Professional Documents
Culture Documents
INTRODUCTION:-
The term career planning is frequently used in relation young boys and girls studying
at the college level. College students are expected to consider their qualities (physical and
mental), psychological make-up, likes and dislikes, inclinations, etc. and decide what they
want to be in their life. In other words, they should decide what they want to achieve in
their life and adjust their education and other activities accordingly. This means they have
to plan their career. In such career planning, parents, family members and college teachers
offer helping hand and guide young boys and girls in selecting the most suitable career.
Lot of literature, psychological tests etc. are also available on career planning. Even
lectures, workshops and TV programmes are arranged for guiding students on career
selection (particularly after the declaration of HSC results). Career planning enables them
to use their abilities/qualities fully and make their life happy, prosperous and rich in
quality. At present, even experts are available to help youth in their career planning. IQ
and other tests are also conducted for this purpose.
The term career planning and development is used extensively in relation to business
organizations. It is argued that if the organizations want to get the best out of their
employees, they must plan the career development programmes in their organization
effectively. Such programmes offer benefits to employees and also to the organizations.
The employees will develop new skills will be available to the organization. This type of
career planning can be described as organizational career planning.
The information collected on these aspects serves as the base for the preparation of
career development plan for the future period.
1. ANALYSIS OF PESONNEL SITUATION
4. SELECTION OF PRIORITIES
5. DEVELOPMENT OF CAREER PLANS
7. MANAGERIAL PLANNING
8. IMPLEMENTATION
CAREER STAGES:-
Education is thought of in terms of employment. People go for school and college
education and prepare for their occupation. Very few people stick to the same job
throughout their life. Most of them switch job either within the organization or in some
other organization. Chances are they change jobs, depending on available opportunity,
several times before retirement. Where opportunity is restricted they continue with the
same job. They go through the following stages:
1) EXPLORATION:-
Almost all candidates who start working after college education start around mid-
twenties. Many a time they are not sure about future prospects but take up a job in
anticipation of rising higher up in the career graph later. From the point of view of
organization, this stage is of no relevance because it happens prior to the
employment. Some candidates who come from better economic background can
wait and select a career of their choice under expert guidance from parents and
well-wishers.
2) ESTABLISHMENT:-
This career stage begins with the candidate getting the first job getting hold of the
right job is not an easy task. Candidates are likely to commit mistakes and learn
from their mistakes. Slowly and gradually they become responsible towards the
job. Ambitious candidates will keep looking for more lucrative and challenging
jobs elsewhere. This may either result in migration to another job or he will
remain with the Same job because of lack of opportunity.
3) MID-CAREER STAGE:-
This career stage represents fastest and gainful leap for competent employees who
are commonly called climbers. There is continuous improvement in
performance. On the other hand, employees who are unhappy and frustrated with
the job, there is marked deterioration in their performance. In other to show their
utility to the organization, employees must remain productive at this stage.
climbers must go on improving their own performance. Authority,
responsibility, rewards and incentives are highest at this stage. Employees tend to
settle down inn their jobs and job hopping is not common.
4) LATE CAREER:-
This career stage is pleasant for the senior employees who like to survive on the
past glory. There is no desire to improve performance and improve past records.
Such employees enjoy playing the role of elder statesperson. They are expected to
train younger employees and earn respect from them.
5) DECLINE STAGE:-
This career stage represents the completion of ones career usually culminating
into retirement. After decades of hard work, such employees have to retire.
Employees who were climbers and achievers will find it hard to compromise with
the reality. Others may think of life after retirement.
HIGH
LOW 25 35 45 55 60
AGE
STAGES IN CAREER DEVELOPMENT