welcome

Jithin.k.m
Roll.no.25
 Career Planning

A Career plan is a blue print in which the entire

career of employees is mapped out from the point of
their entry into the point of their retirement from the
organizational steps.
• Planning the career is not an easy matter .Successful
career planning requires that every individual should set
realistic goals,determine the strenght and weakness in
his job performance and develop skills that make him
marketable.Before planning the career,every individual
ask himself the following questions
(i) Who am I ?
(ii) Where do I want to go ?
(iii) How can I get there ?

To answer these questions,he must make a careful self

assessment of his needs,interests,values and abilities
• From the point of view of individual,career planning is the
process by which one fixes career goals and lays down
the path to these goals.Its purpose is to provide
continuity,order and meaning to a person’s life.

• In case of a Lecturer here career path goes through

Asst Prof - Associate Prof – Prof –Head/ Dean of faculty
– Pro vice chancellor – Vice chancellor
• From the organisation’s point of view , career planning
means helping the employees to plan their careers in
terms of their capacities within the context of
organisation’s needs

• Career planning provides an answer to an employee’s

question as to where he will be in the organisation after
five years or ten years.
 Need and Objectives of Career Planning

• To attract competent persons and to retain them in the

organisation
• To provide suitable promotional opportunities to the
present work force
• To enable the employees to develop and make them
ready to meet the future challenges
• To correct mistakes in employee placement
• To improve motivation and morale of employees
• To reduce employees dissatisfication and turnover
 Steps In The Career Planning
Process
• Preparing Personnel Skill Inventories
The first step is to prepare personnel skill inventories, which contains
data on employees skills and career goals .
In addition,there are required data banks,which provide the following
information.
d. The Organisation structure and the persons manning different positions
in the Org,their age,education,experience, training and career
goals,status,duties and responsibilities.

b. The performance record and ratings, interpersonal abilities of the

employees

h. Their preferred location,desires and constraints.

d. To know whether the existing manpower is short of or is in surplus to

requirements.
e. Futurerequirement of manpower for expansion or
diversification of the company or for natural wastages
like death ,disability, retirement ,discharge and dismissal,
resignation . etc

After preparation of personnel skill inventories and

additional data,it is necessary to develop career paths for
employees
Developing Career Paths

• These are flexible lines of progression through which employees

typically move .Career paths are logical mapping out of jobs, which
represent a potential progression track that an employee may follow
over time .Such mapping of job progressions are done in the form of
career ladders by clubbing together similar lines of occupations in
job families . Job families are groups of homogenous jobs, i.e, jobs
with similar characteristics .
Career Paths For Marketing Jobs

General Manager(Sales)

Sales Manager
Domestic Sales

Officer
Domestic Sales

Executive
Domestic Sales
 Put the Right Man at the Right Place

• The third step in the career planning process is to identify

suitable employees who have the ability,potential and
willingness to take up higher responsibilities and rise up the
organizational ladder .For this,most of the organizations have
performance appraisal and merit rating system.This system
enables organizations to compare the performance measures
of different individuals in terms of job requirements and helps
in identifying training requirements,selecting for promotions,
providing financial rewards,etc
Impart Training

• The next step in the career planning process is

formulation and implementation of training and
development programmes.Such programmes should be
designed in such a manner that they can improve
technical and conceptual skills of employees, particularly
in those areas,which have been identified as deficiency
through the performance appraisal system .
• For continuous change in environment it is also
necessary to constantly renew and update the
knowledge and skills to the employees to make them
adapt to the changing requirements.
Review of Career Plan
• For increasing the effectiveness of career planning,
a periodical review should be undertaken so that the
employee may know in which direction the organisation
is moving,what changes are likely take place and what
resources and skills he needs to adapt to the changing
organisational requirements

. It is the checking of effective utilisation of human

resources by making employee’s abilities to the
demand of job and his needs to the rewards of the job
• Following question may be asked during the
review process

• Was the classification of the employee’s justified ?

• Are the job descriptions proper ?
• Is there any employee unsuited to his job ?
• Are the training and development programmes
adequately ?
 Reference
Human resource management-
T.N.Chabra

Human resource planning-

Deepak kumar bhattachariya