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Career Planning &

Development
The Concept of Career
Objective view: The Concept of CareerA
career may be defned as all the positions
occupied by a person during his working life
Subjective view: There is also a sub!ective
element"in terms of where a person is
going in his or her work life"in the concept
of career
#mportant features

A career develops over time

The success of one$s career depends%


most often% on one$s own careful
planning and timely steps taken at a
right time

The important element in ones career is


e&periencing psychological success

The typical career of a person today


would probably include many positions
and transitions
Career Stages
'&ploration 'stablishment (id)career *ate career
Decline

+rom college +irst !ob ,ill performance The elder


Preparing
to work and being increase or statesperson for
accepted begin to retirement
decline-
Hi
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Lo
w

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Career Stages
'&ploration4 the transition that occurs in mid)twenties as one
looks at work after college education% seeking answer to
various 5uestions about careers from teachers% friends etc
'stablishment4 this is the stage where one begins the search
for work% picks up the frst !ob% commits mistakes and learns
thereafter
(id)career4 6etween 0/ and /1 one is typically confronted with
a plateaued career% where your maturity and e&perience are
still valued but there is the nagging feeling of having lost the
initial fre in the belly
*ate career4 This is the stage where one rela&es a bit and plays
an elderly role% o7ering advice to younger ones as to how to
avoid career mistakes and grow continually
Decline4 This is the stage where one is constantly reminded of
retirement% after a series of hits and misses
Career anchors

Career anchors 4 These are distinct patterns of self)


perceived talents% attitudes% motives and values that
guide and stabilise a person$s career after several
years of real world e&periences (ore about eight
career anchors
(anagerial competence
Technical competence
8ecurity
Creativity
Autonomy
Dedication to a cause
Pure challenge
*ife style
Career Planning

Career planning is the process by


which one selects career goals and
the path to these goals The ma!or
focus of career planning is on
assisting the employees achieve a
better match between personal goals
and the opportunities that are
realistically available in the
organi9ation
Objectives

Attract and retain talent

:se human resources properly and


achieve greater productivity

;educe employee turnover

#mprove employee morale and


motivation

(eet the current and future human


resource needs of the organisation
Process

#dentify individual needs and aspirations

Analyse career opportunities

Align employee needs with available


career opportunities

Develop action plans

Carry out periodic review


Career development

Career development consists of the


personal actions one undertakes to
achieve a career plan The actions for
career development may be initiated
by the individual himself or by the
organisation
Individual Career evelopment
Performance
'&posure
<etworking
*everaging
*oyalty to career
(entors and sponsors
=ey subordinates
'&pand ability
>rgani9ational Career Development
8elf)assessment tools4 Career ,orkshop and
Career work 6ook
#ndividual counseling
#nformation services
'mployee assessment programmes
'mployee developmental programmes
Career programmes for special groups
!eed for Career Planning and
evelopment
? 'very employee has a desire to grow and scale new heights
in his workplace continuously #f there are enough
opportunities% he can pursue his career goals and e&ploit his
potential fully
. @e feels highly motivated when the organi9ation shows him
a clear path as to how he can meet his personal ambitions
while trying to reali9e corporate goals :nfortunately% as
pointed out by Aohn *each% organi9ations do not pay ade5uate
attention to this aspect in actual practice for a variety of
reasons
0 The demands of employees are not matched with
organi9ational needs% no e7ort is made to show how the
employees can grow within certain limits% what happens to an
employee fve years down the line if he does well% whether
the organi9ation is trying to o7er mere !obs or long)lasting
careers% etc
B when recognition does not come in
time for meritorious performance and a
certain amount of confusion prevails in
the minds of employees whether they
are Cin$ with a chance to grow or not%
they look of greener pastures outside
/ =ey e&ecutives leave in frustration and
the organi9ation su7ers badly when
turnover fgures rise Any recruitment
e7ort made in panic to fll the vacancies
is not going to be e7ective
2 <ew employees mean additional
selection and training costs
6ridging the gaps through short)
term replacements is not going to
pay in terms of productivity
3 >rganisations% therefore% try to put
their career plans in place and
educate employees about the
opportunities that e&ist internally
for talented people ,ithout such a
progressive outlook% organi9ations
cannot prosper

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