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CHALLENGE ME, DEVELOP ME, PAY ME
CAREER PLANNING & GROWTH OPPORTUNITIES
Manpower planning g is an n important of business planning or corporate planning. There cannot be effective manpower planning if there is ineffective career planning in the organization. Career planning is an integral part of manpower planning. Career planning is choosing an occupation, keeping in view one' s resources and environmental condition s. Career planning is not an event or an end in itself, but a process which requires continuous examination of the goal; the strategies to be chosen ; the resources and limitation s n the part of the individual the organization an d the environment.
This is aimed at - to improve the performance of subordinates in their present job in terms of results to be accomplished; to prepare employees to accept increasing responsibility in their present job; to help subordinates to g row and develop for higher level job s. Career planning g is basically an individual's responsibility. However, in the organisational context, it is the organisation's responsibility to guide and direct the employees to develop and utilize their knowledge, abilities an d resources toward s organisation development and effectiveness. Employee' s goals have to be appropria ely integrated with organisational goals. The organisation must provide career counseling services.
MEANING OF CAREER PLANNING
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 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. So, due to this career planning and development is necessary to each and every employee in an organization. The need of career planning and development is felt in each and every organization of today’s global world.
NEED FOR CAREER PLANNING:
Career Planning is necessary due to the following reasons:
1. To attract competent persons and to retain them in the organization.
2. To provide suitable promotional opportunities.
3. To enable the employees to develop and take them ready to meet the future challenges.
4. To increase the utilization of managerial reserves within an organization.
5. To correct employee placement.
6. To reduce employee dissatisfaction and turnover.
7. To improve motivation and morale.
PROCESS OF CAREER PLANNING AND DEVELOPMENT
The following are the steps in Career Planning and Development:
1. Analysis of individual skills, knowledge, abilities, aptitudes etc.
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.
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 programme.
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.
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.
4. 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 programme.
The above points can further elaborated in the following way: -
STEPS AND TASKS IN ESTABLISHING A CAREER DEVELOPMENT SYSTEM
Step 1: Needs: Defining the present system
• 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.
• Assess existing HR Programme or structure; consider possible links to a career development programme.
• Determine prior attempts at solving the problem or need.
• Establish the mission or philosophy of the programme.
• Design and implement needs assessment to confirm the data or collect more data.
• Establish indicators or criteria of success.
Step 2: Vision: Determining New Directions and Possibilities
• 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.
Step 3: Action Plan: Deciding on practical first steps
• 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
Step 4: Results: Maintaining the change
• Create long-term formalized approaches.
• Publicize the programme.
• Evaluate and redesign the programme and its components.
• Consider future trends and directions for the programme.
Career development is essential to implement career plan. Career development consists of personal improvements undertaken by the individual employee, training, development and educational programmes provided by the organization and various institutes. The most important aspect of career development is that every employee must accept his/her responsibility for development. Various career development actions prove useful if an employee is committed to career development.
PRE-REQUISITES FOR THE SUCCESS OF CAREER PLANNING.
1. Strong commitment of the top management in career planning, succession planning and development.
2. Organization should develop, expand and diversify its activities at a phased manner.
3. Organization should frame clear corporate goals.
4. Organization should have self-motivated, committed and hard working employees.
5. Organization’s goal in selection should be selecting the most suitable man and place him in the right job.
6. Organization should take care of the proper age composition in manpower planning and in selection.
7. Organization should take steps to minimize career stress.
8. Organization should have fair promotion policy.
9. Organization should publicize widely the career planning and development programmes.
ADVANTAGES OF CAREER PLANNING AND DEVELOPMENT
Infact both individuals and the organization are going to benefit from career planning and development. So the advantages are described below:
ForIndividuals
1. 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.
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 further employee turnover.
8. It satisfies employee esteem needs.
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:
i. Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent.
ii. The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees.
iii. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development.
iv. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration.
v. By attracting and retaining the people from different cultures, enhances cultural diversity.
vi. Protecting employees’ interest results in promoting organizational goodwill.
LIMITATIONS OF CAREER PLANNING
Despite planning the career, employees face certain career problems. They are:
1. Dual Career Families: - With the increase in career orientation among women, number of female employees in on increase. With this, the dual career families have also been on increase. Consequently, one of those family members might face the problem of transfer. This has become a complicated problem to organizations. Consequently other employees may be at disadvantage.
2. Low ceiling careers: -Some careers do not have scope for much advancement. Employees cannot get promotions despite their career plans and development in such jobs.
3. Declining Career Opportunities: -Career opportunities for certain categories reach the declining stage due to the influence of the technological or economic factors. Solution for such problem is career shift.
4. Downsizing/Delayering and careers: - Business process reengineering, technological changes and business environmental factors force the business firms to restructure the organizations by delayering and downsizing. Downsizing activities result in fixing some employees, and degrading some other employees.
SOME SUGGESTIONS FOR EFFECTIVE CAREER DEVELOPMENT.
• Challenging Initial Job Assignments: - There is an evidence indicating that employees who take up initial challenging jobs perform better at later stages.
• Dissemination of Career Option Information: - Mostly employees lack information about career choices/options. The managers identify career paths and succession paths. This information should be made available to all.
• Job Positioning: - Management should provide job information to employees through job positioning. For posting the jobs organizations can use bulletin board displays, company publications, electronic billboards and similar means.
• Assessment Centres: - The assessment centers evaluate the people regarding their ability to certain jobs. This technique helps to identify the available skills, abilities and knowledge.
