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CAREER PLANNING AND INTERNAL MOBILITY

Career planning and internal mobility

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CAREER PLANNING AND INTERNAL MOBILITY

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Page 1: Career planning and internal mobility

CAREER PLANNING AND INTERNAL MOBILITY

Page 2: Career planning and internal mobility

DEFINATION OF CAREER PLANNING

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. Internal mobility related jobs ,arranged in hierarchical order, through which a person moves in an organization.

Page 3: Career planning and internal mobility

OBJECTIVE OF CAREER PLANNING: •To attract and retain the right type of person in the organization.

•To map out career of employees suitable to their ability and their willingness to be trained and developed for higher positions.

•To have a more stable workforce by reducing labour turnover and absenteeism.

•It contributes to man power planning as well as organizational development and effective achievement of corporate goals.

•To increasingly utilize the managerial talent available at all levels within the organization.

• To improve employee morale and motivation by matching skills to job requirement and by providing opportunities for promotion.

Page 4: Career planning and internal mobility

Cont……

•To provide guidance and encourage employees to fulfill their potentials.

•To achieve higher productivity and organizational development.

•To ensure better use of human resource through more satisfied and productive employees.

•To meet the immediate and future human resource needs of the organization on the timely basis.

Page 5: Career planning and internal mobility

NEED FOR CAREER PLANNING-• To desire to grow and scale new heights.

• Realize and achieve the goals.

• Performance measure.

• To reduce high employee turnover.

• To educate the employees.

• It motivates employees to grow.

• It motivates employees to avail training and development.

• It increases employee loyalty as they feel organization cares about them.

Page 6: Career planning and internal mobility

ADVANTAGES OF CAREER PLANNING & DEVELOPMENTIn fact both individuals and the organization are going to benefit from career planning and development. So the advantages are described below:

For Individuals1.The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc.

2. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc.

3. It helps the organization identify internal employees who can be promoted.

4. Internal promotions, up gradation and transfers motivate the employees, boost up their morale and also result in increased job satisfaction.

Page 7: Career planning and internal mobility

Cont……

5. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization.

6. Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover.

7. It improves employee’s performance on the job by taping their potential abilities and reduce employee turnover.

8. It satisfies employee esteem needs.

Page 8: Career planning and internal mobility

For OrganizationsA long-term focus of career planning and development will increase the effectiveness of human resource management. More specifically, the advantages of career planning and development for an organization include:

1.Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent.

2. The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees.

3. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development.

4. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration.

5. By attracting and retaining the people from different cultures, enhances cultural diversity.

6. Protecting employees’ interest results in promoting organizational goodwill

Page 9: Career planning and internal mobility

 

CAREER PLANNING AND DEVELOPMENT PROCESS 

Page 10: Career planning and internal mobility

1. Identifying individual needs and aspirations: It’s necessary to identify and communicate the career goals, aspiration

and career anchors of every employee because most individuals may not have a clear idea about these. For this purpose, a human resource inventory of the organization and employee potential areas concerned.2. Analyzing career opportunities:

The organizational set up, future plans and career system of the employees are analyzed to identify the career opportunities available within it. Career paths can be determined for each position. It can also necessary to analyze career demands in terms of knowledge, skill, experience, aptitude etc.3. Identifying match and mismatch:

A mechanism to identifying congruence between individual current aspirations and organizational career system is developed to identify and compare specific areas of match and mismatch for different categories of employees.

4. Formulating and implementing strategies: Alternative action plans and strategies for dealing with the match and mismatch are formulated and implemented.

5. Reviewing career plan

Page 11: Career planning and internal mobility

DIFFERENT STAGES OF CAREER DEVELOPMENT

Exploratory stage Establishment stage Maintenance stage Stage of decline

Page 12: Career planning and internal mobility

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.

Page 13: Career planning and internal mobility

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

Page 14: Career planning and internal mobility

MAINTANANCE STAGE Strategies motivate employees, so that they can be

productivity utilized even without promotion Adequate opportunities 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

Page 15: Career planning and internal mobility

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

Page 16: Career planning and internal mobility

INTERNAL MOBILITY1. Growth and survival of the organization are the

responsibilities of the top management 2. To fulfill such responsibilities each organization needs to plan

management succession3. 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

Page 17: Career planning and internal mobility

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.

Page 18: Career planning and internal mobility

STEPS OF SUCCESSION PLANNING1. Prepare and develop a management staffing plan for

all anticipated needs in different time frames2. 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

Page 19: Career planning and internal mobility

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.

Page 20: Career planning and internal mobility

TRANSFERA transfer is a change in job assignment. It may involve a promotion or

demotion Or no change at all in status and responsibility

Purposes of transfer

• To satisfy employee needs.

• To utilize employees better.

• To make the employee more versatile.

• To adjust the workforce.

• To provide relief to overburdened employees.

• To reduce conflicts

• To punish employees

Page 21: Career planning and internal mobility

Promotion

• Employee movement from current job to another that is higher in pay, responsibility and/or organization level is known as “promotion”.

• Promotion has powerful motivational value as it compels an employee to utilize his talents fully, and remain loyal and committed to his or her job and the organization.

Page 22: Career planning and internal mobility

Demotion

Employee movement that occurs when an employee is moved from one job to another that is lower in pay, responsibility and/or organization level is called demotion.

Causes of demotion

• Employee unable to meet job requirements.

• Organization forced to demote employees because of adverse business condition.

• Demotions happening to check errant employees

Page 23: Career planning and internal mobility

Employee Separations • Resignation: A voluntary separation initiated by the employee himself is called resignation. It is always better to find why the employee has decided to quit the organization. Properly conducted exit interviews would help throw light on factors behind the curtain.

• Retirement: Termination of service on reaching the age of superannuation is called retirement. To avoid problems, organizations normally plan replacements

to retiring employees beforehand.

• Death: Some employees may die in service. Death caused by occupational hazards, of course, would attract the provisions of Workmen's Compensation Act, 1923. The normal separation of people from an organization due to resignation, retirement or death is known as attrition.

• Lay off: Alay off entails the separation of the employee from the organization temporarily for economic or business reasons.