Career Planning and

Succession Planning

Career planning is the process by which one

selects career goals and the path to these goals.
Career Planning is the formal process through
which someone becomes aware of his or her
personal skills,
interests,
knowledge,
motivations and
other characteristics, acquires information
opportunities and choices, identifies career-related
and establishes action plans to attain specific goals.

about
goals,

The Goal: Matching

Individual and
Organizational Needs
The
TheEmployees
EmployeesRole
Role

The
TheOrganizations
OrganizationsRole
Role

Career
Career
Management
Management

Individual
Individualand
and
Organizational
OrganizationalGoals
Goals

Employer Career Efforts today

HR Activity

Traditional Focus

Career Development
Focus

Human
Resource
Planning

Analyzes jobs, skill, taskspresent and future.

Projects need. Uses
statistical data

Adds information about

individual interests,
preferences, and the like
to replacement plans.

Recruitment
and selection

Matching organization's
needs with qualifies
individuals.

Matches individual and

jobs based on variables
including employees
career interests and
aptitudes.

Training and
development

Provides opportunities for

learning skills,
information and attitudes
related to job.

Provides career path

information. Adds
individual development
plans.

Performance
Appraisal

Rating and/on rewards

Adds development plans

and individual goal setting.

Compensation
and benefits

Rewards for time,

productivity, talent, and
so on.

Adds study reimbursement

plans, compensation for
non-job related activities

Objectives of Career
Planning

Attract and retain talent by offering careers, not

jobs.

Use human resources effectively and achieve

greater productivity

Reduce employee turnover

Improve employee morale and motivation

Meet the immediate and future human resource

needs of the organization on a timely basis.

Figure HRs Role in Career Development

Figure Balancing Individual and Organizational Needs

Figure 5.A1

High

Combinations of Career Interests

and Skills

Pursue

Avoid

Develop

Low

SKILLS

Explore

Low

High

INTERESTS

Figure 59 Stages of Career Development

Stage
Stage5:
5:Late
LateCareer
Career(ages
(ages55retirement):
55retirement):

Remain
Remainproductive
productiveininwork,
work,maintain
maintainself-esteem,
self-esteem,prepare
preparefor
foreffective
effective
retirement.
retirement.

Stage
Stage4:
4:Midcareer
Midcareer(ages
(ages4055):
4055):

Reappraise
Reappraiseearly
earlycareer
careerand
andearly
earlyadulthood
adulthoodgoals,
goals,reaffirm
reaffirmor
ormodify
modifygoals,
goals,
make
choices
appropriate
to
middle
adult
years,
remain
productive.
make choices appropriate to middle adult years, remain productive.

Stage
Stage3:
3:Early
EarlyCareer
Career(ages
(ages2540):
2540):

Learn
Learnjob,
job,learn
learnorganizational
organizationalrules
rulesand
andnorms,
norms,fit
fitinto
intochosen
chosenoccupation
occupation
and
organization,
increase
competence,
pursue
goals.
and organization, increase competence, pursue goals.

Stage
Stage2:
2:Organizational
OrganizationalEntry
Entry(ages
(ages1825):
1825):

Obtain
Obtainjob
joboffer(s)
offer(s)from
fromdesired
desiredorganization(s),
organization(s),select
selectappropriate
appropriatejob
jobbased
based
on
complete
and
accurate
information.
on complete and accurate information.

Stage
Stage1:
1:Preparation
Preparationfor
forWork
Work(ages
(ages025):
025):

Develop
Developoccupational
occupationalself-image,
self-image,assess
assessalternative
alternativeoccupations,
occupations,develop
develop
initial
occupational
choice,
pursue
necessary
education.
initial occupational choice, pursue necessary education.

Process of Career Planning

Identifying
individuals
needs
and aspirations

Step 1

Analyzing
career
opportunities

Step 2

Aligning needs
and
opportunities

Step 4

Step 3

Action plans
and
periodic review

Career Anchors
Five anchors are:

Managerial competence
Technical functional competence
Security
Creativity
Autonomy independence

Tools used for career

development
Self-assessment
Individual

counseling
Information services
Employee assessment programmes
Employee development programmes
Career programmes for special
groups

Succession Planning
The process of ensuring a suitable
supply of successors for current and
future senior or key jobs arising from
business strategy, so that the careers
of individuals can be planned and
managed
to
optimize
the
organizations
needs
and
the
individuals aspirations.

Succession Planning is a systematic

approach to :

Building a leadership pipeline/talent pool to

ensure leadership continuity
Develop potential successions in way that best fitr
their strengths.
Identifying the best candidates for categories of
positions.
Concentrating resources on the talent
development process, leading to greater ROI.

Benefits

Prepare current employees to understand key role.

Develop talent and long term growth.

Improves workforce capabilitities and overall performance

Improve employee commitment and therefore retention

Meets the career development requirement of existing employees.

Improves support to employees throughout their employment.

Counters the increasing difficulty of recruiting employees externally.

Focuses on leadership continuity and improved knowledge sharing

Provides more effective monitoring and tracking of employee proficiency

levels and skill gaps.

Several factors critical for the

success of Succession planning

Management is involved in the process

Management holds themselves accountable for growing

leaders.

Employees are committed to their own self development

Succession planning is based on a business case for long

term needs.

Succession is linked to strategic planning and investment

in the future.

Process of Succession
mgmt.
Identify the shortage of
leadership
skills and defining the
requirement
Identify potential successors for critical positions

Coach and Groom the STARS

Secure top mgmts commitment and

support

Succession Planning Model

1.
Determine
the
functions &
when the
position will

2. Identify
initial
competencie
s required for
each position

3.
Competency
Gap Analysis

be available

6. Research &
Track overall
Program and
maintain skill
Inventory

5. Develop
and
maintain a
talent pool

4. Design
Development
al
Oppportunitie
s for each set
of
Competencies

Step 1: Determine the functions and when position will be available.

Review the associated functions and anticipated future work requirements.
Fully understand how real and anticipated change in functions and new technologies will
impact the future job requirements.

Step 2 : Determine initial competencies required for each position

Determine the skill, Knowledge, ability, aptitude, values, motivation, initiative, self
control, work styles and attitudes that contribute to exemplary job performance.

Step 3: Competency Gap analysis

Identify the job competencies that will be required for future position in thee organsiation
Determine the type of tools used to gather data on whether current employees possess the
competencies that will be required for the identifies positions.
Analyze the difference between current employee competencies and future organisation
needs
Document the finding.

Step 4 Design developmental opportunities for each set of competencies

Tailor opportunities to develop each competency and future work requirement

Step 5: Develop and maintain a talent Pool

Acquire volunteers
Conduct individual gap analysis
Prepare individual development plans
Reassess and track individual progress

Step 6: Reassess and track overall progress and maintain a skills inventory.

Continually monitor kills and needs to determine any gaps, and develop plans to meet
deficiencies.
Track individual progress overtime to use for reporting and determining, adding or
changing developmental opportunities.
Maintain an inventory of current and future needs along with the information for
individual and group development

Pros and Cons of Disclosing

succession planning
DISADVANTAGES

DO NOT
TELL

TELL

High Performers
may
leave the
organization,
unsure of their
future
Unrealistic expectation
and
implied contracts

ADVANTAGES
Allows flexibility as
business needs
change

Retention Strategy