OBJECTIVES OF THE STUDY

1.To study the impact of organizational support on career planning and

development of employees.
2.To study the career planning of employees in banking industry.
3.To analyze the awareness of the employees about their career and
its development.
4.To suggest appropriate measures to improve the efficiency of employees

SCOPE OF THE STUDY

This study is made to know the Career Planning & Development Programs in
banking industry, that may have planned and implemented for the betterment
of employees. It also attempts to analyze the views and attitudes of Executives
on such programs.

LIMITATIONS OF THE STUDY

1. The study was restricted to banking industry.
2. This study is conducted with a sample size of 100 respondents.hence the
findings of this study cannot be generalized.
3. The findings of this study are subject the bias and prejudice of the
respondents. Hence objectivity cannot be ensured.
4. The accuracy of finding is limited by the accuracy of the statistical tools used
for the analysis.

Objective of Career planning

 To attract and retain the right type of person in the

organization.
To map out career of employees suitable to their ability
and their willingness to be
trained and developed for higher positions
To have a more stable workforce by reducing labour
turnover and absenteeism.
It contributes to man power planning as well as
organizational development and effective achievement of
corporate goals.
To increasingly utilize the managerial talent available at all
levels within the organization.
To improve employee morale and motivation by matching
skills to job requirement and by providing opportunities for
promotion.
It helps employee in thinking of long term involvement
with the organisation.
To provide guidance and encourage employees to fulfill
their potentials.
To achieve higher productivity and organizational
development.
To ensure better use of human resource through more
satisfied and productive employees.
To meet the immediate and future human resource
needs of the organization on the timely bases.
To identify positive characteristics of the employees.
To develop awareness about each employees
uniqueness.
To respect feelings of other employees.
To train employees towards team building skills.
To create healthy ways of dealing with conflicts, emotions
& stress.
To identifying & making clear opportunities available.
To reduce employee turnover.
To identify the career stages & enhance the motivational
level.

Career planning and development process

Identifying individual needs and aspirations:

Its necessary to identify and communicate the career goals, aspiration

and career anchors of every employee because most individuals may not
have a clear idea about these. For this purpose, a human resource
inventory of the organization and employee potential areas concerned.
Analyzing career opportunities:

The organizational set up, future plans and career system of the
employees are analyzed to identify the career opportunities available
within it. Career paths can be determined for each position. It can also
necessary to analyze career demands in terms of knowledge, skill,
experience, aptitude etc.

Identifying match and mismatch:

A mechanism to identifying congruence between individual current

aspirations and organizational career system is developed to identify and
compare specific areas of match and mismatch for different categories of
employees.
Formulating and implementing strategies:

Alternative action plans and strategies for dealing with the match and
mismatch are formulated and implemented.
Reviewing career plans:

A periodic review of the career plan is necessary to know whether the

plan is contributing to effective utilization of human resources by
matching employee objectives to job needs. Review will also indicate to
employees in which direction the organization is moving, what changes
are likely to take place and what skills are needed to adapt to the
changing needs of the organization.

CAREER PLANNING & DEVELOPMENT STAGES

EXPLORATION
ESTABLISHMENT
MID-CAREER STAGE
LATE CAREER
DECLINE STAGE
Apprenticeship phase
Advancement phase
Maintenance phase
Strategic thinking phase
Retirement phase

Exploration:
Almost all candidates who start working after college education start around
mid-twenties. Many a time they are not sure about future prospects but take up a
job in anticipation of rising higher up in the career graph later. From the point of
view of organization, this stage is of no relevance because it happens prior to
the employment. Some candidates who come from better economic background
can wait and select a career of their choice under expert. guidance from parents
and well-wishers.
Establishment:
This career stage begins with the candidate getting the first job getting hold of
the right job is not an easy task. Candidates are likely to commit mistakes and
learn from their mistakes. Slowly and gradually they become responsible
towards the job. Ambitious candidates will keep looking for more lucrative and
challenging jobs elsewhere. This may either result in migration to another job or
he will remain with the same job because of lack of opportunity.
Mid-Career stage:
This career stage represents fastest and gainful leap for competent employees
who are commonly called climbers. There is continuous improvement in
performance. On the other hand, employees who are unhappy and frustrated
with the job, there is marked deterioration in their performance. In other to
show their utility to the organization, employees must remain productive at this

