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Alkesh Dinesh Mody Institute

for Financial & ManagementStudies

Topic:- Career Planning &Development

Submitted To:- Prof. ArunaDeshpande

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Credits

Akshata Gaikwad

Rupali kamble

Rahul Joshi Devendra Jain

Sagar Karia

Prasad Morae

18

39

3738

43

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INTROThe term career planning is frequently used in relation young boys and

girls studying at the college level. College students are expected to considertheir qualities (physical and mental), psychological make-up, likes anddislikes, inclinations, etc. and decide what they want to be in their life. Inother words, they should decide what they want to achieve in their life andadjust their education and other activities accordingly. This means theyhave to plan their career. In such career planning, parents, family members

and college teachers offer helping hand and guide young boys and girls inselecting the most suitable career. At present, even experts are available tohelp youth in their career planning. IQ and other tests are also conductedfor this purpose.The term career planning and development is used extensively in relation tobusiness organizations. It is argued that if the organizations want to get the

best out of their employees, they must plan the career developmentprogrammes in their organization effectively. Such programmes offerbenefits to employees and also to the organizations. The employees willdevelop new skills will be available to the organization. This type of careerplanning can be described as organizational career planning.

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MEANING OF CAREER (WHAT IS CAREER?):-

A career is a sequence of positions/jobs held by a person during thecourse of his working life. According to Edwin B. Flippo a career is a

sequence of separate but related work activities that provide continuity,order and meaning to a persons life. Career of an employee representsvarious jobs performed by him during the course of his working life. Thisis described

HUMAN RESOURCEMANAGEMANT AS A CAREER PATH:-

In the case of an ordinary worker, the career path includes the followingjob positions:Unskilled worker Semi-skilled worker Skilled worker Highly skilled worker Assistant foreman Foreman.

Employees (of all categories) want to grow in their careers as thisprovides more salary, higher status and opportunity to use knowledge,education and skills effectively. An individual with potentials joins a firmnot for job but for career development. An organization has to providebetter opportunities to its employees in their career development and also

use their efficient services for the benefit of the organization.

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MEANING OF CAREER PLANNING

(WHAT IS CAREER PLANNING?):-

Career planning is one important aspect of human resource planning anddevelopment. Every individual who joins an organization desires to make agood career for himself within the organization. He joins the organizationwith a desire to have a bright career in terms of status, compensationpayment and future promotions. From the point of view of anorganization, career planning and development have become crucial inmanagement process. An organization has to provide

facilities/opportunities for the career development of individual employees

If the organizations want to get the best out of their employees, they mustplan regularly the career development programmes in their organizations. In

brief, career planning refers to the formal programmes that organizationsimplement to increase the effectiveness and efficiency of the humanresources available. Career planning and development is the responsibilityof the HR department of the organization. As already noted, every personjoining an organization has a desire to make career as per his potentiality,ability, skills and so on.

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NEED/PURPOSE/OBJECTIVES OF CAREER

PLANNING:-

To map out careers of employees as per their ability andwillingness and to train and develop them for higher positions.

To attract and retain the right type of persons in theorganization.

To utilize available managerial talent within the organizationfully.

To achieve higher productivity and organizationaldevelopment.

To provide guidance and assistance to employees to developtheir potentials to the highest level.

To improve employee morale and motivation by providing

training and opportunities for promotion.

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SCOPE OF ORGANISATIONAL CAREER

PLANNING:-

HUMANRESOURCEFORECASTINGANDPLANNING:-

CAREER INFORMATION:-

CAREER COUNSELLING:-

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Essentialsto make careerplanningsuccessful:

Strong commitment of the top management in career planning anddevelopment.

Organization should develop, expand and diversify its activities in aphased manner and accordingly assign responsibilities to employees.

Organization should frame clear corporate goals and conduct careerdevelopment workshop.

Organization should have committed, self motivated and hard workingemployees and offer continuous education and training, at various stagesof employees careers.

Organization goals in selection should be selecting that most suitableemployees and placing him in the right job.

Organization should take care of the proper age composition and

experience of employees during manpower planning and selection. Organization should take steps to minimize career stress and offer career

counseling. Organization should have a fair promotion policy and job rotation as it

will help employees to acquire organizational knowledge and knowledge

of different jobs and department.

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Characteristicsofsuccession

planning:

Balance between individuals andorganization:

Broadening experience by Lateral moves:

Roles not jobs:

Competencies: Links with business planning:

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Needofsuccession planning:

An ongoing supply of well trained, experienced, well motivatedpeople who are ready and able to step into key positions asneeded is ensured.

A cadre of desirable candidates who are being goals establishedfor them to the organizational culture and processes.

Alignment of the future needs of the organization with theavailability of appropriate resources within the organization. Define career paths, which will help the organization recruit

and retain better people.

