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CAREER PLANNING

Team Members

Bhavna Dhapola 10
Anushri Parkar 33
Kilpa Sangoi 46
Jean Fernandes 12
Adelbert Fernandes 11
Introduction
 Career: Herbert Simon defines career as
“an honourable occupation with one
normally takes up during his/her youth
with the expectation of advancement and
pursues it until retirement
 Career planning and development is a
means by which an organisation can
sustain or increase its employees
productivity and at the same time
preparing them for a changing world.
According to Milkovich and Boudreau
Career development = Career management + Career planning
Objective of career planning

 Identifying and making clear opportunities


available.
 To reduce employee turnover.
 To Increase productivity.
 To identify the career stages and enhance
the motivational level.
 To achieve the organisation’s goal by
providing the employees paths to reach
higher order needs.
Career Planning Flow & Stages
Career Planning Career Goals
Career Paths

Career
Feed Back

Career stages and Important needs


Needs Safety, Safety, Achievement Esteem Self
Security Security esteem, actualization actualization
Physiological autonomy

Age 20 25 30 45 55 65

Career
Stages Exploration Establishment Advancement Maintenance Retirement
Scope Of Career Planning

 Human Resource forecasting and planning


 Career Information
 Career Counseling
 Career Pathing
 Skill Assessment training
 Succession Planning
Types of Career Test

 Career Interest Test

 Personality Test

 Skill Test
CAREER ANCHORS
 Technical Competence
 Managerial competence
 Stability and Security
 Creativity and Challenge
 Freedom and Autonomy
 Dedication to a cause
 Lifestyle
Why a career plan could fail !
 Efforts are insincere
 Look for immediate benefits
 Lack of interaction with hired agencies
 Impracticability in introduction
 No system to evaluate
 Bureaucratic model of organization
Importance of career planning

 Involvement of the employer and


employee
 Employees need to be aware of the
organizational opportunities.
Case Study – Colgate Palmolive
 Employees fill the IDP Form
 The form is sent to the managers
 Employees and managers discuss
 Employees interests

 Strengths

 Trainings

 HR arrange for the training


Cadbury – Case study
 Early Career

 Mid Career

 Senior career
Early Career
 First 5 years of employment
 Management skills training
 Internal- short term placements
 Workshops
 Mentoring

Aim – Understanding of Business structure.


Mid Career
 Team Management trainings
 Strategic leadership trainings
 International opportunities
 Ongoing career dialogues

Aim – Equip with capability to lead teams,


develop and deliver business stratergies
Senior Level
 Highest level
 Approximately 150 members globally
 Global leadership conference
 Executive development programme
 External expert coaching

Aim – Support personal leadership styles to


set business stratergies.
Steps in Career planning
(Employee perspective)
 Make Career Planning an Annual
Event

 Map Your Path Since Last Career


Planning

 Reflect on Your Likes and Dislikes,


Needs and Wants

 Examine Your Pastimes and Hobbies


 Look Beyond Your Current Job for
Transferable Skills

 Review Career and Job Trends

 Set Career and Job Goals

 Explore New Education/Training


Opportunities

 Research Further Career/Job


Advancement Opportunities
Thank You