stage. climbers must go on improving their own performance. Authority,

responsibility, rewards and incentives are highest at this stage. Employees tend
to settle down in their jobs and job hopping is not common.
Late-Career stage:
This career stage is pleasant for the senior employees who like to survive on the
past glory.There is no desire to improve performance and improve past records.
Such employees enjoy playing the role of elder statesperson. They are expected
to train younger employees and earn respect from them.
Decline stage:
This career stage represents the completion of ones career usually culminating
into retirement. After decades of hard work, such employees have to retire.
Employees who were climbers and achievers will find it hard to compromise
with the reality. Others may think of life after retirement
Apprenticeship phase
When young professionals enter an organization with technical knowledge
but often without an understanding of the organizations demands and
expectations. Consequently, they must work fairly closely with more
experienced people . the relationship that develops between the young
professionals and their supervisors is an Apprenticeship. This is also known as
Establishment phase
Advancement Phase
Following the establishment phase is the advancement phase which lasts
approximately from age 30 to 45. At this phase mostly employees are less
concern or safety and more concern for achievement, esteem and autonomy.
Maintenance Phase
Following the advancement phase. This period is marked by efforts to stabilize
the gains of the past. They are expected to become the mentors of those in
apprentice ship. A Mentor Relationship has been defined as the relationship
between an experienced employee and junior, where the experienced person
helps the junior person by sharing information gained through experience
with the organization and this kind of relationship is expected to contribute to
juniors employees instructions, job performance &retention. (Ex)
Strategic thinking Phase:

Its fundamental characteristics involves shaping the direction of the

organization itself. Although we usually think of such activity as being
undertaken by only one individual in anorganizationits Chief Executive in fact,
it may be undertaken by many others. (Ex)
Retirement Phase
The individuals has completed one career, and he/she has move to another one.
During this phase the individual may have opportunities to experience selfactualization through activities that it was have impossible to pursue while
working like painting, gardening,volunteer service and quiet reflection etc;
are the positive avenues that have been followed by retirees.

Succession Planning - A 5 Step Process

Step 1: Identify critical positions

Critical positions are the focus of succession planning efforts. Without these
roles, the department or agency would be unable to effectively meet its business
objectives. Workforce projection data or demographic analysis is essential in
identifying risk areas. A risk assessment may also be conducted and compared
to current and future vacancies to identify critical positions within your
organization.
Step 2: Identify competencies

A clear understanding of capabilities needed for successful performance in key

areas and critical positions is essential for guiding learning and development
plans, setting clear performance expectations, and for assessing performance.
By completing the process of competency or position profiling within your
organization, current and future employees gain an understanding of the key
responsibilities of the position including the qualifications and behavioural and
technical competencies required to perform them successfully.
Step 3: Identify succession management strategies

Now that critical positions have been identified and have been profiled for
competencies, the next step is to choose from a menu of several human resource
strategies, including developing internal talent pools, onboarding and
recruitment to address succession planning.
Step 4: Document and implement succession plans

Once strategies have been identified, the next step is to document the strategies
in an action plan. The Succession Planning: Action Plan provides a mechanism
for clearly defining timelines and roles and responsibilities.
Step 5: Evaluate Effectiveness

To ensure that the department or agencys succession planning efforts are

successful, it is important to systematically monitor workforce data, evaluate
activities and make necessary adjustments.

Components of the effective career planning and

development process include:
Being self-aware:
To have an effective career you must be aware of your personality, interests,
aptitude, self-concept, skills, etc. Most people try to learn about these by
reflecting on their experiences. However, there are many other activities and
instruments that can aid you in this process. These involve creating situations
that will prod you to intensively reflect on yourself and on your career
objective.
Getting information on available opportunities:
To develop a career path, you need to know what opportunities are available
and how you fit into them. For this, you need to keep a track of the emerging
jobs, the changing face of technology and its effect on employment, the kind
of expertise available in the market for different employment opportunities,
etc.

