Career Planning :

Career Planning

Meaning :

Meaning Career planning is the process by which one selects career goals and the path to
these goals. Career development is those personal improvements one undertakes to
achieve a personal career plan. Career management is the process of designing and
implementing goals, plans and strategies to enable the organization to satisfy employee
needs while allowing individuals to achieve their career goals. So, due to this career
planning and development is necessary to each and every employee in an organization.
The need of career planning and development is felt in each and every organization of
today’s global world.

Components of Career Planning :

Components of Career Planning

Need for Career Planning :

Need for Career Planning Career Planning is necessary due to the following reasons: 1.
To attract competent persons and to retain them in the organization. 2. To provide
suitable promotional opportunities. 3. To enable the employees to develop and take them
ready to meet the future challenges. 4. To increase the utilization of managerial reserves
within an organization. 5. To correct employee placement. 6. To reduce employee
dissatisfaction and turnover. 7. To improve motivation and morale.

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Career development is essential to implement career plan. Career development consists of

personal improvements undertaken by the individual employee, training, development
and educational programmes provided by the organization and various institutes. The
most important aspect of career development is that every employee must accept his/her
responsibility for development. Various career development actions prove useful if an
employee is committed to career development. Career Development

Process of Career Planning & Development :

Process of Career Planning & Development The following are the steps in Career
Planning and Development: 1. Analysis of individual skills, knowledge, abilities,
aptitudes etc. 2. Analysis of career opportunities both within and outside the organization.
3. Analysis of career demands on the incumbent in terms of skills, knowledge, abilities,
aptitude etc., and in terms of qualifications, experience and training received etc. 4.
Relating specific jobs to different career opportunities. 5. Establishing realistic goals both
short-term and long-term. 6. Formulating career strategy covering areas of change and
adjustment. 7. Preparing and implementing action plan including acquiring resources for
achieving goals.

Steps involved in Career Development System :

Steps involved in Career Development System There are four steps in establishing a
career development system. They are: Needs: -Defining the present system i.e. this step
involves in the conducting a needs assessment as in a training programme. Establish roles
and responsibilities of employees, managers, and the organization. Identify needs;
establish target groups. Establish cultural parameters; determine organizational
receptivity, support, and commitment to career development. Assess existing HR
Programme or structure; consider possible links to a career development programme.
Determine prior attempts at solving the problem or need. Establish the mission or
philosophy of the programme. Design and implement needs assessment to confirm the
data or collect more data. Establish indicators or criteria of success.

Steps involved in Career Development System :

Steps involved in Career Development System 2. Vision: -The needs of the career system
must be linked with the interventions. An ideal career development system known as the
vision links the needs with the interventions. Create a long-term philosophy. Establish the
vision or objectives of the programme. Design interventions for employees, managers,
and the organization. Organize and make available career information needed to support
the programme.

Steps involved in Career Development System :

Steps involved in Career Development System 3. Action Plan: -An action plan should be
formulated in order to achieve the vision. The support of the top management should be
obtained in this process. Assess the plan and obtain support from top management Create
a pilot programme Assess resources and competencies. Establish an advisory group.
Involve advisory group in data gathering, programme design, implementation, evaluation
and monitoring

Steps involved in Career Development System :

Steps involved in Career Development System Results: -Career development programme
should be integrated with the organization’s on-going employee training and management
development programmes. The programme should be evaluated from time to time in
order to revise the programme. Create long-term formalized approaches. Publicize the
programme. Evaluate and redesign the programme and its components.

Advantages of Career Planning and Development :

Advantages of Career Planning and Development For Individuals: 1. The process of

career planning helps the individual to have the knowledge of various career
opportunities, his priorities etc. 2. This knowledge helps him select the career that is
suitable to his life styles, preferences, family environment, scope for self-development
etc. 3. It helps the organization identify internal employees who can be promoted. 4.
Internal promotions, upgradation and transfers motivate the employees, boost up their
morale and also result in increased job satisfaction. 5. Increased job satisfaction enhances
employee commitment and creates a sense of belongingness and loyalty to the
organization. 6. Employee will await his turn of promotion rather than changing to
another organization. This will lower employee turnover. 7. It improves employee’s
performance on the job by taping their potential abilities and further employee turnover.
8. It satisfies employee esteem needs.

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For Organizations: - A long-term focus of career planning and development will increase
the effectiveness of human resource management. More specifically, the advantages of
career planning and development for an organization include: i. Efficient career planning
and development ensures the availability of human resources with required skill,
knowledge and talent. ii. The efficient policies and practices improve the organization’s
ability to attract and retain highly skilled and talent employees. iii. The proper career
planning ensures that the women and people belong to backward communities get
opportunities for growth and development. iv. The career plan continuously tries to
satisfy the employee expectations and as such minimizes employee frustration. v. By
attracting and retaining the people from different cultures, enhances cultural diversity. vi.
Protecting employees’ interest results in promoting organizational goodwill.

Limitations of Career Planning :

Limitations of Career Planning 1. Dual Career Families: - With the increase in career
orientation among women, number of female employees in on increase. With this, the
dual career families have also been on increase. Consequently, one of those family
members might face the problem of transfer. This has become a complicated problem to
organizations. Consequently other employees may be at disadvantage. 2. Low ceiling
careers: -Some careers do not have scope for much advancement. Employees cannot get
promotions despite their career plans and development in such jobs. 3. Declining Career
Opportunities: -Career opportunities for certain categories reach the declining stage due
to the influence of the technological or economic factors. Solution for such problem is
career shift. 4. Downsizing/De-layering and careers: - Business process reengineering,
technological changes and business environmental factors force the business firms to
restructure the organizations by de-layering and downsizing. Downsizing activities result
in fixing some employees, and degrading some other employees.