MANAGING CAREER

GROUP NO. 6:

SUMAN HARSHE
MUKUL SONI
ANUSHKA SHARMA
PRABHSIMRAN KAUR
ANUPRITA PHANSHIKAR
KAPIL VATS
TABLE OF CONTENTS:
Concept Of Career
Career Anchors
Elements Of A Career Planning Program
Benefits Of Career Planning
Issues In Career Planning
Career Development Cycle
Career Objectives And The Career Path
Model For Planned Self-Development
Succession Planning
CONCEPT OF CAREER :
What is career ?
Career : Sequence of positions, roles or
jobs held by one person over a relatively
long time span.
OR
An organized path taken by an
individual across time and space with a
horizon.
Contd..
Career Path : A sequential pattern of
jobs that form a career .
Career Goals: Future position that an
individual strives to reach as a part of
career.
Career Planning : Refers to the process
by which an individual selects career
goals & the path to these goals.
Contd..
Individual Career Planning : Process
whereby each employee personally
plans career goals.
Organization : Process where by the
organization plans career goals for
its employees.
Career Management : Process of
designing & implementing goals ,
plans & strategies that enable HR
professionals and managers to
satisfy workforce needs and allow
individuals to achieve their career
objectives
CAREER ANCHORS:
Autonomy/Independence : Individuals
who have these characteristics desire to
have freedom to operate an autonomy
to take their own decisions.
Security/Stability : Individuals who
desire security and stability want to be
free from any anxiety of uncertainty or
insecurity.
Technical/functional competence : They
exhibit strong inclination to develop
something which they can call their own
.
General Management: They have good
planning ,organizing ,managing and
controlling skills.
Entrepreneurial Creativity: They enjoy
jobs where they are given enough
freedom to “create” and are not bound
by organizational frameworks.
Service : It drives individual to take up
jobs in not – for – profit service
organization.
Pure Challenging : They are attracted to
challenges that do not follow any
pattern or style.
Life Style : They have a disinclination to
sacrifice life style solely for career
advancement .
ELEMENTS OF A CAREER PLANNING PROCESS:

Individual Assessment and Need

Analysis
Organizational Assessment and
Opportunity Analysis
Need-Opportunity Alignment
Career Counseling
Individual Assessment and Need Analysis

Basic Elements :
Understanding the career
aspirations
Determining knowledge , skills ,
competencies and attitudes.
Identifying areas that need
training inputs
Communicating results of analysis
Organizational Assessment and Opportunity
Basic Requirements:
Goals should be realistic and
achievable in terms of one’s
capabilities and organizational
possibilities.
Information about options and
opportunities – career directions,
possible paths of career
advancement and specific job
vacancies.
Analyzing prospects vis-à-vis own
competencies and setting realistic
Need-Opportunity Alignment

Basic Requirements :
Make alignments to match
employee aspirations with
organizational opportunities.
Analyze prospects and plan career
path in organization.
Information about future prospects
especially when job involves high
degree of specialization and
limited growth.
Career Counseling
What are the opportunities available ,
given my current abilities and skills ?
What are my actual needs , as far as
work is concerned ?
What training will I require if I choose to
pursue a certain career objective ?
BENEFITS OF CAREER PLANNING:
TO ORGANISATION: TO INDIVIDUAL:
Ensures Availability of
Resources for Future
Enhances
Organizational Ability to
Attract and Retain
Talent
Ensures Growth
Opportunities for all
Handles Employee
Frustration
Helps understand
strengths &
weaknesses vis-à-vis
objectives.
Enhances knowledge of
career opportunities.
Enables to choose a
career which suits
lifestyle, preferences,
self-development plans
etc.
Success in achieving
career objectives and a
sense of Satisfaction &
ISSUES IN CAREER PLANNING:
CAREER DEVELOPMENT CYCLE:
Exploration Stage :
It Involves :
Identify likes and dislikes.
Discover inclination towards different
kind of work.
Consider values ,interest and work
preferences and seek information about
jobs, careers and occupation.
Organizations perspective , induction
and socialization help in making a new
employee comfortable with new job,
colleagues and hence contribute to
effective achievement of organizational
goals.
Establishment Stage:
Employee has identified his job , is
satisfied with it and try to settle down.
He takes more responsibility ,makes
independent contributions, achieves
financial success and establishes a
desirable lifestyle.
Company develops policies that support
employee in balancing work and non-
work roles.
Maintenance Stage :
Employee strives to maintain a
reputation and likes others to perceive
him as a major contributor.
He tries to update his knowledge and
skills, involves in review and
development of organizational policies
or goals.
He can be a good trainer or mentor for a
new employee.
Disengagement Stage :
Employee equips himself for a change ,
to balance work and non work activities.
It starts with retirement and pursuit of
his hobbies , social work etc.
CAREER OBJECTIVES AND THE CAREER PATH:

1) Promotion : Advancement of an
employee to a better job – better in
terms of greater responsibility more
prestige or status, greater skill &
especially increased rate or pay or
salary.
Types of Promotion :

Merit Based : They are awarded to those

employees who have consistently
produced excellent performance.

Seniority Based :They are given to

employees who have been loyal to the
organization for long years and have
served at a particular level for a
specified period.
Merit cum Seniority : They are given to
those employees who work for long
years with the organization and also
deliver good performance consistently.

Another classification :
Time Bound
Vacancy Based
Contd…

2) Transfer: A transfer involves

horizontal movement from one job to
another at the same level of
organizational hierarchy. It is the
reassignment of an employee to a job
with similar pay, status, duties and
responsibilities, but in a different place
and unit.
Types of Transfer :
Employee Initiated : They are primarily
in the interest of the employee, to
match his needs.
Company Initiated: They are undertaken
mainly to cater the changing demands
& requirements of the company.
Public Initiated: They are initiated by the
govt./ politicians for various reasons like
disciplinary action or special
assignments.
Reasons for Transfer :

Employee Needs
Organizational Needs
PLANNED SELF-DEVELOPMENT MODEL:

Self Assessment
Opportunity Analysis
Decision-Making
Leverage Network
Venture
Continuous Assessment
SUCCESSION PLANNING:

Continuity
Long-Term Perspective
Organizational Need Perspective
Turnover Management
Emphasis on Results
Continuity
Management should create an
environment to facilitate continuous
succession” thinking” .Regular and
continuous communication can help
management in reaching a better stage
of organizational development.
Long Term Perspective
A ready pool of talent should be
available in the organization to provide
resources for immediate replacement.
Development of the employees in
general has to match high standard to
ensure ready availability of replacement
, when the need arises.
Organizational Need Perspective
Organization should develop a culture
where external recruitment for key
positions is normal in the absence of
internal talent. In case an organization
needs some fresh or external talent , the
employees of the organization should be
in a position to accept it as natural and
justified decision.
Turnover Management
Appropriate action plans to generate
turnover have to be developed to avoid
positions becoming blocked. A normal
and healthy turnover rate ensures a free
flow of manpower across the length and
breadth of the organization.
 Emphasis on Results
Measurements to evaluate succession
results have to developed. The
measurement can include factors like
percentage of key posts filled externally
, percentage of developmental action
plans implemented or extent to which
the process contributes positively to
business results.
Thank You !!!