You are on page 1of 17

CAREER DEVELOPMENT

CAREER
A Career denotes a succession of related jobs, arranged in a hierarchy of prestige through which persons move in an ordered, predictable sequence. A Career is more than just a job or sequence of jobs a person holds over a lifetime. It is the individually perceived sequence of attitudes & behaviors associated with work related experiences and activities over a persons life.

The processes and activities that prepares one for a job are parts of a career. The relationship of a persons self identity to work is a dimension of a career.

CAREER STAGES
Exploration Establishment Mid-career Late-career Decline

CAREER PLANNING
Career Planning is the process by which one selects career goals and the path to those goals.

It involves designing an organization system of career movement and growth opportunities for employees from the employment stage to the retirement stage.

It is not an event or end in itself, but a process of development of human resource.

Characteristics
Career planning is a process of developing human resources. It is not an end in itself but a means of managing people to obtain maximum results. It is a continuous process and not an event. The basic aim of career planning is integration of individual and organizational needs.

NEEDS AND OBJECTIVES


To attract competent persons and to retain them in the organization. To enable the employees to develop and make them ready to meet the future challenges. To provide suitable promotional opportunities to the preesnt workfoece. To correct mistakes in employee placements. To increase the utilization of managerial reserves within an organization. To improve motivation and morale of employees. To reduce employee dissatisfaction and turnover. To maintain age balance while taking employee up the career path.

PROCESS OF CAREER PLANNING


Preparation of human resource Inventory Identifying individual career needs Analyzing career opportunities Matching of employees needs with career opportunities Formulation & Implementation of training & development programme Review of career plan

BENEFITS
Career planning helps the individual have the knowledge of various career options, his priorities, etc. It helps the organization identify talented employees who can be promoted. It improves employees, performances on the job by tapping their potential abilities and stimulating their personal growth. Internal promotions, up gradations and transfers motivate the employees, boosts up their morale and also results in increased job satisfaction.

Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization. An organization with well designed career plans is able to have a better image in the employment market, and it will attract and retain competent people.

CAREER DEVELOPMENT
Career development denotes the personal actions one undertakes to achieve the career goals.

The most important requirement for career development is that every employee must accept his or her responsibilities for development.

Following are the steps of career development:

Steps:
Challenging initial jobs Dissemination of career option information Job posting Assessment centre Continuing education and training Periodic job changes Sabbaticals-leave granted at intervals

PROBLEMS FACED
Career planning can become reality only when opportunities for vertical mobility are available. It is not suitable for small organizations. Some careers do not have scope for much advancements. Employee cannot get promotions despite their career plans and development in such jobs. Interaction of career issues with the issues of life stages of an employee and his family, changing needs of employee throughout his life cycle complicate the career issues.

Systematic career planning might become difficult due to favoritism and nepotism in promotions, political interventions in appointments, etc. In family business houses, members of the family expect to progress faster in their careers than professional colleagues.this limits the effectiveness of career planning in the organization.

Potential appraisal
Human is just like a iceberg what you see is only surface. It is a process of assessing the capabilities of employee which he possess but not utilized fully. Training Promotion Transfer Career planning

o o o o

Steps
Determination of role dimensions Appraising attribute Appraisal of employees potential in the light of attributes Feedback and counseling and relate with job rotation and promotion

Potential at Philips India


Problem children Low p high po
p

Stars high Solid citizens High p low potential

? Planned separation Low performance low potential

Barriers
A. B. 3. 4. 5. Faulty assumptions Psychological blocks (insecurity, fear and burden ) Technical pitfall Criterion problem Distortions: ( biased or errors) Halo effects Central tendency Raters liking and disliking

You might also like