Preparing for the opportunities:

Preparation for opportunities has two aspects: domain related and nondomain related. The former would require updating your subject knowledge
and finding out how it can be applied. The latter includes soft skills such as
interpersonal skills, communications skills, teamwork skills etc. To facilitate
the process one must undergo skill assessments, network with professional
groups and research organizations, do projects with organizations, read
business magazines, etc.

Developing ones career:

Career development happens when you are fairly confident of your career
objective and career plan. Before you reach this phase, you might have
hopped from one career to another and in the process might be surer of
which career best suits you. If you are still unsure of the career most suitable
for you, you can undergo career counseling. Career development may
require you to create assignments for yourself (challenging your limits),
reflect on and enrich your assignments, develop conceptual models relevant
your task area, and so on.
To have an effective career you have to undergo all these components

Importance of career planning and development

Until recently, employees could join an organisation fully expecting to stay
with it for their entire career. Now, life-long careers are a thing of the past.
Some naive employees still feel that they are immune to the on going reductions
because they are doing good work and adding value to the organisation.
However, increasing competition, rapid technological change, relentless
restructuring and downsizing mean that high performance no longer protects
employees from dismissal. People increasingly will move from opportunity to
opportunity without regard for traditional job boundaries. Some experts predict
that soon full-time careers will no longer be the norm.
Realistic career planning forces employees to be proactive and to anticipate
problems and opportunities. It does this by making them establish and examine
their career objectives. Career planning and development involves two
processes career planning (employee centred) and career management
(organisation centred).Career management is integral to HR planning, but HR
planning and/or career management do not exist or are not integrated in some
organizations.
Ideally, career planning and development should be seen as a process that
aligns the interests and skills of employees with the needs of the organisation.
This means that careers must be managed strategically so the skills demanded
by the organizations strategic business objectives are understood and a work
force with a matching profile of skills is developed. Career planning and
development play a major part in ensuring that the organisation has a
competitive and knowledgeable work force.

ADVANTAGES OF CAREER PLANNING AND

DEVELOPMENT
In fact both individuals and the organization are going to benefit from
career planning and development. So the advantages are described
below:
For Individuals
1. The process of career planning helps the individual to have the
knowledge of variouscareer opportunities, his priorities etc.
2. This knowledge helps him select the career that is suitable to his life
styles, preferences,family environment, scope for self-development etc.
3. It helps the organization identify internal employees who can be
promoted.
4. Internal promotions, up gradation and transfers motivate the employees,
boost uptheir morale and also result in increased job satisfaction.
5. Increased job satisfaction enhances employee commitment and creates a
sense of belongingness and loyalty to the organization.
6. Employee will await his turn of promotion rather than changing to
another organization.This will lower employee turnover.
7. It improves employees performance on the job by taping their potential
abilities and further employee turnover.
8. It satisfies employee esteem needs.

For Organizations
A long-term focus of career planning and development will increase the
effectiveness of human resource management. More specifically, the advantages
of career planning and development for an organization include:

1. Efficient career planning and development ensures the availability of

human resources with required skill, knowledge and talent.
2. The efficient policies and practices improve the organizations ability to
attract and retain highly skilled and talent employees.
3. The proper career planning ensures that the women and people belong to
backward communities get opportunities for growth and development.
4. The career plan continuously tries to satisfy the employee expectations
and as such minimizes employee frustration.
5. By attracting and retaining the people from different cultures, enhances
cultural diversity.
6. Protecting employees interest results in promoting organizational
goodwill.

Conclusion
Career planning and development programs as we find from the study
plays crucial role in employee as well as organizations development.
Career planning is an integral part of every organization. It motivates
and inspires employees to work harder and keeps them loyal towards
the organization. Career planning helps an employee know the career
opportunities available in organization. This knowledge enables the
employee to select the career most suitable to his potential and this
helps to improve employees morale and productivity. On the basis
questionnaire and personal interviews with the employees It was also
found that promotion is the major reason that sticks them with the
current job. Employees also prefer sound recognisation as well as
proper training. So for conclusion, the objectives of the study, to get
the overall knowledge about actually what the career planning and
development is, the scope of such programs in the banking
industry are adequately fulfilled. And study concludes that in banking
industry because of its monotonous task and due to tough pressure as
well as more stress and frustration, need to be handling the careers of
most valuable asset that is the People. Conclusively that was
worthwhile to choose such topic as project, which is not only
important for an employee and employer, But for the researcher also
to select the career, a in particular line and may be a particular
industry in which one wants to make the career and get enough
chances of advancement in career

