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8/14/2019 Career Developement & Succession Planning
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Submitted By……
UTTAM Kr. PATRA 112
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Exploration
Establishment
Mid career
Late career
decline
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They are distinct patterns of self-perceived talents,attitudes, motives and values that guide and
stabilized a person’s career after several years of
real-world experience and feedback.
Management competence Technical competence
Security
Creativity
Autonomy Dedication to a cause
Pure challenge
Life-style
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Career planning is a slow process andshould come as natural part of theorganizational culture. It should not beformalized or hurriedly introduced, as it
may give rise to chaos and problems.Attention should be paid to the careerdevelopment of employees on a systematic
basis.
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HRP is process of analyzing & estimating the need &availability of employee. But career planning assist in
finding those employees who could be groomed for
higher level position, on the strength of there
performance .
HRP gives valuable information about the HR for
expansion growth etc. On the other hand career
planning only give us picture of who cold succeed incase any major developments leading to death,
retirement, resignation of existing employee.
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Attract and retain talent by offering careers, not
job.
Use human recourse effectively and achieve
greater productivity.
Reduce employee turnover.
Improve employee moral and motivation.
Meet the immediate and future human recourse
needs of the organization on a timely basis.
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Individual career development:
Performance
Exposure
Networking
Leveraging
Loyalty to career
Mentor and Sponsors Key subordinates
Expand ability
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Self-assessment tools
Individual counseling
Information services
Job posting system, Skills inventory, Career ladders andcareer paths, Career resource center, etc.
Employee assessment programs Assessment center, Psychological tests, Promotability
forecasts, Succession planning, etc
Employee development program
Career programs for special group
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As the fastest pace in business development opened newdoors for the organizations’, it also brought challenges for Professionals and Professionals to be (Students), for their survival and career development for the changing picture
of future business.● The fluency in written and verbal communication,
particularly in presentations skills in English, becameeminent for business professionals and business
professionals to be (students), for bridging
communication gap.
● Evidently boosted demand of more trained, professionallyeducated and refined people for the competentorganizations.
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Succession planning is a strategic, systematicand deliberate activity to ensure an organizations future capability to fill vacancies consistentwith the merit principle. It specifically focuseson ensuring the availability and sustainability of a supply of capable staff that are ready toassume key or critical organizational roles asthey become available. Succession planningstrategies, which focus on developing employee
capability, ultimately enable organizations torespond to change more effectively.
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Customized to suit the needs of the organization.
Driven by the line function and not HR executives.
Develop key candidates, in anticipation of futureopenings.
Training& Development.
Take into account the culture of the organization.
Consistent with the future strategic direction of thecompany.
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Candidates are arbitrarily identified.
No strategic vision
Problem in dealing big picture.
Replacement may be far from ready to take over.
Promotions & employee aspirations.
lacks of transparency
portfolio split
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Education
and Training
Self Development
Competency driven
Strategically Targeted
Rotational Assignments
Results
1. Talent Driven
culture
2. Accelerated
Development3. Vision for future
advancement
Accountability
Measurability
CEO/ Leadership Commitment & Involvement
Accountability
Future Competencies Needed Alignedwith Strategic Plan
Succession Planning Model
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Source: Aberdeen Group, September 2006Tells about
the extent to which leadership job openings can be filled from
the internal pool
the av. no. of qualified candidates for each leadership position
the number of positions with two or more ‘ready now’candidates
the attrition rate from the succession pool
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