Introduction to Career planning and uses

Focusses on career planning

1. Career Planning

2. What is career planning ?
Career planning process
Importance of career planning
Career planning done by : Individuals
Organizations
Guidelines

3. What is career??
•Job vs. Career
–Job – “What can I do now to make money?”
–Career – Chosen Profession for your life. Requires a
willingness to get the training needed to build your skills
for the future.
•A career is the work a person does. It is the
sequence of jobs that an individual has held
throughout his or her working life E.g. occupation
of nursing.

4. Career planning what’s that??
“Career planning
consists of activities
and actions that you
take to achieve your
individual career
goals”

5. Deeper insight …
•It is the life- long process a person goes through to
learn about himself such as
–purpose,
–personality
–interests
–skills
–talents
•Develop a self- concept, learn about careers, and
work situations
•Make a career choice, while developing and
coping social skills

6. Career planning : An ongoing process
Here You…
•Explore your interests and
abilities
•Strategically plan your
career goals
•Create your future work
success by designing
learning and action plans
to help you achieve your
goals.

7. Contd..
•The major focus is matching personal goals and
opportunities that are realistically available.
•Career planning is building bridges from one’s
current job/career to next job/career.
•Well-conceived career plan is flexible to
accommodate changing opportunities for
development

8. How important is career planning?
•People leave an organisation due to lack of career
growth
•Deeper focus on an employee’s aims and aspirations
•Degree of clarity
•Helps in identifying handicaps & the blind spots to
overcome
•Significant motivator
•Key retention tool
•Critical human resource strategy

9. Contd…
•High-level vision and goals of company are clearly
made known to employees
•Growth of an organisation is intrinsically linked
with the growth of an individual
•Matching organization vision & employees
aspirations is must

10. The top management
view it as a view it as a
tool fortool for
succession planningsuccession planning
The manager
sees career sees career
planning planning
as a retention as a retention
AndAnd
motivational motivational
tooltool
A typical
Employee
views a careerviews a career
planning planning
ProgrammeProgramme
as a path toas a path to
upward upward
mobilitymobility
Win-Win situation
for all

11. Whose responsible for planning ones career??
Individual Organization

12. Self Assessment
Academic/ Career
options
Relevant /Practical
Experience
Job Search
Individual career
planning process

13. 1. Self- Assessment
•Aware of the interrelationship
between self and occupational
choice
•Start by:
–Learning interests, abilities,
skills, and work values
–Listing accomplishments
–Understanding physical and
psychological needs
–Assessing aspirations and
motivation level
–Deciphering personal traits and
characteristics
Personality
Interests Abilities
Values

14. Competency Areas
•Gain self-awareness
•Improve self-confidence
•Understand time and stress
management
•Develop
personal/professional
management skills
Strategies For Gaining
Competencies
•Take exploratory classes
•Identify personality style
•Identify work values
•Demonstrate skills in
overcoming self-defeating
behaviors
•Identify symptoms of
stress
1. Self- Assessment

15. 2. Academic / Career options
•Investigate the world of work in greater
depth, narrow a general occupational
direction into a specific one
•Start by:
–Learning academic and career entrance
requirements
–Learning related majors and careers to
one's interests
–Investigating education and training
required
–Learning skills and experience required
–Planning academic and career
alternatives
–Learning job market trends

16. 2. Academic /
Career options
Competency Areas
•Gain research and investigative
skills
•Practice decision-making,
problem solving and critical
thinking skills
•Increase understanding of how
abilities, interests, and values
match career/academic
requirements
Strategies For Gaining Competencies
•Read occupational resources
•Get assistance from a counselor
•Talk to people who work in your
areas of interest
•Attend Job/Career Fairs and/or
Career Panels
•transferable skills should be be
gained

17. 3. Relevant / Practical experience
•Gain practical experience through internships,
cooperative education etc..
•Start by:
–Testing new skills and try diverse experiences
–Deciding the type of organization in which to
volunteer or work
–Assessing likes and dislikes of work values, skills,
work environments,
–Assessing if additional/different coursework or skills
are needed for your targeted career goals

18. 3. Relevant / Practical experience
Competency Areas
•Gain an appreciation for
working with individuals from
diverse cultures
•Understand and practice ethical
behavior
•Gain supervisory/leadership/
teamwork skills
•Enhance self-management skills
•Obtain work related,
transferable skills
•Develop conflict resolution skills
Strategies For Gaining
Competencies
•Attend relevant conferences and
seminars
•Become familiar with work
settings and job descriptions
•Practice making decisions by
supervising a group of people
•Talk to alumnus/a about your
career goals
•Work part-time or during summer

19. 4. Job Search
•Start by:
–Learning how to prepare resume and cover letters, and
complete employment applications
–Learning and implementing job search strategies
–Learning and practicing interviewing skills
–Narrow your choices

20. 4. Job Search
Competency Areas
•Ability correspondent in a
coherent, professional manner
•Communicate verbally in a
clear, concise manner
•Effectively use networking,
problem-solving, and decision
making to reach career goals
•Develop budgeting skills in
relation to the job search, travel,
and relocation
Strategies For Gaining Competencies
•Register with Career Planning &
Placement Services
•Review resume with a career
counselor
•Receive referrals

21. Direction
Career Time
Transitions
Career planning options
Projected Outcome
Organizational career planning process

22. Organizational career planning process
1. Direction
–Assessing employee wants and organizational needs
–common goal setting
2. Career time
–Relates to distance & speed of an employee
–How far & how fast can employee move on career
path??
3. Transition
–Relates to changes expected to a career goal
–Analyzing transition factors
– Setting goals and a timetable

23. Contd…
4. Career planning options
–Advancement.
–Lateral
–Change to Lower Grade
–Mobility.
–Job Enrichment
–Exploratory Research
5. Projected Outcome
–Calculate the risks attached
–How well will it pay off?

24. Some important guidelines
•Employees
–Discuss any concerns regarding career or professional
development with supervisor
–Its your career, take all necessary initiative
•Supervisors/ Managers
–Make career planning an ongoing process
–Explain employees importance of growth, need for change
–Personal commitment

25. Contd…
–Acquire skills to be a good developer
–Give essential feedback to employees
–Provide a work environment that is conducive
–Supportive and motivational atmosphere
•Organizational
–Existence of supportive organizational structure suitable
to employees needs
–Provide resources dollars and time

26. Career Planning is NOT…
•Leaving the decision to chance
•Getting information and never deciding
•Going along with someone else’s plans
It’s OUR future. WE need to make
our career decision!!