HR planning for career planning & development

Employees and organizations are paying more attention to career planning and
development because:
Employees are increasingly concerned about their quality of life
There are EEC legislation and AA pressures
Educational levels and employee aspirations are rising
Workers are making the transition from vertical careers to lateral careers
Organisations have an increasing sense of obligation to employees. The most
valuable thing that a business can give its members, says handy, is no longer
employment but employability, the security of a saleable skill.
Shortages of skilled workers is producing a global talent war

Career plateau

A career plateau refers to that point in an employees career at which the

probability of an additional promotion is minimum. When this happens,
employees find themselves blocked and unable to achieve further advancement.
If an employee is to avoid plateauing, it is critical that he or she have the ability
to adapt and develop in the face of change or transition. Employees are
now reaching plateaus earlier in their careers than did their predecessors and
far earlier than their own expectations [so] it is important for organizations
and individuals to prepare to cope with the phenomenon successfully,
particularly when the signs of an impending plateau are observed. The risk
of obsolescence is less if organizations accept responsibility for employee
development and if employees are prepared to invest time in their development
Unfortunately women and minorities often find themselves excluded from
mentoring relationships. This is because mentoring is frequently based on
personal relationships built up outside working hours.
Ingratiation Ingratiation may be an effective career strategy, especially when associated with
competence
Development Ongoing expansion of skills and knowledge makes an employee more valuable
an, therefore, more attractive to the organisation
International experience International experience is increasingly a key to career success (particularly
for those aspiring to top management).
Language skills The internationalisation of business and the development of global business
centres demand that fast-track managers possess not only good English skills
but competency in a second (or third) language.
Computer and Keyboard skills To have a competitive advantage, computer literacy is a must. High skilled
employees must be technology capable.
Networking It is extremely important for an employee to build a network of contacts who
are likely to be useful to his or her career development.
Goal setting -

Successful career planners are self motivated, self starters who are hard
working, and most important of all, goal directed. They have established what
goals they want to achieve and how to go about it
Financial Planning Skills Today savvy employees know there are no life long employment guarantees.
Golf Golf is at the centre of business, especially in Asia where most major business
deals are concluded on the golf course. The golf course is now called the
boardroom of the new millennium because business discussions that start on the
golf course often end up in the boardroom
AppearanceThere is ample evidence to indicate that appearance plays an important role in
compensation and career success.

Summary

Increasing competition, accelerating change and relentless restructuring have

made career planning and development critical for both organisations and
employees. Effective career planning is essential for employees if they are to
fully achieve their career objectives. Organizations, in turn, must realize a
better match between employee career aspirations and job opportunities to
obtain the supply of qualified human resources needed to achieve strategic
organizational objectives.
Although some HR departments provide assistance via information and counsell
ing, the primeresponsibility for career planning is with the employee. Important
factors contributing to successful career development include performance,
exposure, sponsorship, personal development, international experience,
networking and goal setting. A career plateau is reached at some stage in an
employees career when further promotions or opportunities are unavailable. At
this stage, the employee may require out placement counselling. Conducted by
specialists, this counselling is designed to help a terminated employee locate a
new career.
A career in HRM provides opportunities for both generalists and specialists.
Remuneration for HRM personnel is improving but has generally lagged behind
that for other functions. Working conditions are generally good. Increasingly
employers are demanding tertiary qualifications for positions in HRM. It is also
desirable to have some experience in line management before entering a HRM
position. Membership with the AHRI provides accreditation and access to
professional conferences, seminars, workshops and publications

Roles in career planning & development

Individual
Manager
Employer

Individual
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
7) Follow through on realistic career plans.
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.
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.
5) Provide career oriented performance feedback.
6) Provide mentoring opportunities to support growth and self direction.
7) Provide employees with individual development plans.
8) Provide academic learning assistance programs.

