CAREER PLANNING, TRAINING & DEVELOPMENT.

CAREER PLANNING, TRAINING & DEVELOPMENT.

1. CAREER PLANNING, TRAINING AND DEVELOPMENT

2. CAREER PLANNING Career planning is an ongoing process through which an individual sets career goals and identifies the means to achieve them. The process by which individuals plan their life’s work is referred to as career planning. Career planning encourages individuals to explore and gather information, which enables them to syn­thesize, gain competencies, make decisions, set goals, and take action.

3. Following are some common terminologies related to career planning: Career Goal: This refers to the aspirations with which an employee starts his career. It is the driving factor while choosing jobs. Career Planning: The process of selecting the career goals and the path to achieve the goals. Career Path: It is the sequential and progressive path through which one moves towards the selected career. Career Anchors: These are the basic drives acquired by an individual during the learning process that forms the basis for selecting a type of career. Career Management: It is step by step process of setting personal goals, selecting suitable career paths and preparing plan of actions to achieve the goals.

4. IMPORTANCE OF CAREER PLANNING Attract competent person having required abilities. Managing employee's progression through promotions. Motivate employees for long term association. Identifying employees with potential. Optimum utilization of the organisational talent. Creating a learning competitive culture within organization. Reducing employee dissatisfaction

5. NEED OF CARRER PLANNING: Provides career goals and paths Develop capabilities Creativity Employee retention Motivation

6. RECRUITMENT Recruitment refers to the process of attracting, screening and selecting qualified people for a job. According to Yoder “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.”

7. Recruitment needs are of three types: Planned : i.e. the needs arising from changes in organization and retirement policy. Anticipated : needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. Unexpected : Resignation, deaths, accidents, illness give rise to unexpected needs.

8. OBJECTIVES OF RECRUITMENT To attract people with multi-dimensional skills and experiences that suits the present and future organisational strategies. To induct outsiders with a new perspective to lead the company. To develop an organisational culture that attracts competent people to the company. To search or head hunt/head people whose skills fit the company‟s values. To devise methodologies for assessing psychological traits. To seek out non-conventional development grounds of talents. To search for talent globally and not just within the company.

9. SOURCES OF RECRUITMENT

10. ADVANTAGES OF INTERNAL SOURCES Improves morale No Error in Selection Promotes Loyalty No Urgency Decision Economy in Training Costs Self-Development

11. DISADVANTAGES OF INTERNAL SOURCES It discourages capable persons from outside to join the concern. It is possible that the requisite number of persons possessing qualifications for the vacant posts may not be available in the organization. For posts requiring innovations and creative thinking, this method of recruitment cannot be followed. If only seniority is the criterion for promotion, then the person filling the vacant post may not be really capable.

12. MERITS OF EXTERNAL SOURCES Availability of Suitable Persons Brings New Ideas Economical

13. DEMERITS OF EXTERNAL SOURCES Demoralization Lack of Co-Operation Expensive Problem of adjustment

14. RECRUITMENT PROCESS

15. SELECTION Selection is the second stage of the recruitment and selection process. It may be defined as the process of choosing the best one from among the number of candidates.

16. SELECTION PROCESS

17. APPOINTMENT Once the selection decision has been made, the notification of consideration has been issued and the waiting period is over, only then the offer of appointment can be made.

18. TRAINING AND DEVELOPMENT Organizations and individuals should develop and progress simultaneously for their survival and attainment of mutual goals . Training and development is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.

19. OBJECTIVE OF TRAINING AND DEVELOPMENT Individual objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational objective assist the organization with its primary objective by bringing individual effectiveness. Functional objectives maintain the department's contribution at a level suitable to the organization's needs. Societal objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

20. TRAINING PROCESS Discovering or identifying training needs Preparing the instructor or getting ready for the job Preparing the trainee Presenting the operation Try out the trainees‟ performance Follow-up or rewards and feedback

21. METHODS OF TRAINING

22. EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMME Evaluation is the process of finding out how the development or training process has affected the individual, team and the organization Techniques of Evaluation: Observation Questionnaire Interview Self-diaries Self-recording of specific incidents

23. METHODS OF JOB EVALUATION