Positive goals of key personnel, which will help keep themwith the organization and assure continuous supply of capablesuccessors for each of the important position included in thesuccession plan.

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Employee retention:-In todays organizations have been introducing change to cope

with challenges of the environment and competition. Thus human skills

and talent are in great demand for which organizations started offeringattractive and competitive pay packages in order to lure the employeeswith scares skills. This in turn has increased external mobility, for whichthe organization have started adoption strategies to retain employeeswith scares skills and talent. Retention management thus acquiredimportance.

Retention management strategies:- Organization design and implement some of the following strategies to

retain employees: Offer competitive pay packages, benefits programme and social security

benefits as they work as golden handcuffs. Maintain congenial human relation, interpersonal dynamics and

employee recognition programmes. Take proactive measures to identify employee grievances, dissatisfaction

and frustration level and employ corrective measure.

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Use family involvement programme, family welfare programmes andfamily recognition programmes.

Employ measures to satisfy esteem needs and self actualization needs ofemployees in addition to other needs.

Develop the organization and its business in order to met employeesgrowing demand and goals.

Encourage internal mobility and job changes through innovative

practices. Provides continuous training and development programmes. Provide efficient career planning and development programmes.

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DISADVANTAGES/LIMITATIONS OF

CAREER PLANNING:- Career planning can become a reality when opportunities for vertical

ability are available. Therefore, it is not suitable for a very smallorganization.

In a developing country like India, environmental factors such asgovernment policy, public sector development, growth of backwardareas, etc. influence business and industry. Therefore, career plans for a

period exceeding a decade may not be effective. Career planning is not an effective technique for a large number of

employees who work on the shop floor, particularly for illiterate andunskilled workers.

In family business houses in India, members of the family expect toprogress faster in their career than their professional colleagues. Thisupset the career planning process.

Systematically career planning becomes difficult due to favouritism andnepotism in promotions, political intervention in appointments and

reservations of seats for scheduled castes/tribes and backward classes.

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HOW TO INTRODUCE CAREER PLANNING PROGRAMME?

(PROCESS OF CAREER PLANNING):-

It is not easy to introduce career developmentprogramme at the level of an organization.Moreover, such career development planning is a

continuous activity. What is happening in most ofthe organizations is that this concept is given onlylip service and theoretical importance. If the

organization wants to get the best out of theiremployees, it must plan the career developmentsprogrammes continuously and effectively in itsorganization.

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DETAILS OF THE STEP IN CAREER

PLANNING

ANALYSIS OF PERSONEL SITUATION :- PROJECTION OF PERSONNEL SITUATION:-

IDENTIFYING OF CAREER NEEDS:-

SELECTION OF PRIORITIES:-

DEVELOPMENT OF CAREER PLAN:- WRITE-UPOF FORMULATED PLAN:-

MONITORING PLANNING i.e. MONITORING OF CAREERDEVELOPMENT PLAN:-

IMPLEMENTATION (OF CAREER DEVELOPMENT PLAN):- REVIEW AND EVALUATION OF CAREER PLANS:-

FUTURE NEEDS:-

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CAREER STAGES:-Education is thought of in terms of employment.

People go for school and college education and prepare fortheir occupation. Very few people stick to the same jobthroughout their life. Most of them switch job either withinthe organization or in some other organization. Chances arethey change jobs, depending on available opportunity, several

times before retirement. Where opportunity is restricted theycontinue with the same job. They go through the followingstages:

1. EXP LORATION:-

2. ESTABLISHMENT:-3. MID-CAREER STAGE:-

4. LATE CAREER:-

5. DECLINE STAGE:-

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INDIVIDUAL CAREER DEVELOPMENT:-

Career progress and development is largely theoutcome of actions on the part of an individual. Someof the important steps that could help an individualcross the hurdles on the way up may include:

I. PERFORMANCE:-

II. EXPOSURE:-

III. NETWORKING:-

V. LOYALTY TO CAREER:-

VI. MENTORS AND SPONSORS:-

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ORGANISATIONAL CAREER

DEVELOPMENT:-

The assistance from managers and HRdepartment is equally important in achievingindividual career goals and meeting organizational

needs. A variety of tools and activities areemployees for this purpose.

I. SELF-ASSESSMENT TOOLS :-

II. EMP LOYEE DEVELOPMENTPROGRAMMES :-

III. INDIVIDUAL COUNSELLING:-

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CAREER DEVELOPMENT ACTIONS:-

JOB PERFORMANCE:- EXPOSURE:-

EMPLOYEE DEVELOPMENT

PROGRAMMES:- CAREER PROGRAMMES FOR SPECIAL

GROUPS :-

RESIGNATIONS:- CHANGE THE JOB:-

CAREER GUIDANCE:-

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CareerDevelopment Fundamentalsof

LG:-

Creativity and autonomy An individual's creativity is the basis forvalue creation. LG Electronics respects diversity and autonomy, allowingeach of its employees to exercise their creativity to the full.

