Slide 1

Career Planning and

Development

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Slide 2

MEANING
Career planning is the systematic process by which
one selects career goals and the path to these goals.
From the organisation's viewpoint, it means helping
the employees to plan their career in terms of their
capacities within the context of organisation's needs.
It is a managerial technique for mapping out the
entire career of young employees. It requires
discovery, development, planned employment and
re-employment of talents. Career Planning tells an
individual employee as to where he will be in the
organisation, say, after five years, and ten years and
what the prospects of growth are in an organisation,
for example, an MBA may be offered the following
career plan by an industrial employer as shown in

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Slide 3

An MBA may be offered the following career

plan by an industrial employer:

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Slide 4

Nature of Career Planning

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Career planning is a process of developing human

resources rather than an event.
It is a continuous process due to an ever changing
environment.
It is not an end in itself but a means of managing people
to obtain optimum results.
It is the responsibility of an organisation to provide
guidance and counselling to its employees in planning
their careers and in developing and utilising their
knowledge and skills.
The basic aim of career planning is integration of
individual and organisational needs.

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Slide 5

Objectives of Career Planning

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To attract and retain the right types of persons in the

organisation.
To map out careers of various categories of employees
suitable to their ability, and their willingness to be trained
and developed for higher positions.
To ensure better use of human resources through more
satisfied and productive employees.
To have a stable workforce by reducing labour turnover
and absenteeism.
To increase the utilisation of managerial reserves within
the organisation.
To improve motivation and morale of employees.

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Slide 6

PROCESS OF CAREER PLANNING

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Identifying Individual Needs and

Aspirations
n Analysing Career Opportunities
n Identifying Match and Mismatch
n Formulating and Implementing Strategies
n Reviewing Career Plans

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Slide 7

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Slide 8

ADVANTAGES OF CAREER PLANNING

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Career planning helps an emp loyee to know the career opportunities available in
an organisation.
Career planning encourages him to avail of the training and development
facilit
ies in the organisation so as to improve his ability to h andle new and higher
facilities
assignments.
Career planning helps to retain hard -working and talented employees. Workforce
becomes more stable due to low employee turnover.
Career planning is a part icipative process and under it job assignments
assignments are based
on merit alone. This helps to improve employee morale and productivity.
productivity.
Career planning involves a survey of employee abilit ies and attitudes. It becomes
possible, therefore to group together people talking on a similar
similar wavelength and
place them under supervisors who are responsive to that waveleng th.
Career planning anticipates the future vacancies that may arise due to retirement,
resignation, death, etc. at managerial level. Therefore, it prov ides a fairly reliab le
guide for manpower forecasting.
Career planning facilitates expansion and growth of the enterprise.
enterprise. The
emp loyees required to fill job vacancies in future can be identified
identified and
developed in time.

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Slide 9

LIMITATIONS OF CAREER PLANNING

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Career planning can become a reality when opportunities for vertical ability are
available. Therefore, it is not suitable for a very small organisation.
In a developing country like India, environmental factors such as government
policy, public sector development, growth of backward areas, etc. influence
business and industry. Therefore, career p lans for a period exceeding
exceeding a decade
may not be effective.
Career planning is not an effective technique for a large nu mber of employees
who work on the shop floor, particularly for illiterate and unskilled
unskilled workers.
In family business houses in India, members of the family expect to progress
faster in their career than their professional colleagues. This upsets the career
planning process
Systematic career planning becomes difficult due to favouritis m and nepotism
in pro motions, political intervention in appointments and reserv ations of seats
for scheduled castes/tribes and backward classes.
Several other problems hamper career planning. These include lac k of an
integrated personnel policy, lack of a rational wage structure, absence of
adequate opportunities for vertical mob ility, difficulty in iden tifying suitable
persons for career planning, low ceiling careers, dual career co uples, ineffective
attitudinal surveys, etc.

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Slide 10

MAKING CAREER PLANNING EFFECTIVE

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Top Management Support

Expansion
Clear Goals
Moti vated and Hardworking Staff
Proper Selection
Proper Age Balance
B alance
Fair Promotion Policy
Management of Career Stress
Internal Publicity
Continuity
Reward Performance
Career Paths

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Slide 11

SUCCESSION PLANNING
The purpose of succession planning is to identify, develop
and make the people ready to occupy higher level jobs as and
when they fall vacant. Higher level jobs fall vacant due to
various reasons like retirement, resignation, promotion, death,
creation of new position and new assignments.
Succession may be from internal employees or external
people. Succession from internal employees is advantageous
to the organisation as well as to the internal employees.
Organisation can buy the employees loyalty and commitment,
belongingness, shared feeling of development along with the
organisation by promoting the internal employees. Employees
get the benefits of growth in the organisation. The
organisation mostly prefer to encourage the growth and
development of its employees and as such tend to prefer
succession from within.

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Slide 12

CONCEPT OF CAREER DEVELOPMENT

Career development consists of the personal actions
one undertakes to achieve a career plan. The terms
'career development' and 'employee development'
need to be differentiated at this stage. Career
development looks at the longlong-term career
effectiveness of employees where as employee
development focuses on effectiveness of an
employee in the immediate future. The actions for
career development may be initiated by the
individual himself or by the organisation.

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Slide 13

Evans's Model of the Stages in Career Development

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