By

Sarabjeet
Vivek
Harish
Ashish
Mrunali
Job VS Career
Job : “What can I do now to make money?”

• Career : A chosen pursuit; a profession or occupation. A

person's progress or general course of action through life
or through a phase of life.
Career planning
Career planning is the process by which….

It is the life- long process a person goes through to

learn about himself such as
 purpose,
 personality
 interests
 skills
 talents
Importance of Career Planning
To secure the right man at the right job and at the
right time.

Deeper focus on an employee’s aims and aspirations.

People leave an organization due to lack of career growth

Cont..
Growth of an organization is naturally linked with the
growth of an individual .

Significant motivator.

Key retention tool

Impact of Career Planning
Individual Career Planning

Self-Assessment

Audit Results Explore Information

Action Plan Explore Opportunities

Make Decision
Individual Career Planning

Step 1: Self- Assessment

 Process of gathering information about self in order to
make an informed career decision

What are my motivating skills, interests & values?

What new learning do I want?

What work-life role do I want?

Which work environment am I most suited to?

Individual Career Planning
Step 2: Explore Information
 Process of assessing the data gathered about self and
exploring it with an open perspective

How do I consolidate my self-assessment information?

How do I use self-assessment data to develop options?

Are these options compatible with my lifestyle?

Do I have any barriers/constraints at this point?

Individual Career Planning
Step 3: Explore Opportunities
 Gathering career information which includes-
employment outlook, salary, education, training &
job duties

What work-life options are available to me?

Who can I ask for guidance?

How can I check my work-life options?

Individual Career Planning
Step 4: Make Decision
 Process of decision-making for future career option

Has the technique been adopted by me for deciding

on my career option a valid one?

Who will listen to me and assist me with my decision

making ?
Individual Career Planning
Step 5: Action Plan
 Develop the steps needed to take in order to reach your goals

Have I planned what I need to do now and later?

What support is available to me to assist me in making it

happen?

How do I market myself?

What should I put in my resume?

Do my interviewing and negotiating skills need improving?

Individual Career Planning
Step 6: Audit Results
 By working through the earlier steps develop a better
understanding of ones career situation and audit the
results

Have my expectations been met?

Are the results beneficial to me?

What can I do to retain the benefits

What have I learnt from the transition process?

Elements of effective Career
Planning in Organization
Role in Career Planning
Individual / Employee
1) Accept responsibility for your own career
2) Assess your interests, skills, and values
3) Seek out career information and resources.
4) Establish goals and career plans.
5) Utilize development opportunities 6) Talk
with your manager about your career
Cont.
Manager
1) Provide timely and accurate performance
feedback.

2) Provide development assignments and support.

3) Participate in career development discussions

with subordinates.

4) Support employee development plans.

Cont.
Employer
1) Communicate mission, policies and procedures

2) Provide training and development

opportunities including workshops.

3) Provide career information and career

programs

4) Offer a variety of career paths.

Cont.
5) Provide mentoring opportunities to support
growth and self direction.

6) Provide employees with individual development

plans.
Advantages Of Career Planning

For Organizations:
 Availability Of Human Resources

 It Ensures That The People Belonging To

Backward Communities Get Equal
Opportunities For Growth And
Development.
 Enhances Cultural Diversity

 Promote Organizational Goodwill

Results Of Career Planning
More realistic approach of what is expected
of them
Supervisory roles in career counseling are
clarified
Personal career planning ability is increased
Human Resource Systems are effectively
utilized.
Case: Innovative Career Plan at
AT &T
A unique company initiative at AT&T is on internal
labor pool of more than 600 contract workmen.
On selection, they are offered permanent positions at
Resource Link and retain same salary and benefits.
Cont..
AT &T is reaping innumerable benefits and
successfully been able to retain and develop talented
employees.
Case: Innovative Career Plan at
Motorola India

Number one employer by choice.

Mantra-talent acquisition with respect to long term

prospects of an employee’s career.
Informing employee’s of career opportunities
throughout the corporation & encouraging qualified
employees to seek the coveted positions.

Formula for success- 4E’s + 1E

( Envision, Energize, Execute, Edge + Ethics)
Case: Innovative Career Plan at
Motorola India
Performance culture- “Pay for Performance”
Philosophy

Training & development

Objective of program- to provide a perfect blend

of formal training & informal activities to equip
them with the skills.
Motorola US
The Motorola Career Planning Information on CD-
ROM
HR 2000 Programme
An intensive 3-week orientation to Motorola culture,
values, goals and initiatives.
An 18-month training program consisting of at least 3
rotations in at least 3 different sectors
Case: Innovative Career Plan at
HSBC
The executive career development program of HSBC
in India- four and half year period.

Training on various aspects of banking by projects.

Objective of program- to provide a perfect blend of

formal training & informal activities to equip them
with the skills.
Case: Innovative Career Plan at
HSBC

The executive career development program provides

them with cross-functional exposure trough postings
to a variety of job’s in personnel banking, credit, cash
management .
Accenture
All Accenture employees have career counsellors,
typically two levels above them in the hierarchy,

It has set up an In-house Event Management arm and

employees who take part in clubs and special interest
groups ranging from sports to corporate social
responsibility
Accenture
Empowered Employees: Employees at relatively
junior levels are empowered to take decisions and
managers running even 100-person units are
allocated budgets to run their businesses.

Career Mobility: Employees are allowed to make

their own career choices; there is no compulsion
to choose the orthodox vertical approach.
Marriott Hotels India

All associates, right from the senior management to

the junior most, are equally divided into four houses.
THE END