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CAREER PLANNING AND

DEVELOPMENT
DEFINATION OF CAREER
 1.Career is a sequence of attitudes and behaviors associated
with the series of job and work related activities over a
person’s life time.
 2.Succession of related jobs ,arranged in hierarchical order,
through which a person moves in an organization.
OBJECTIVES OF CAREER
DEVELOPMENT
 To attract and retain persons in an organization
 To utilize human resources optimally
 To improve morale and motivation level of employees
 To reduce employee turnover
 To practice a balanced ‘promotion from within’ policy
 To make employees adaptable to changes
 To maintain harmonious industrial relation
CONT……
 To increase employee’s loyalty commitment to the
organization
 To inculcate equitable employment practices providing equal
career progression opportunities to women and minorities
DIFFERENT STAGES OF CAREER
DEVELOPMENT
 Exploratory stage
 Establishment stage
 Maintenance stage
 Stage of decline
EXPLORATORY STAGE
 Ensure the availability of accurate information about the
various occupations existing in the organization to the new
employee
 Create opportunities to enable new employees to get
information with the organizational careers through job
rotation, internship, visit different units, seminars, etc.
 Sponsor educational and training programmes for ensuring
supply of potential talent in future.
ESTABLISHMENT STAGE
 Identification of the best possible talent for the organization
 Communicating the correct and positive of the organization
to the employee
 Maximum learning and favorable attitudes of the employees
towards the organization
 Assigning challenging jobs to employees to enable them test
their abilities and skills/
 Designing of development plan ,identification of
development needs, deciding career steps, etc
MAINTANANCE STAGE
 Strategies motivate employees, so that they can be
productivity utilized even without promotion
 Adequate oppertunities for transition from specialist cadres
to generalist position at higher levels of the organization
 Help employees to adjust to their changing role s their career
shifts from active position to advisory position
 Help employees to prepare for retirement
DECLINE STAGE
 Manage retirement without destroying the employee’s sense
of self-worth
 Invent new creative part-time roles for which can use their
knowledge, experience and wisdom
ADVANTAGES OF CAREER
DEVELOPMENT
 It reduces employee turnover by providing promotional
avenues
 It improves morale and motivation
 It enables organizations to man promotional vacancies
internally
 It ensures better utilization of employee’s skills and provides
increased work satisfaction to employees
 It makes employees adaptable to the changing requirement of
the organization
CONT….
 It reduces industrial disputes related to promotional matters
and thereby provides opportunity to the organization to
maintain hard industrial relations
 Career development programs ensure equitable promotional
decisions for every human in an organization
WHAT IS SUCCESSION PLANNING?
1. Growth and survival of the organization are the responsibilities
of the top management
2. To fulfill such responsibilities each organization needs to plan
management succession
3. Succession planning is done in different time frames to ensure
the availability of right managerial personnel at the right time
in right positions for continuing organizational vitality and
strength
4. Good organizations try to make succession planning in three
different time frames
Cont……
1. Immediate (within 1 year)
2. Intermediate(1 to 5 years)
3. Long range (beyond 5 years)
STEPS OF SUCCESSION PLANNING
1. Prepare and develop a management staffing plan for all
anticipated needs in different time frames
2. The second step is staffing and development. Staffing is
concerned with recruitment, selection and placement.
Development means development of managerial personnel
through training, job rotation, counseling and guidance
3. The third step is to ensure congenial organizational
environment to retain the desired managerial personnel
Cont……
4. The fourth step is to develop a good performance appraisal
system to get feedback on managerial performance and to
review their progress and shortfalls.
5. The fifth step is the preparation of the management resource
inventory. Such inventory contains details of personal data,
performance records, skills, potential, career goals and career
paths of managerial personnel.
MANAGEMENT DEVELOPMENT
 Management development is a scientific training process for
managers and executives to enrich their knowledge and skills
so as to make them competent to manage their organization
effectively.
Characteristics of management
Development
1. A continues process
2. A knowledge updating activity
3. A vehicle for attitudinal change
4. A stimulant to higher competence
5. A deficiency improver
6. A self-development process
COMPONENTS OF MDP
1. Selection
selection process enables us to understand the innate
potentiality of the executives and the degree and extent of
their managerial abilities.
2. Intellectual Conditioning
It is the process of educating managers and executives on
different managerial tools and techniques
Cont….
 3. Supervised training
 It is the process of guiding managers and executives
while they apply and use their knowledge in day to day work
STEPS OF MDP
1. To look at the organizations objectives
2. To ascertain the development needs
3. To appraise the present performance of managerial staff
4. To prepare manpower inventory
5. To plan for individual development programs
6. To establish training and development programs
OBJECTIVES OF MDP
1. To make available managers and executives with requisite
knowledge and skill to meet the present and anticipated
future needs of the organizations.
2. To encourage managers to develop their full potentiality
for handling greater responsibility
3. To improve the functional competence of the managers ,
making them more transparent and responsive to the
changing needs of the organization.
4. To develop managers for higher assignments, duly replacing
the elderly executives.
WHY MDPs FAIL
1. Purposes of the management development efforts in most
of the organizations are often characterized by insincerity.
2. Some organizations are too much concerned to get the
immediate benefits of MDPs.
3. In some cases, lessons imparted in MDPs are in direct
conflict with the philosophy of the organization.
4. There is no system to evaluate the effectiveness of the
MDPs by such outside agencies.
PURPOSE OF DEVELOPMENT
 Provide performance feedback to all concerned.
 Identify individual skills, core competencies, strengths and
weakness.
 Evaluate goal achievement of employees.
 Identify individual training needs.
 Determine organizational training needs.
 Reinforce authority structure.