Career planning Career all jobs held during ones

Career planning

• Career : all jobs held during ones working life. • Career goals: future positions one tries to reach as part of a career. • Career paths: flexible lines of progression through which employees typically move. • Career anchors: distinct patterns of self perceived talents, attitudes, motives & values that guide & stabilise a persons career after several years of real world experience & feedback

• Career planning: process by which one selects career goals & the path to those goals. • Career development: personal actions one undertakes to achieve a career plan. • Career planning & development: extending help to employees to form realistic career goals & the opportunities to realize them. • Career counseling: process of advising employees on setting career goals & assisting them find suitable career paths.

• Career counseling: process of advising employees on setting career goals & assisting them find suitable career paths. • Career management: continuous process of setting career goals formulating & implementing strategies for reaching the goals & monitoring the results. • Reality shock: period that may occur at initial career entry when new employees high job expectations confront the reality of a boring, unchallenging job.

• Plateauing: A condition of stagnating in ones current job • Mentor : someone who extends informal career advice & assistance.

Career planning • Career: All the jobs held by a person during his working life. • Sequence of separate but related work activities that provide continuity , order & meaning in a persons life.

Career planning • Career planning can be defined as a systemic process by which one decides his/her career goals & the path to reach these goals. • Career goal: future positions one strives to reach in his career. • Career path: sequential & progressive path or line through which one moves towards his career goal.

• Career planning is a managerial technique for mapping out entire career of employees from employment stage to retirement stage. • Involves discovery, development, planned employment & reemployment.

Career stages • • • Exploration Establishment Mid career Late stage

Need & objectives of career planning • Attract & retain talent by offering careers not jobs • Use human resources effectively & Achieve greater productivity. • Reduce employee turnover • Improve employee morale & motivation • Meet immediate & future human resource needs of the organization on a timely basis.

Benefits of Career Planning: 1. Career planning ensures a constant supply of promotable employees. 2. It helps in improving the loyalty of employees. 3. Career planning encourages an employee’s growth and development. 4. It discourages the negative attitude of superiors who are interested in suppressing the growth of the subordinates. 5. It ensures that senior management knows about the calibre and capacity of the employees who can move upwards. 6. It can always create a team of employees prepared enough to meet any contingency. 7. Career planning reduces labour turnover. 8. Every organization prepares succession planning towards which career planning is the first step.

Career planning process • Identifying individual needs & aspirations • Identification of organizational needs & opportunities • Assessment of individual strengths & weaknesses • Aligning needs & opportunities/Placement on career path • Periodic review of career plans