Steps for career planning & development

Reflection and self-evaluation assessment

Implementation
Decision-making and goal setting
Gaining experience
Preparation

Exploration: sophomores

Reflection and self-evaluation & Assessment :

Get to know yourself - Begin to identify your values, interests,
skills, personal traits and career satisfiers in order to identify
the ingredients of a good career "fit
The first step in career planning should be to gather information about yourself
to assist in making a decision about a career. Meet with a career coach for help
with self-assessment and early planning.Complete online assessment tool, Type
Focus. Begin to identify majors that fit your interests and abilities.Create a draft
resume and have a CEC career coach review it.
Exploration: sophomores
Explore and research career possibilities - Learn the
connections between courses, concentrations and careers, and
discover the benefits of experiential learning. Learn how to
The second step in career planning is to explore and research your options.
Exploring takes your self-assessment a step further by looking at your personal
interests, skills, values, and work-life needs and narrowing down areas of
possibilities.Conduct career research and gather information from the Simmons
Library and other valuable online resources.Gather information on different
fields, industries and companies. Decide on a major and learn what career paths
a major can offer.Conduct informational interviews with people in fields that
interest you. Explore opportunities to gain relevant work experience, such as
internships, summer jobs, or volunteer work

Implementation:
Develop and implement your job search or graduate school
strategy - Develop the skills you need to accomplish your goals
This is the step in the process where you implement what you have learned and
move forward towards a new job or more advanced education. You should also
continue to evaluate your options and make adjustments as needed. Sharpen

your job search skills and develop a list of potential employers.Prepare for
interviews and practice interviewing skills with a mock interview.Network with
friends, parents, faculty, alumnae/i and others.Gather graduate school
application materials and write a personal statement.Attend events such as
career fairs, company presentations and career-related forums with alumnae
Decision-making and goal setting:
Make an informed and meaningful career decision - Gain insight
into necessary professional development skills to be successful
After having completed your self-assessment and explored your options you
should be ready to make some career decisions. The question now is how you
will decide. Analyze job offers/graduate school admissions and weigh your
options. Meet with a career coach to walk through your decision-making.
Consider the practical aspects of life after Simmons, and attend the senior series
in the spring to help make this transition. Join the Simmons alumnae/i network,
Alumnet and LinkedIn, a social networking site for professionals.Learn and
practice the basics of negotiating
Gaining experience:
Career related experience can help you develop the skills,
abilities and knowledge to solidify your career goals
Career internships can help students clarify career goals and gain experience in
professional fields. Sophomores and juniors may apply to the endowed Ladd
Internship Program, which places selected students into eight- to 10-week
summer positions with companies and organizations in a broad spectrum of
industries. Participating in an internship can help you to determine whether or
not you want to pursue a career in a specific field, as well as giving you
valuable experience to add to your resume

Preparation:

Develop your resume and cover letter writing skills. Refine your
career goals and strategy Through informational interviewing, internships, and relevant
part-time and summer jobs, "test the waters" and determine a
potential career direction
Revise and finalize an effective resume.Develop your cover letter.Research
graduate schools and visit campuses.Learn to present your goals and skills in a
two minute "infomercial".Conduct informational interviews and build your
network.Obtain an internship

limitations of career planning & development

Despite planning the career, employees face certain
career problems. They are:
Dual Career Families:With the increase in career orientation among women, number of
female employees is on increase. With this, the dual career families
have also been on increase. Consequently, one of those family
members might face the problem of transfer. This has become a

complicated problem to organizations. Consequently other employees

may be at disadvantage
Low ceiling careers:Some careers do not have scope for much advancement. Employees
cannot get promotions despite their career plans and development in
such jobs.
Declining Career Opportunities:Career opportunities for certain categories reach the declining stage
due to the influence of the technological or economic factors. Solution
for such problem is career shift
Downsizing and careers:Business process reengineering, technological changes and business
environmental factors force the business firms to restructure the
organizations by and downsizing. Downsizing activities result in fixing
some employees, and degrading some other employees. Career
planning can become a reality when opportunities for vertical mobility
are available. Therefore, it is not suitable for a very small organization.
Others:Several other problems hamper career planning. These include lack of
an integrated human resources policy, lack of a rational wage structure,
absence of adequate opposition of trade unions, lack of a good
performance reporting system, ineffective attitudinal surveys, etc.