GROUP MEMBERS

Priti More -7508

Gouri Rao -7524

Shraddha Shelke -7532

Pratik Tolani -7547

 CAREER
 DEFINITION OF CAREER GIVEN BY EDWIN FLIPPO
“A career is a sequence of separate but related work activities
that provide continuity, order and meaning to a person’s life”

 MEANING OF CAREER
 It is a sequence.
 It is the career path.
 Career of an ordinary worker
 Career growth
 Organizations responsibility.
 CAREER PATH

Highly
Unskilled Semi-skilled Skilled Assistant
skilled Foreman
worker worker worker foreman
worker
 CAREER PLANNING
 DEFINITION OF CAREER PLANNING
“It is a systematic process by which an individual selects his career goals and the
path to reach these goals”

 MEANING OF CAREER PLANNING

 Important aspect of Human Resource Planning and Development.
 Organizations view towards Career Planning.
 Implementation of formal programmes.

 OBJECTIVES OR NEEDS OF CAREER PLANNING

 Attract and retain competent persons.
 Provide suitable promotional activities.
 Reduce employee dissatisfaction and turnover.
 Provide guidance and assistance to the employees.
 Achieve higher productivity.
 CAREER DEVELOPMENT
 DEFINITION OF CAREER DEVELOPMENT
“Career Development means the personal movements an individual makes to achieve his
career plan”

 MEANING OF CAREER DEVELOPMENT

 It refers to the set of activities.
 Responsibility of an employee.

 EFFECTIVE CAREER DEVELOPMENT MEASURES

 Individual assessment.
 Caring superiors.
 Fair and equal opportunities.

 PLANNING AND DEVELOPMENT MOVES TOGETHER

PROCESS OF CAREER PLANNING
Step 1 : Analysis of Personnel Situation

Step 2 : Projection of Personnel Situation

Step 3 : Identifying Career Needs

Step 4 : Selection of Priorities

Step 5 : Development of Career Plans

Step 6 : Write up of Formulated Career Plans

Step 7 : Implementation

Step 8 : Monitoring

Step 9 : Review and Evaluation

Step 10 : Future Needs

Step 1 : Analysis of Personnel Situation
 The preparation of Career Development Plan
for the future period.
 It will further comprise of information relating
to:
 No of employees.
 Structure
 Personnel needs
 Span of control
 Facilities for training and development.
 Step 2 : Projection of Personnel Situation

 Project the situation.

 Based on assumptions.
 Step 3 : Identifying Career Needs
 Career Development Needs.
 Identifying scope and limitations.
 Helps in Career Development Plan.
 Step 4 : Selection of Priorities
 Prioritize the problems of employees.
 Consider Technical , Financial and
Administrative factors.
 Step 5 : Development of Career Plans
 Most important step.
 The plan must be concrete which must specify:
 Objectives
 Extent
 Employees
 Department
 Time required
 Execute Career Development Plan.
 Policies and Programs of Training and Development.
Step 6 : Write up of Formulated Career Plans

 Brief report of the Career Plan.

 Schedule
 Procedures
 Step 7 : Implementation
 Personnel and HRD departments.
 Financial and Administrative support.
 Step 8 : Monitoring of Career Development
Plan
 Expected targets and achieved targets.
 Gap between the two can be identified.
 Remedial measures.
 Step 9 : Review and Evaluation of Career
Plans
 Periodical review
 Experts to conduct evaluation.
 Step 10 : Future Needs
 On the basis of achievements career needs are
estimated.
 Planning is a continuous process.
 CAREER LIFE CYCLE
 Donald E. Super has suggested five stages of career
development or career cycle of an employee.
 Exploration stage
 Establishment stage
 Mid- career stage
 Late career stage
 Decline stage
 CAREER STAGES
EXPLORATION ESTABLISHMENT MID-CAREER LATE CAREER DECLINE

High

P
E
R
F
O
R
M
A
N
C
E

Low 25 35 45 55 60
AGE
 1.Exploration stage
• Person explores career options.
• Transition from education to work.
• Depends on:-
 Parents career.
 Interests.
 Aspiration.
 Financial resources.
MANAGEMENTS ROLE IN THIS STAGE
• It happens prior to employment so organisation is not
involved.
 2.Establishment stage
• Starts with choosing a job.
• First experience on the job.
• Committing mistake, learning & assuming of responsibility.

MANAGEMENTS ROLE IN THIS STAGE

• Identification of employees needs & aspiration.
• Analyzing the career opportunities & supplying information to
employee.
• Career counseling.
• Internal publicity to career information.
 3.Mid - career stage
• Continuous improvement in performance.
• Authority, responsibility, rewards & incentives are highest at this
stage.
• It may also be a stage of reassessment, job change & adjustment
of priorities.
MANAGEMENTS ROLE IN THIS STAGE
• Making career planning a continuous activity.
• Providing service of experts.
• Career development workshops.
• Continuing education & training.
• Periodic job changes.
 4.Late career stage
• Pleasant for senior employees.
• They train younger employees.

MANAGEMENTS ROLE IN THIS STAGE

• Motivation of employees
• Leave of absence.
• Minimize career stress.
 5.Decline stage
• Final stage in ones career to retire.
• Retirement planning.
• Transition from working life to retired life.

MANAGEMENTS ROLE IN THIS STAGE

• Organisation is not involved.
 Career counseling
• Guidance and advice to employees to choose
their career paths.
• Through Senior Executives or Experts.
• Helps Employees to understand their strengths
and weakness.
• Helps Employees to remove
unrealistic expectations.
• It is voluntary activity.
• Provided by H R staff, Managers, Supervisors
or Consultants.
 Employee retention
• To maintain efficient and stable manpower.
• Involves taking action for retaining employees
over a long period of time.
• Retain high performers and achievers through
Selective retention strategy.
 Employee retention techniques
• Provision for retention bonus.
• Packages for incentives.
• Matching job to employees.
• Providing intangible benefits.
• Encouraging employee relations.
• By persuasion of employees.
• Conduction stay interviews
• Other methods
 Scientific recruitment and selection.
 Scientific training and development opportunities.
 Providing job security and satisfaction.
 Providing attractive pay scales and incentives.
 Cordial labor management relations.
 Providing grievance redressal mechanism.
• Example of TESCO adopting a new social
s model and
inclusion and regeneration
achieving high standards(94%) in employee
retention.
 Succession planning
• Assess and audit the available talent and find
the potential succession potential available.
• Objective of succession planning.
• Ongoing process that ensures smooth
functioning of operations in the organisation.
• Focuses on important jobs and
identifies the skill requires
for those jobs.
Advantages of succession planning
• Opportunities to existing employees.
• Avoid turnover and dissatisfaction.
• Motivation to employees.
• Ensures stability, growth and success of
organisation.
• Ensures continuity of a particular job.
• Apart from its advantages the organisation
must also take care that they are appointing d
write an skilled candidate for succession.
• Succession planning of TATA group and
INFOSYS.