Career Planning and Development in HRM & HRD: A Comprehensive Guide, Slides of Management Theory

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HRM & HRD: Career Planning,

Career Development and

Reward System

Career Planning

• (^) Career Planning essentially means helping the employees to plan their

career in terms of their capacities within the context of organisational needs.

• (^) It is described as devising an organisational system of career movement and

growth opportunities from the point of entry of an individual in

employment to the point of his or her retirement.

• (^) Career planning gives only a picture of the succession plan and of the

potentials for the development of the persons already in position for the

future manpower needs caused by retirements and other casualties, and

future developments.

Features of CP

• (^) Career planning is an ongoing process
• (^) Career planning helps individuals to develop skills required to fulfill

different career roles

• (^) Career planning strengthens work-related activities in the organization.
• (^) Career planning defines life, career, abilities, and interests of the employees.
• (^) Career planning can also give professional directions, as they relate to

career goals.

Purposes and Objectives of Career Planning

• (^) To identify positive characteristics of the employees.
• (^) To develop awareness about each employee’s uniqueness.
• (^) To respect feelings of other employees.
• (^) To attract talented employees to the organization.
• (^) To train employees towards team-building skills.
• (^) To create healthy ways of dealing with conflicts, emotions, and stress.
• (^) Identifying and making clear opportunities available
• (^) To reduce employee turnover
• (^) To Increase productivity
• (^) To identify the career stages and enhance the motivational level

The process of career planning career planning Preparation of personnel inventory of the organisation Building career paths Identifying employees with necessary potential for career planning. Formulation and implementation of suitable plans Maintaining age balance and review of career development plan in action

The process of career planning..

a) Organisation’s Personnel Inventory:

• (^) Such an inventory is an essential prerequisite for any successful career planning

within the organisation.

• (^) This inventory should be so prepared as to provide the following information:

 Organisational set up and its different levels.

 The existing number of persons manning the organisation.

 Types of existing employees, their status, duties, qualifications, age, aptitude,

ability

 Whether the existing manpower is short or in surplus to requirements. If there

is a shortage, how many more persons are required, and for what positions.

 Number of persons required in the near future,

The process of career planning..

c) Formulation and Implementation of Training and Development Plans and Programmes:

• (^) For making the career planning a success it is essential that the training and development programmes should be so planned and designed that they meet the needs of both the management and employees.
• (^) The participants of these programmes should be the employees who are willing to be trained and developed further to make their career in the organisation. Methods of training and nature of skill and knowledge to be imparted may be different for different types of employees.
• (^) The emphasis may be on improving technical skills of skilled workers and on acquiring and improving leadership qualities, human and conceptual skills for senior supervisors, executives and managers

The process of career planning.. d) Age Balance and Career Paths : One widespread difficulty in career planning may arise from the need to accommodate people in the same level of supervisory and managerial hierarchy, some of whom are young direct recruits and others are promotes who are almost always considerably older. e) Review of Career Development Plans in Action : Career planning is a continuous activity. In fact it is a process. For effective career planning, a periodical review process should be followed so that the employee may know in which direction the organisation is moving, what changes are likely to take place and what resources and skills he or she needs to adapt to the changing organisational requirements.

Career Development

• Career development is the process of improving an individual’s abilities in anticipation of future opportunities for achieving career objectives.
• In simple terms it means 'Providing employees an opportunity to grow', especially to those employees who deliver performance.
• A formal approach taken by an organization to help its people acquire the skills and experiences needed to perform current and future jobs is termed as career development

Career Development...

• Career^ development^ consists^ of^ skills,^ education^ and experiences as well as behavioural modification and refinement techniques that allow individuals to work better and add value.
• Career development is an ongoing organized and formalized effort that recognizes people as a vital organizational resource. It differs from training in that it has a wider focus, longer time frame, and broader scope.
• The goal of training is improvement in performance; the goal of development is enrichment and more capable workers.

Definitions of Career development

• Schuler, "It is an activity to identify the individual needs, abilities and goals and the organization’s job demands and job rewards and then through well designed programmes of career development matching abilities with demands and rewards".
• Mansfield, "Career development is a process in which personnel experience, concept and publicly observable aspect of career interact to precipitate each successive stage of occupational statuses".
• Middlemist, Hill and Greer, "Career development is a process of planning the series of possible jobs one may hold in an organization over time and development strategies designed to provide necessary job skills as the opportunities arise".

Here are a few career development questions a employee can ask himself/herself

• (^) Where do I want to be in my career at the end of this year?
• (^) What would I like to learn more about?

Career Development Stages Growth Stage

Establishment Stage

Maintenance Stage Decline Stage

Exploration Stage

Career Development Stages a. Growth Stage: The growth stage is roughly from birth to age 14 and is a period during which an individual develops a self-concept by identifying and interacting with other people. Basically, during this stage an individual establishes his or her identity. b. Exploration Stage: The exploration stage is the period roughly from ages 15 to 24, during which an individual seriously explores various occupational alternatives. The person attempts to match these occupational alternatives with his or her own interests and abilities resulting from education, leisure activities, and work. c. Establishment Stage: The establishment stage is roughly from ages 25 to 44 and is the primary part of most people’s work lives. Hopefully, during this period, a suitable occupation is found and the person engages in those activities that help earn a permanent career. During this period, the individual is continually testing personal capabilities and ambitions against those of the initial occupational choice.