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Management trainee Asst. Manager Deputy Manager Manager Deputy General Manager General Manager
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Manpower Planning provides an inventory of skills and potentials available within an organization. But Career Planning determines who (on the basis of Performance and Potential) could be groomed for higher level assignments, where, when and how (i.e. after what kind of training).
Manpower Planning provides information about the human resources available within the organization for expansion, growth and technological innovations. But Career Planning only tells as to who could succeed in case of retirement, death, resignation, etc. of existing personnel.
Inventory of Human Resources Manpower needs in terms of number, type, skills, levels and time Changes in functions and activities, two, five or ten years hence.. Nature and extent of behavioral changes required to meet manpower needs. Availability of human resources within and outside the organization, training opportunities, training resources and training time.
Formulating and Implementing Strategies Changes in the career systems by creating new career paths Changing employee needs and aspirations to help scale down unrealistic goals and/or creating new aspirations Seeking new basis of integration through problem solving, negotiations and compromise Training and development to meet individual and organizational needs Reviewing career Plans
Succession Planning
Succession Planning
A Succession Plan is to fill key positions over time. It is essential for the survival and success of an organization. The purpose of Succession Planning is to identify and develop people to replace current incumbents in key positions in cases of resignation, retirement, growth etc. Succession can be from within or from outside the organization.
It is the process of ensuring a suitable supply of successors for current and future senior or key jobs It includes complicated activities like
Determining the projected need for managers and professionals by company level functions and skills Auditing current executive talent to project the likely future supply from internal sources Planning individual career paths based on objective estimates of future needs and assessment of potential Career counseling in the context of the future needs of the firm as well as those of the individuals
Relation between Career Planning and Succession Planning Career Planning and Succession Planning appear to be similar but not synonymous. Career Planning covers all levels of employees whereas Succession Planning is generally required for higher level of executives. Succession Plan involves identification of vacancies that are likely to occur in the higher levels and locating the probable successors.
Relation between Career Planning and Succession Planning Succession Planning facilitates continuity of the organization. Career Planning may consist of charts showing the career paths of different categories of employees showing how they can advance up in the organization. Succession Plan consists of a runner up chart or succession chart for a particular position such as General Manager.
Career Development
Career Development
Essential for implementing Career Plans Undertaken by individual employees and the organization to meet career aspirations and job requirements Every employee must accept his responsibility for development Career Planning and Organizational Career Planning will prove really useful if they are properly integrated
Organizational Career Planning Integrate short-term and long-term human resource needs Develop a career plan for each individual
Individual Career Planning Assess personal interests and abilities Collect data about organizational Opportunities Set career goals Develop a strategy to achieve career goals
Integrate organizational needs and individual career plans Designing individual career paths, create developmental Strategies and provide career counseling
Career Development Implement career plans Publicize job vacancies Appraise employee performance Employee development through on-and -off the job experiences Evaluate career progression
Problems in Career Development Dual Career Families Changing Family Needs Low Ceiling Careers Declining Career Opportunities
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Career Counseling
Career Counseling
Career Planning involves counseling individuals on their possible career paths and what they must do to achieve promotions. The need for such counseling arises when employees want to plan their own careers and develop or train themselves for career progression in the organization
To help individual concerned to develop himself by giving him some idea of the direction in which he ought to be heading To help individuals to study and understand the world in which they live To provide guidelines to help him understand more clearly and develop his thinking and outlook To provide guidance about opportunities for greater personal satisfaction, pleasure and happiness To understand the forces and dynamics operating in a system
Career Stress
Many employees experience stress at work which may be damaging to the individual and to the organization.
Management Help
Stress Management Program Clarification of uncertainty Increasing the level of participation Job switch Gainful occupation after retirement
TO REVIEW
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CAREER
A Career is all the jobs that are held during one s working life A Career path is the sequential pattern of jobs that form a career Career goals are the future position one strives as a part of a career Career Planning is the process by which one selects career goals and the path to these goals
Career Development
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 organisation to satisfy employee needs while allowing individuals to achieve their career goals
Accelerated promotions with development targets against future needs of the business Performance related training and development to prepare individuals for future roles as well as current responsibilities Planned strategic recruitment to fill short term needs and to provide people to meet future needs
Career Defined
The sequence of positions held by a person during his or her lifetime. The Way It Was
Career
Development
Provided
for information, assessment, and training Helped attract and retain highly talented people
Now
Individualsnot
the organizationare responsible for designing, guiding, and developing their own careers.
Boundaryless Career
A
career in which individuals, not organizations, define career progression and organizational loyalty