAREER GOAL ‹#›

6. 5 CAREER ANCHORS IDENTIFIED ARE: Managerial Competence Technical-Functional Competence Security Creativity Autonomy Independence ‹#›

7. To identify positive characteristics of the employees. To develop awareness of each employee’s uniqueness. To respect feelings of other employees. To attract talented employees to the organization. To train employees towards team-building skills. To create healthy ways of dealing with conflicts, emotions and stress OBJECTIVES OF CAREER PLANNING ‹#›

8. CAREER PLANNING IN AN ORGANIZATION Career planning is the process by which one selects career goals and the path to these goals. The major focus of career planning is on assisting the employees to achieve a better match between personal goals and the opportunities that are realistically available in the organization. Career planning is a continuous process of developing human resources for achieving optimum results. ‹#›

9. NEED FOR CAREER PLANNING Every employee has a desire to grow and scale new heights in his workplace continuously. If there are enough opportunities, he can pursue his career goals and exploit his potential fully. He feels highly motivated when the organization shows him a clear path as to how he can meet his personal ambitions while trying to realize corporate goals. The absence of a career plan is going to make a big difference to both the employees and the organization. Employees do not get the right breaks at a right time; their morale will be low and they are always on their toes trying to find escape routes. Organizations, therefore, try to put their career plans in place and educate employees about the opportunities that exist internally for talented people. Without such a progressive outlook, organizations cannot prosper. ‹#›

10. Aligning Needs & Opportunities CAREER PLANNING PROCESS Identifying individual needs & aspirations Most individuals do not have a clear-cut idea about their career aspirations, anchors, and goals. Assistance is extended, employees are subjected to psychological testing, simulation exercises, etc. To assist employees in a better way, organizations construct a data bank consisting of information on the career histories, skill evaluations, and career preferences of its employees. Analyzing Career Opportunities Career paths show career progression possibilities clearly.Career paths change in tune with employees’ needs and organizational requirements. While outlining career paths, the claims of experienced persons lacking professional degrees and that of young recruits with excellent degrees but without experience need to be balanced properly. This process consists of two steps: first, identify the potential of employees and then undertake career development programmers to align employee needs and organizational opportunities. Through performance appraisal, the potential of employees can be assessed to some extent. Action Plans & Periodic Review These need to be bridged through individual career development efforts and organization-supported efforts from time to time. It is necessary to find out how employees are doing, what are their goals and aspirations, whether the career paths are in tune with individual needs and serve the overall corporate objectives, etc. ‹#›

11. CAREER PLANNING MODELS There are many models one may use while career planning. The two main models are: 1.WATERLOO UNIVERSITY MODEL 2. THE SODI CAREER PLANNING MODEL ‹#›

12. Stages of career planning ‹#›

13. ‹#› CAREER DEVELOPMENT Contents: What is Career development? Steps for career development Roles in career development Stages of career development Importance Initiatives for CD Keys to improve career development Video on “ Career Planning and Career Development”

14. What is Career Development ? •It is the series of activities or the on-going /lifelong process of developing one’s career which includes defining new goals regularly and acquiring skills to achieve them. It usually refers to managing one’s career in an intra-organizational or inter-organizational scenario. It involves training on new skills, moving to higher job responsibilities, making a career change within the same organization, moving to a different organization or starting one’s own business. ‹#›

15. Steps for Career Development: Self Assessmen t •It means that the individual has to assess oneself on the kind of career and growth one wants and what kind of skills and interests are there. Career Awareness •Career awareness can be how a person can explore various domains and types of jobs/work available. Goal Setting •most important step .where one defines clear short term and long term goals to meet the career one aspires. •Both short term and long term goals need to be defined to begin with. Skill Training •Skill training can be done through self training or joining a structured training program online or offline. Once the right skills are acquired, one can start the final stage. Performing •With all the right knowledge and skills, the important part is to perform the tasks and jobs in the career successfully to grow in the career path ‹#›

16. STAGES OF CAREER DEVELOPMENT: STAGE 1: Preparation for Work Typical Age Range: 0-25 Major Tasks: Develop occupational self-image, assess alternative occupations, develop initial occupational choice,puiste necessary education. STAGE 2: Organizational Entry Typical Age Range : 18-25 Major Tasks: Obtain jobs offers from desired organization(s), select appropriate job based on accurate info. STAGE 3: Early Career Typical Age Range: 25-40 Major Tasks. Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goals. ‹#›

17. ‹#› STAGE 4: Mid-career Typical Age Range: 40-55 Major Tasks: Reappraise early career and early adulthood, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive in work. STAGE 5: Late Career Typical Age Range : 55 retirement Major Tasks . Remain productive in work, maintain self-esteem, maintain esteem, prepare f or effective retirement.

18. Roles In Career Development Roles of two parties are crucial in in career development: employer, employee. Employer's Role: 1) Proactive 2) Encourage 3) Reward 4) Enlighten ‹#›

19. Employee's Role Assessing one's own KSA’s Seek out information about career options. Make use of career opportunities provided in an organizations. Establish goals and plans. Accepts that career planning and Career Development are one's own responsibilities. ‹#›

20. IMPORTANCE OF CAREER DEVELOPMENT 1.Cost Reduction Strategies of the Organization : If organizations have to cut down their operating costs; the employment of those individuals is at stake; who are not employable or who have not performed up to the mark in the past. Employees continuously need to upgrade themselves and show their talent to remain in the organization for a long. 2.Economic Downsizing: The jobs are cut from the organizations and the fittest of all employees survive. If employees continuously learn new and better skills, chances are that economic conditions won’t hurt them that badly as compared to other individuals. ‹#›

21. 3.IT Innovations: Some individuals can keep pace with the changing technology and are always ready to learn and adopt new IT applications; while some show immense resistance which is not acceptable to the organizations. Employees need to keep themselves updated and show the willingness to accept changes as and when they occur and mold themselves accordingly. 4.De-layering : De-layering means reclassification of jobs. This is an organizational change initiative where a company decides to reclassify the jobs more broadly. However, old reporting lines do exist to maintain managerial control but some jobs may remove or cut down during the process. ‹#›

22. INITIATIVES FOR CAREER DEVELOPMENT: Career Planning Workshops Career Counselling Mentoring Sabbaticals Personal Development Plans Career Workbooks ‹#›

23. Keys to improve Career Development : Set Small Goals Regularly Stretch Yourself Get Feedback Curate Your Work Be Curious About Your Industry Read Network Brilliantly Get A Mentor ABL (Always Be Listening) ‹#›

24. ‹#›

25. Initiatives in CP & CD All the initiatives to develop your career can not always be taken by the HR manager or organization. Some initiatives are also required from the individual’s side to give the complete dedication and self assessments to achieve your goals. So there are some individual and organizational career planning and career development initiatives in HRM, which we will discuss now : ‹#›

26. INDIVIDUAL INITIATIVES PERFORMANCE EXPOSURE NETWORKING LOYALTY TO CAREER MENTOR & SPONSOR EXPAND ABILITY ‹#›

27. SELF-ASSESSMENT INITIATIVE INDIVIDUAL COUNSELLING EMPLOYEE ASSESSMENT PROGRAM EMPLOYEE DEVELOPMENT ORGANIZATIONAL INITIATIVES ‹#›

28. CONCLUSION: C areer planning is a must for every individual in order to become successful in life. Both succession planning and career development are important Career planning bring out the best within the individual & abilities to the optimum level. If you don’t plan, you don’t succeed. ‹#›

29. THANK YOU! ‹#›