Emphasis on competence - Competence is the basis for performance. LGElectronics sees competence as the most important factor in its

personnel decisions. Performance-based rewards - Rewards based on performance areessential for human motivation. LG Electronics evaluates performanceresults fairly and rewards them accordingly.

Equal opportunities - Equal opportunities build trust among people. LGElectronics ensures equal opportunities regardless of gender, race, age,religion, or nationality.

Long-term perspective - Maintaining a long-term perspective is thefoundation for LG's human resources policies. LG's human resourcesprograms are designed with a long-term perspective and implementedwith dedication and persistence.

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CareerDevelopment FundamentalsofLG

{contd} :-

Training - LG Electronics offers diverse educational programs to itsemployees according to rank and job to encourage growth anddevelopment and mold them into "the right people" for the company.They do this by equipping them with the professional capabilities thatthe company needs and enabling them to apply the latest technologies

to their work. Rewards - LG Electronics offers its employees a competitive, unique

rewards system that takes account of their working situations by nation,region, and job. This rewards system motivates employees to performbetter by helping them to enhance their quality of life.

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Latest Changes/ improvements:- In an innovative way to beat attrition, which had hit 30 percent across the

industrial sector, LG Electronics India took up a 5-year programme to

nurture the career of its white-collared employees. The company, which, over the years has managed to keep its attrition rate at

6 per cent, kicked off the new programme for its executives this month. Traditionally, LG had had low attrition rates but they are aware of how to

make its employees grow along with the company. The career planning

programme is aimed toward achieving that objective. "In this initiative all our employees will have to undergo an assessment byexperts who would help them identify their weak points," Yasho .V. Verma,HR Director, LG Electronics India said, adding during the course of the nextfive years they would be given thorough training in those areas.

He said a batch of 12 people will undergo a test for two days ofidentification and training process, which would be based on hierarchy.

"The senior employees will be assessed on the basis of their vision andleadership abilities. The young people will be assessed as per their functionalcapabilities," Verma added

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Mr. Amar potdar is stenographer. He is working as P.A, to

production manager in VICTOLtd., Borivali, Mumbai 400 092. he isunder graduate of 30 years, unmarried and from a poor middle classfamily. However, he is hardworking, reasonably intelligent, capable andalso family. However, he is joined the company not for job but for hiscareer building and desires to be executive like higher status, salary and

challenging duties.Amar was performing his job honestly, sincerely and efficiently, his

boss is satisfied with his work. Amar wants to move to higher positions isthis organization. His boss is aware of the ambition of Mr. Amar and has

a genuine desire to help him to learn, to grow and to build up his careerwithin a short period.

Two years ago that is in June 1994, one of his friends in Borivalistarted evening classes for external degree of Mumbai University. Amarjoined evening batch which starts at 7p.m. and functions up to 10p.m.

Case study:-

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amar is able to go regularly to the tuition class as his office hours are from10.30 a.m. to 6.00 p.m. his boss has agreed to relieve Amar for his classby 6.00 p.m. on all working days. He also offered some financial help to

amar for his higher education. Mr. Amar passed B.com examination withfirst class( with specialization in accounts) in 1997. Thereafter, hecontinued his education and took law degree. This is how he joined asundergraduate and got additional qualification i.e. degrees in commerceand law and diploma in marketing management.

In 2001, Mr. Amar thought that his company management willconsider his qualification loyalty to the organization and efficiency inwork will give him opportunity for advancement in executive position.He waited for more than one year for positive response from the

management. His boss also recommended his name to high position dueto his qualification s and career consciousness. Mr. amar wanted higherposition in his company as (particularly his boss) has given him certainfacilities and concessions.

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When all hopes for promotion/executive position proved false. Amargot angry/annoyed and restless. He felt that there is no appreciation ofhis loyalty and education and that the company unfair to him he alsostarted applying for higher position in other companies. Finally, he veryreluctantly left the organization and joined other organization at higherposition. His boss and co-employees felt very sorry for joining the othercompany. However, the general opinion was that Mr. Amar had no

alternative but to leave the company for better prospects. His colleaguesalso felt that Mr. Amar is not a looser but the company (VICTOLTD)is looser in real sense.

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Questions:

Do you justify the decisions (of leaving the company)taken by Mr. Amar ?

Who is at fault in the above noted case Mr. Amar or thecompany or its manpower planning policy?

Explain briefly how total negligence of personaachievement of individual employees leads to frustrationand demoralization of employees. Make special reference toMr. Amar?