HUMAN RESOURCE PLANNING

BY, M.HIMA BINDU

Contents:

• Unit-4:1. Career planning and development2. Succession planning3. Potential appraisal and development

Meaning

Career planning is the process by which one

selects career goals and the path to these

goals. Career development is those personal

improvements one undertakes to achieve a

personal career plan.

Career management

• Career management is the process of

designing and implementing goals, plans

and strategies to enable the organization

to satisfy employee needs while allowing

individuals to achieve their career goals.

Components of Career Planning

Need for Career Planning

Career Planning is necessary due to the following reasons:

– To attract competent persons and to retain them in the organization.

– To provide suitable promotional opportunities.

– To increase the utilization of managerial reserves within an organization.

Need for Career Planning

– To correct employee placement.

– To reduce employee dissatisfaction and turnover.

– To improve motivation and morale.

Process of Career Planning & Development

The following are the steps in Career

Planning and Development:

1. Analysis of individual skills,

knowledge, abilities, aptitudes etc.

Process of Career Planning & Development

2. Analysis of career opportunities both

within and outside the organization.

3. Analysis of career demands on the

incumbent in terms of skills, knowledge,

abilities, aptitude etc., and in terms of

qualifications, experience and training

received etc.

Process of Career Planning & Development

4. Relating specific jobs to different

career opportunities.

5. Establishing realistic goals both short-

term and long-term.

6. Formulating career strategy covering

areas of change and adjustment.

7. Preparing and implementing action

plan including acquiring resources for

achieving goals

Steps involved in Career Development System

There are four steps in establishing a career

development system. They are:

1.Needs: -Defining the present system i.e.

this step involves in the conducting a

needs assessment as in a training program.

• Establish roles and responsibilities of

employees, managers, and the

organization.

• Identify needs; establish target groups.

• Establish cultural parameters; determine

organizational receptivity, support, and

commitment to career development.

Steps involved in Career Development System

2. Vision: -The needs of the career system

must be linked with the interventions. An

ideal career development system known as

the vision links the needs with the

interventions.

• Create a long-term philosophy.

• Establish the vision or objectives of the

programme.

• Design interventions for employees,

managers, and the organization.

• Organize and make available career

information needed to support the

programme.

3. Action Plan: -An action plan should be

formulated in order to achieve the vision.

The support of the top management

should be obtained in this process.

• Assess the plan and obtain support from

top management

• Create a pilot programme

• Assess resources and competencies.

• Establish an advisory group.

• Involve advisory group in data gathering,

programme design, implementation,

evaluation and monitoring

• Results: -Career development programme

should be integrated with the organization’s

on-going employee training and

management development programmes.

The programme should be evaluated from

time to time in order to revise the program.

• Publicize the program.

• Create long-term formalized approaches.

• Evaluate and redesign the program and its

components.

Advantages of Career Planning and Development

•For Individuals:

• The process of career planning helps the

individual to have the knowledge of various

career opportunities, his priorities etc.

• This knowledge helps him select the

career that is suitable to his life styles,

preferences, family environment, scope for

self-development etc.

• It helps the organization identify internal

employees who can be promoted.

For Organizations: -

A 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:

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

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

– The proper career planning ensures that

the women and people belong to

backward communities get opportunities

for growth and development.

– The career plan continuously tries to

satisfy the employee expectations and as

such minimizes employee frustration.

– By attracting and retaining the people

from different cultures, enhances cultural

diversity.

– Protecting employees’ interest results in

promoting organizational goodwill.

Limitations of Career Planning

• Dual Career Families

• Low ceiling careers

• Declining Career Opportunities

• Downsizing/De-layering and careers

Succession planning

• To ensure the

availability of right

managerial personnel at

the right time in right

position for continuing

organizational vitality

and strength.

Steps in succession planning:

• Prepare & develop a management staffing plan

• Staffing & development---recruitment,

selection, placement.

• Ensure congenial organizational environment

to retain the desired managerial personnel

• Develop a good performance appraisal system

to get feedback.

• Prepare management resource inventor -- personal data -- performance records -- skills -- potential -- career goals -- career paths of managerial

personnel

Potential appraisal and development:

• Potential appraisals are required to:

1. Inform employees about their future

prospects

2. Help the organization chalk out a suitable

succession plan

3. Update training efforts from time to time

4. Advice employees about what they must

do to improve their career prospects.

Steps followed while introducing a good potential appraisal system:

• Role description

• Qualities needed to perform the roles

• Rating mechanism

--- rating by others

--- tests

--- games

---- records

• Organizing the system• Feed back THE PHILIPS MODEL:

Problem child Stars

Planned separation Solid citizens

• The Philips model:

1. Low potential, high performance

2. High potential, low performance

3. Low potential, high performance

4. High potential , high performance

Attributes in a potential employee:

• Ability to foresee future opportunities

• Consistency in approach and performance

• Responsive to conditions whatever come

in the way

• Person with high level of integrity

• Broader vision and micro perception.

Factors affecting potential appraisal:

• Conceptual effectiveness:

1. Vision

2. Business organization

3. Entrepreneurial orientation

4. Sense of reality

• Operational effectiveness:

1. Result orientation

2. Individual effectiveness

3. Risk taking

4. Control

• Inter personnel effectiveness:

1. Network directedness

2. Negotiating power

3. Personal influence

4. Verbal behavior

• Achievement motivation:

1. Drive

2. Professional ambition

3. Innovativeness

4. stability

Best practices:

• Build the appraisal and reward of potential

into your assessment system

• Clearly separate reward for potential from

reward for past performance

• Start evaluating potential as early as

possible to identify the best talent

• Factors used to evaluate potential must be

explained to every employee

• Communicate potential assessment to

each individual at regular intervals.