Human Resource Audit

&
Human Resource Planning

Presentation On: Career Planning Audit

 Individual Career Planning
Career Planning is now the primary
responsibility of individuals.

Individual Career Planning Process

Self-Assessment

Audit Results Explore Information

Action Plan Explore Opportunities

Make Decision
 Individual Career Planning Process
Step 1: Self- Assessment
Process of gathering information about Self-Assessment
self in order to make an informed career
decision

What are my motivating skills,

interests & values?

What new learning do I want?

What work-life role do I want?

Which work environment am I most

suited to?
 Individual Career Planning Process
Step 2: Explore Information
Process of assessing the data gathered Explore Information
about self and exploring it with an open
perspective

How do I consolidate my self-

assessment information?

How do I use self-assessment data to

develop options?

Are these options compatible with my

lifestyle?

Do I have any barriers/constraints at

this point?
 Individual Career Planning Process
Step 3: Explore Opportunities
Gathering career information which Explore Opportunities
includes- employment outlook, salary,
education, training & job duties

What work-life options are available to

me?

Who can I ask for guidance?

How can I check my work-life options?

 Individual Career Planning Process
Step 4: Make Decision
Process of decision-making for future Make Decision
career option

Has the technique been adopted by me

for deciding on my career option a valid
one?

Who will listen to me and assist me

with my decision making ?
 Individual Career Planning Process
Step 5: Action Plan
Develop the steps needed to take in Action Plan
order to reach your goals

Have I planned what I need to do now

and later?

What support is available to me to

assist me in making it happen?

How do I market myself?

What should I put in my resume?

Do my interviewing and negotiating

skills need improving?
 Individual Career Planning Process
Step 6: Audit Results
By working through the earlier steps Audit Results
develop a better understanding of ones
career situation and audit the results

Have my expectations been met?

Are the results beneficial to me?

What can I do to retain the benefits

What have I learnt from the transition

process?
 Individual Career Planning

Organizational Career Planning

Your career is not a matter of chance

- it is a matter of choice.
It is not to be waited for, but to be achieved.
Organizational Career Planning
Is the process of planning one’s work life
and involves evaluating abilities and
interests, considering alternative career
opportunities, establishing career goals,
and planning practical development
activities.

“Organizations have their own vision and

individuals their own aspirations. Alignment
and congruence of both create a win-win
situation and the lack of such alignment can
create movement in haphazard directions
leading to loss of productivity, morale, etc.”
Organizational Career Planning
Types Of Career Programmes

Career Pathing

Career Counseling

Human Resources Planning

Career Information System

Management Faculty Development Programme

Training

Special Programmes
Organizational Career Planning
What is the average length of time an
employee stays with the organization? Does this
vary by position type?

How much does the organization spend

annually (in total and per employee) on
employee career planning?

Is there a formal training program for

managers conducting career planning? If so,
please describe it.

How are managers and supervisors trained

and prepared for their roles?
Organizational Career Planning
Recommendation For The Employer:

Provide employer with the tools & opportunities to

enhance their skills.

Create an environment for continuous learning by

supporting & rewarding employee development &
learning.

Provide opportunities for self-assessment.

Provide opportunities for additional training,

including orientation & training.

Have managers trained as coaches & mentors to

assist employees.
Organizational Career Planning
Recommendation For The Employer:

Use reward systems that support the

organization's career development strategy.

Make sure the career programmes are integrated

with other human resource programmes.
Organizational Career Planning
Tips For The Employer:

 Talk with your employee about his or her

interests.
 Share information about your plan for his career
growth.
 Point out your employee's skills and interests and
how they relate to various careers.
 Don't pressure your employee to make choices –
give him time to explore where his capabilities
lie.
 Provide appropriate information.
 Don't try to steer your employee in the direction
you feel is right. Career choice is a personal
decision.
 Individual Career Planning

Organizational Career Planning

Enhanced Individual and Organizational

Performance
Case: Innovative Career Plan at AT & T

 A unique company initiative at AT &T is on

internal labour pool of more than 600 contract
workmen.

 Termed Resource Link, about 300 contingent

labour joined the contract pool as a “career move”.

 Resource Link promised employees an

opportunity to increase their skills knowledge,
visibility and marketability.
Case: Innovative Career Plan at AT & T

 On selection, they are offered permanent

positions at Resource Link and retain same
salary and benefits.

 It is only their assignments that remain

temporary.

 Rather than being in a traditional job and career

path, the Resource Link Associates move from
project to project.
Case: Innovative Career Plan at AT & T

 AT &T is reaping innumerable benefits and

successfully been able to retain and develop
talented employees.

 The company is spending much less on

severance payments and makes huge savings on
fees payable to external agencies for hiring
temporary employees.
 Case: Innovative Career Plan at
Motorola India

 Number one employer by choice.

 Mantra-talent acquisition with respect to long

term prospects of an employee’s career.

 Source potential employee’s

 Case: Innovative Career Plan at
Motorola India

 Informing employee’s of career opportunities

throughout the corporation & encouraging
qualified employees to seek the coveted
positions.

 Formula for success- 4E’s + 1E

( Envision, Energize, Execute, Edge + Ethics)

 Return to India program

 Case: Innovative Career Plan at
Motorola India

 Career management –plan based on

performance & potential.

 Reward’s philosophy

 Performance culture- “Pay for Performance”

Philosophy

 Training & development

 Case: Innovative Career Plan at
Motorola India

 HR Policies

 Health Program:
 Preventive health subsidy
 Wellness & health services
 Provident fund plan

 Recognition Programs:
 Lump sum award recognition
Case: Innovative Career Plan at HSBC

 The executive career development programme of

HSBC in India- four and half year period.

 Training on various aspects of banking by

projects.

 The executive trainee development programme-

intensive 7 week course at HSBC group training
facility in U.K.
Case: Innovative Career Plan at HSBC

 Training gives appreciation of HSBC’s

organization’s, products & services.

 Objective of programme- to provide a perfect

blend of formal training & informal activities to
equip them with the skills.
Case: Innovative Career Plan at HSBC

 Then a 3 week regional training more specific to

HSBC’s business & products in India.

 The executive career development programme

provides them with cross-functional exposure
trough postings to a variety of job’s in personnel
banking, credit, cash management .
 Advantages Of Career Planning

 For Individuals:
 Knowledge Of Various Career
Opportunities, his Priorities Etc.

 Internal Promotion ,Up gradation And

Transfers

 Improves Employee Performance

 Advantages Of Career Planning

 For Organizations:
 Availability Of Human Resources

 It Ensures That The People Belonging To

Backward Communities Get Equal
Opportunities For Growth And
Development.
 Enhances Cultural Diversity

 Promote Organizational Goodwill

 Results Of Career Planning

 More realistic approach of what is

expected of them
 Supervisory roles in career counseling are
clarified
 Personal career planning ability is
increased
 Human Resource Systems are effectively
utilized.
Thank You