Careery Career:- It is a sequence of attitudes and behaviors

associated with the series of job and work related activities over a person s life-time. y It is a succession of related jobs, arranged in hierarchical order, through which a person moves in an organization.

Career Developmenty Career development means the process of

increasing an employee s potential for an advancement and career change.

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Organizational Career Development

Career Planning

Career Management

Career PlanningCareer Planning is the process bywhich one selects career goals and the path to these goals.

Career Managementy Career management includes both organizational actions and individual efforts aimed at setting career goals, formulating and implementing strategies and monitoring the results.

Need of Career Development1. Enables employees to be better prepared for

future positions in the organisation. 2. Enhance skills for higher positions and make them adaptable to changing requirements of the organisations. 3. Ensures equitable opportunity to the organisation to sustain harmonious industrial relation.

Need of Career development (contd.)4. Improves employee morale and motivation. 5. Increase employees loyalty and commitment to the organisation. 6. Attract and retain effective persons in the an organisation. 7. Reduce employee turnover.

Career Stages:Exploration Establishment Mid- Career Late-career Decline

Different Career Stages1. Exploratory Stage: This stage starts when a new

employee joins an organization. An employee joins an organization with specified qualification and knowledge to build his career by choosing from available alternatives. 2. Establishment Stage: After a new entrant starts his career, he needs to be provided with regular feedback which enables the new employee to understand the effectiveness of his performance and can remove functional deficiencies.

Different Career Stages(Contd.)3. Mid-career/ Maintenance Stage: In this stage employee work hard to retain their established name and fame. At this stage, due to the absence of career development programmes makes employees to opt for a job switch. Thus, an organisation needs to start career development programmes at this stage. 4. Late Career: This is the stage where one relaxes a bit and plays a role of a guide for the new employees with the help of his varied experiences.

Contd.5. Decline Stage: Employee at this stage, being prepared for retirement, get scared from the possible threat of reduced role or responsibilities in the organisation.

Career Stages in the form of Graphy StagesStage-1 Stage-2 Stage-3 Stage-4 Stage-5

Performance

Low

25

35 Age

50

60

70

Career Anchors/ Mentor:Career Anchor: It is a syndrome of talents, motives and values which gives stability and direction to a person s career. Edger H. Schein, identified such career anchors for employees. These are as follow:1. Managerial Competence: It includes the three areas of competence: a. Interpersonal Competence b. Analytic Competence c. Emotional Competence

Career Anchors (contd.)2. Technical/Functional Competence: Persons with such competence prefer to remain in technically satisfying jobs than rising to the higher managerial level. 3. Security and Stability: Employees who are anchored in this competence will always get motivated for a career which ensures job security and long range stability in the form of good retirement programmes.

Career Anchors (Contd.)4. Creativity and Challenge: People with such syndrome are few in number. They become entrepreneurs more for the sake of creating something new and to have their own identity. 5. Freedom and Autonomy: Organisational constraints like fixed working hours, lack of variety of work, defined working conditions etc., insist a employee to leave a job.

Contd.6) Service:-Those individual have this competence always strive to serve Society rather than earning money. 7) Life Style:- Life style of an individual employee play a role of career anchor. He choose his career accordingly his life style.

Career Planningy It is a process evaluates one s abilities and interests,

considering alternative career opportunities, establishing career goals and planning practical development activities.

Steps in the Career Planning ProcessProcess of Career Planning involves the following steps: 1). Preparing Personnel Skill Inventories:- Personal skills inventories contain data on employees skills and career goals which provide the following information. (a) Different positions of the employees in the org., their age, education, training and career goals, status, duties and responsibilities. (b) The performance record and ratings, interpersonal abilities of the employees.

Contd.(c). Their preferred location, desires and constraints. (d). Whether the present strength is short or surplus to the requirement. (e). Future requirement of manpower. 2). Developing Career Paths:- Career paths are logical mapping out of jobs, which represent a potential progression tract that an employee may follow over time done through the career ladder. For instance the career paths for marketing job is presented in figure, which shows a simple job ladder.

Marketing job Career Path

Contd.3). Put the right man at the right place and at the right time:- Identify suitable employees who have ability & potential. 4). Impart training:- Formulate and implement the training so that the technical & conceptual skills of employees can be improved. 5). Review and Counselling:- Career counselling provides guidance to the employees on occupational training, education and career goals.

y. Individual s Assessment

Process of Career Planning:Organizational Assessment

Need Analysis

Opportunity Analysis

Need-Opportunity Alignment

Career Counseling

Limitations of the Career Planning1) In Small units Vertical Growth is

not possible. 2) Environmental Factors

Roles in Career:y Role: A role id defined as a set of recurring behaviour y y y y y y y

that is expected from a member by others in a group. MANAGERIAL ROLE TASK ROLE MAINTENANCE ROLE PERSONAL ROLE EXPECTED ROLE PRECEIVED ROLE ENACTED ROLE

Succession Planning

WHAT IS SUCCESSION PLANNING?Succession planning is the process of training and preparing employees in an organisation so that there will always be someone to replace an employee who leaves.

Why Succession Planning?How Succession Planning Helps Organizationsy Engages senior management in a disciplined

review of organizational talent y Guides development activities of staff y Brings HR systems into alignment y Assures continuity of key positions / Avoids transition problems y Assures new managers are prepared for their jobs y Focus on Organizational Effectiveness

THE SUCCESSION PLAN1. Workforce analysis and forecasting 2. Communications strategy 3. Positions targeted for growth 4. Current and future competencies 5. Assess high potential employees 6. Conduct competency gap analysis

THE SUCCESSION PLAN7. Establish recruitment strategy and assessment / selection tools 8. Institute formal coaching and mentoring (training and development) 9. Establish a retention plan 10. Evaluation / Measurement

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