• Career Counseling: - Career Counseling helps employees in setting directions, reviewing performance, identifying areas for professional growth
CAREER PLANNING & GROWTH OPPORTUNITIES
Manpower planning g is an n important of business planning or corporate planning. There cannot be effective manpower planning if there is ineffective career planning in the organization. Career planning is an integral part of manpower planning. Career planning is choosing an occupation, keeping in view one' s resources and environmental condition s. Career planning is not an event or an end in itself, but a process which requires continuous examination of the goal; the strategies to be chosen ; the resources and limitation s n the part of the individual the organization an d the environment.
This is aimed at - to improve the performance of subordinates in their present job in terms of results to be accomplished; to prepare employees to accept increasing responsibility in their present job; to help subordinates to g row and develop for higher level job s. Career planning g is basically an individual's responsibility. However, in the organisational context, it is the organisation's responsibility to guide and direct the employees to develop and utilize their knowledge, abilities an d resources toward s organisation development and effectiveness. Employee' s goals have to be appropria ely integrated with organisational goals. The organisation must provide career counseling services.
MEANING OF CAREER PLANNING
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 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. So, due to this career planning and development is necessary to each and every employee in an organization. The need of career planning and development is felt in each and every organization of today’s global world.
NEED FOR CAREER PLANNING:
Career Planning is necessary due to the following reasons:
1. To attract competent persons and to retain them in the organization.
2. To provide suitable promotional opportunities.
3. To enable the employees to develop and take them ready to meet the future challenges.
4. To increase the utilization of managerial reserves within an organization.
5. To correct employee placement.
6. To reduce employee dissatisfaction and turnover.
7. To improve motivation and morale.
PROCESS OF CAREER PLANNING AND DEVELOPMENT
The following are the steps in Career Planning and Development:
1. Analysis of individual skills, knowledge, abilities, aptitudes etc.
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.
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 programme.
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.
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.
4. 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 programme.
The above points can further elaborated in the following way: -
STEPS AND TASKS IN ESTABLISHING A CAREER DEVELOPMENT SYSTEM
Step 1: Needs: Defining the present system
• 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.
• Assess existing HR Programme or structure; consider possible links to a career development programme.
• Determine prior attempts at solving the problem or need.
• Establish the mission or philosophy of the programme.
• Design and implement needs assessment to confirm the data or collect more data.
• Establish indicators or criteria of success.
Step 2: Vision: Determining New Directions and Possibilities
• 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.
Step 3: Action Plan: Deciding on practical first steps
• 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
Step 4: Results: Maintaining the change
• Create long-term formalized approaches.
• Publicize the programme.
• Evaluate and redesign the programme and its components.
• Consider future trends and directions for the programme.
Career development is essential to implement career plan. Career development consists of personal improvements undertaken by the individual employee, training, development and educational programmes provided by the organization and various institutes. The most important aspect of career development is that every employee must accept his/her responsibility for development. Various career development actions prove useful if an employee is committed to career development.
PRE-REQUISITES FOR THE SUCCESS OF CAREER PLANNING.
1. Strong commitment of the top management in career planning, succession planning and development.
2. Organization should develop, expand and diversify its activities at a phased manner.
3. Organization should frame clear corporate goals.
4. Organization should have self-motivated, committed and hard working employees.
5. Organization’s goal in selection should be selecting the most suitable man and place him in the right job.
6. Organization should take care of the proper age composition in manpower planning and in selection.
7. Organization should take steps to minimize career stress.
8. Organization should have fair promotion policy.
9. Organization should publicize widely the career planning and development programmes.
ADVANTAGES OF CAREER PLANNING AND DEVELOPMENT
Infact both individuals and the organization are going to benefit from career planning and development. So the advantages are described below:
ForIndividuals
1. 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.
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 further employee turnover.
8. It satisfies employee esteem needs.
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:
i. Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent.
ii. The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees.
iii. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development.
iv. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration.
v. By attracting and retaining the people from different cultures, enhances cultural diversity.
vi. Protecting employees’ interest results in promoting organizational goodwill.
LIMITATIONS OF CAREER PLANNING
Despite planning the career, employees face certain career problems. They are:
1. Dual Career Families: - With the increase in career orientation among women, number of female employees in on increase. With this, the dual career families have also been on increase. Consequently, one of those family members might face the problem of transfer. This has become a complicated problem to organizations. Consequently other employees may be at disadvantage.
2. Low ceiling careers: -Some careers do not have scope for much advancement. Employees cannot get promotions despite their career plans and development in such jobs.
3. Declining Career Opportunities: -Career opportunities for certain categories reach the declining stage due to the influence of the technological or economic factors. Solution for such problem is career shift.
4. Downsizing/Delayering and careers: - Business process reengineering, technological changes and business environmental factors force the business firms to restructure the organizations by delayering and downsizing. Downsizing activities result in fixing some employees, and degrading some other employees.
SOME SUGGESTIONS FOR EFFECTIVE CAREER DEVELOPMENT.
• Challenging Initial Job Assignments: - There is an evidence indicating that employees who take up initial challenging jobs perform better at later stages.
• Dissemination of Career Option Information: - Mostly employees lack information about career choices/options. The managers identify career paths and succession paths. This information should be made available to all.
• Job Positioning: - Management should provide job information to employees through job positioning. For posting the jobs organizations can use bulletin board displays, company publications, electronic billboards and similar means.
• Assessment Centres: - The assessment centers evaluate the people regarding their ability to certain jobs. This technique helps to identify the available skills, abilities and knowledge.
• Career Counseling: - Career Counseling helps employees in setting directions, reviewing performance, identifying areas for professional growth