Career Planning
Learning outcome….
What is career planning ?
Career planning process
Importance of career planning
Career planning done by : Individuals Organizations
Guidelines
What is career??
Job vs. Career Job – “What can I do now to make
money?”
Career – Chosen Profession for your life. Requires a willingness to get the training needed to build your skills for the future.
A career is the work a person does. It is the sequence of jobs that an individual has held throughout his or her working life E.g. occupation of nursing, store manager etc.
Career planning what’s that??
“Career planning consists of activities and actions that you take to achieve your individual career goals”
Deeper insight …
It is the life- long process a person goes through to learn about himself such as purpose,
personality
interests
skills
talents
Develop a self- concept, learn about careers, and work situations
Make a career choice, while developing and coping social skills
Career planning : An ongoing process
Here You… Explore your interests
and abilities Strategically plan
your career goals Create your future
work success by designing learning and action plans to help you achieve your goals.
How important is career planning?
People leave an organisation due to lack of career growth
Deeper focus on an employee’s aims and aspirations
Degree of clarity Helps in identifying handicaps & the
blind spots to overcome Significant motivator Key retention tool Critical human resource strategy
The top management
view it as a view it as a
tool fortool for
succession planningsuccession planning
The manager
sees career sees career planning planning
as a retention as a retention AndAnd
motivational motivational tooltool
A typical Employee
views a careerviews a career planning planning
ProgrammeProgramme as a path toas a path to
upward upward mobilitymobility
Win-Win situation for all
Whose responsible for planning ones career??
Individual
Self Assessment
Academic/ Career options
Relevant /PracticalExperience
Job Search Individual career planning process
1. Self- Assessment
Aware of the interrelationship between self and occupational choice
Start by: Learning interests, abilities,
skills, and work values Listing accomplishments Understanding physical and
psychological needs Assessing aspirations and
motivation level Deciphering personal traits
and characteristics
Personality
Interests Abilities
Values
2. Academic / Career options Investigate the world of work in
greater depth, narrow a general occupational direction into a specific one
Start by: Learning academic and career
entrance requirements Learning related majors and
careers to one's interests Investigating education and
training required Learning skills and experience
required Planning academic and career
alternatives Learning job market trends
3. Relevant / Practical experience
Gain practical experience through internships, cooperative education etc..
Start by:
Testing new skills and try diverse experiences
Deciding the type of organization in which to volunteer or work
Assessing likes and dislikes of work values, skills, work environments,
Assessing if additional/different coursework or skills are needed for your targeted career goals
4. Job Search
Start by: Learning how to prepare resume and cover
letters, and complete employment applications Learning and implementing job search
strategies Learning and practicing interviewing skills Narrow your choices
Career Planning is NOT…
Leaving the decision to chance
Getting information and never deciding
Going along with someone else’s plans
It’s OUR future. WE need to make our career decision!!
ANNOTATED OUTLINE11-2
The concept of career
A career comprises of a series of work related activities, that offer continuity, order and meaning to a person’s life. The underlying idea behind a career is that a person can shape his destiny through a number of well planned and well timed, positive steps. The success of one’s career, therefore, depends on the individual more than anything else.
Career And Succession Planning
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Career: Important features
A career develops over time
The success of one's career depends, most often, on one's own careful planning and timely steps taken at a right time
The important element in one's career is experiencing psychological success.
The typical career of a person today would probably include many positions and transitions.
Career And Succession Planning
11-5
Exploration: the transition that occurs in mid-twenties as one looks at work after college education, seeking answer to various questions about careers from teachers, friends etc.
Establishment: this is the stage where one begins the search for work,picks up the first job, commits mistakes and learns thereafter.
Mid-career: Between 35 and 50 one is typically confronted with a plateaued career, where your maturity and experience are still valued but there is the nagging feeling of having lost the initial fire in the belly
Late career: This is the stage where one relaxes a bit and plays an elderly role, offering advice to younger ones as to how to avoid career mistakes and grow continually.
Decline: This is the stage where one is constantly reminded of retirement, after a series of hits and misses.
Career And Succession Planning
Career stages
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Golden rules to be kept in mind while searching for a job
Career And Succession Planning
1. List all your wins and achievements, then draw a second list from it – highlighting different aspects of your personality. Do not underplay your achievements.
2. Seek help from all your contacts. Asking for help during job hunt is like asking for directions when you are lost. It is better to ask for directions than to stay lost.
3. Your resume should not be a condensed biographical sketch (nor a razzle- dazzle document) of your life and work. It must reveal your experiences, diverse skills
and vast knowledge in an appropriate manner.
4. Be ready to respond positively (“I can do that”) to tricky questions probing your knowledge and experience in a different area. Having a “can do” attitude can sometimes be more important than the actual experience. This way, one is sure to get at least interesting work where one can learn and get ahead.
5. Be it a war or an interview, before actually going full throttle, one needs to plan and prepare well and at the same time watch out for the unexpected. The best way out is to arm oneself with answers for all the possible questions.
Cont…
11-12
Identify individual needs and aspirations
Analyse career opportunities
Align employee needs with available career opportunities
Develop action plans
Carry out periodic review
Career And Succession Planning
The process of career planning
11-13
Career Development
Career And Succession Planning
Career development consists of the personal actions one undertakes to
achieve a career plan. The actions for career development may be initiated
by the individual himself or by the organisation
Individual career development: Some of the important steps that could help
employees achieve their career goals could be listed thus;
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Performance
Exposure
Networking
Leveraging
Loyalty
Mentors and sponsors
Key subordinates
Expanding capabilities over time
Career And Succession Planning
Individual career development
11-15
How to avoid big career mistakes while getting ahead?
After interviewing more than 2000 executives, E.D. Betaf has identified the following career mistakes-which would come in the way of someone who wants to get ahead.
Having no plan: Conflict is an inescapable path of organisational life. So if you are in conflict with someone who could derail your career-think twice
before getting into the soup. Instead work out the details of a plan that would help you move closer to those who matter in your workspot.
Lacking expectations: People who don’t understand what their employer would expect them to deliver are bound to miss the bus. Always better to read your job description, identify important tasks to be carried out, seek
clarifications from your boss and deliver things in tune with your boss’s instructions.
Being a loner: The golden rule of work is relationships, relationships and relationships. Friendly relationships help you move closer to your colleagues, make you an important member of a team and build long- lasting bonds with people in other departments as well. It’s far too risky to be a loner and expect your work to speak for itself. Having allies who speak well of your has an added benefit in that it increases your visibility to top management.
Career And Succession Planning
Cont…
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Career And Succession Planning
Advantages And Limitations Of Career Planning
Career planning offers significant benefits to both the individual and the
organisation. The employee has advance knowledge of available career
opportunities. He or she can set appropriate career goals and plan to
achieve them over a period of time. Organisations, too, can separate the
stars from the mediocre and reward the efforts of those who are hard
working and talented. This would, in turn, improve employer-employee
relations. On the negative side, for small scale units, career planning may
prove to be a difficult and costly exercise. Sometimes, local laws, union
pressures could upset career planning efforts. Not every company would
be able to resolve all career related issues successfully.
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Career And Succession Planning
Effective Career Planning
Effective career planning depends on a number of factors such as
Effective career planning Ensuring top management support
Setting appropriate corporate goals for human resources
Offering rewards for good performance
Placing employees depending on their talents, career aspirations etc
Laying down suitable career paths for all employees
Monitoring continuously to find where the organisation stands
Giving publicity to career related issues and actions
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Career And Succession Planning
Succession Management
Succession management focuses attention on creating and stocking pools of candidates with high leadership potential. It assures that key people are not just identified but also nurtured and developed into future leadership roles
Steps in succession management Identifying the shortage of leadership skills and defining the requirements
Identifying potential successors for critical positions
Coaching and grooming the 'star performers'
The interesting case of BAJAJ AUTO
Arm your successor
Begin at the edges
Start succession early
Prepare the organisation.
Acknowledgments http://careers.accenture.com/in-en/about/consulting/Pages/management-consulting-careers.aspx
http://www.careers.tcs.com/CareersDesign/Jsps/WorkingatTCS.jsp
http://articles.timesofindia.indiatimes.com/2010-01-09/india/28139161_1_nariman-s-point-junior-lawyers-final-list/2