Suspense Regards Career Planning
Career planning is estimating, predicting and calculating all the steps necessary to achieving your goals. In the process, you are always making choices. When you choose one alternative over another, this is called an opportunity cost. An opportunity cost is the cost of passing up your next best choice when making a decision. In career planning, we need to always be mindful of our opportunity costs and take into consideration all that will come our way. Those who have successful careers understand how the game of work is played. As you can see career planning is more than just looking at jobs and positions and working hard.
The career planning process can be divided into six steps:[/b][/b]
Self-Assessment
Career Exploration
Targeting
Career Preparation
Marketing Yourself
Career Management
Goal seeking is growth building. Goal planning is life planning. As you define your goal, it will define you.
Life presents us with unexpected events all the time. So when we set out a goal we must understand that there may be many roadblocks to reaching a goal.
People’s career aspirations can be categorized into limited number of types. The following are five examples of career aspirations[/b]:
Traditional career success: People who are motivated and inspired to advance their professional skills for achieving a progress in the organization’s hierarchy level. People who seek a position that has a potential to establish status, responsibility, higher salary and authority
Security: People who seek a solid job that represent stability and predictability. Person who prefers to work at workplaces that offer a long term secured position over advancement.
Expertise: People who seek positions that offer technical/professional enhancement and technological interest. They would like to become experts in their professional area.
Person who seek individualism. He wants to get autonomy for his thoughts and activities. People who are motivated by values such as freedom and independence
People who consider their job/career equal or lower as compared to other non-work values and interests such as family, religion and personal issues. They prefer jobs that respect their interests on their personal life.
Less job security: Gone is the era of high job security, with the same employer for life, where good employees automatically move up well-defined career ladders. Even in the federal sector, in response to increased pressures to reduce costs, solutions like restructuring, down-sizing and automation will continue to eliminate some jobs and drastically alter others. Workers will, of necessity, need to be more mobile in finding the right job--and employer.
Technical knowledge and skills obsolescence: Rapid advancements in technology and state-of-the-art knowledge requires employees to upgrade their skills and "re-tool" themselves just to remain current with their job requirements. For example, in high-tech organizations, some skills have a half-life of 18 months. Also, missions and projects end and new ones start up, often requiring new or different technical skills or expertise from the workforce.
FOR INDIVIDUALS
Knowledge of various career opportunities / individual priorities.
Internal promotuions, Up gradation and transfers
Improves employees performance
career growth as professionals
professional growth opportunities
opportunities for learning
rewards for achievements
-performance oriented working
FOR ORGANIZATIONS
-attracting and retaining talent
-Availability of human resources
-It ensures that people get equal opportunities for growth and development.
-Enhances cultural diversity
-Promote organizational goodwill
-roles are clarified in career counseling .
-more realistic approach of what is expected of them.
-personal career planning ability is increased
-human resource systems are effectively utilized
To succeed
To function effectively
Have added resources
Sharpen the competencies
Building skills
Adopting contemporary management system
Skills and competency based career can motivate and develop the potential development.
It reduces the stress of catching up with higher designations and provides opportunity to all
It enhances the internal communication.
Individuals can facilitate their career by assessing their skills and roles.
Competency based career planning helps to meet organizational goals, as it prepares the HR needed.
It nurtures future executives and manager
It encourages skills acquisition and leads to better retention.
Preservation/enhancement of external and internal corporate reputation
Promoted culture of employee responsibility/ownership of ones own Career Management
Promoted healthy/appropriate internal movement
Provided tools and resources to redeployed employees which enhance his/her ability to achieve an appropriate job-match(skill, competency, interest, style)
Dramatically reduces severance payments due to successful internal placement
Elimination of outplacement/transition fees as a result of successful redeployment
Reduced staffing (cost per hire) costs due to redeploying existing human resources
Diminished re-training dollars by redeploying internal talent fully versed in your culture and protocols
Helps in Developing curriculum for new training to advance in a career field;
Helps in Creating new job classifications that can provide additional “steps up” in a field;
Helps in Training workers to start Being more productive.
Helps in Working with employers to articulate paths or skill standards for advancement where
none existed previously;
Helps in Upgrading skills for low-skill workers;
Helps in Providing technical assistance to employers to demonstrate how to implement career
pathways;
Helps in Creating new strategies for credentialing workers;
Helps in Building education and training benefits packages where they don’t already exist;
Helps in Investing in career counseling and mentoring programs for low-wage workers.
DEMERITS[/b] OF Career Planning & Development Programs.
THERE ARE NO SPECIFIC DEMERIT POINTS.
THE DEMERITS COMES FROM
''HOW CAREER PLANNING IS HANDLED BY THE ORGANIZATION
AND THE INDIVIDUALS.
INDIVIDUALS[/b]
individuals' short comings.
individuals' lack of initiatives.
individuals' lack of efforts.
ORGANIZATION
poor management support.
lack of sufficient resources.
biased approach in appointments.
Career planning is estimating, predicting and calculating all the steps necessary to achieving your goals. In the process, you are always making choices. When you choose one alternative over another, this is called an opportunity cost. An opportunity cost is the cost of passing up your next best choice when making a decision. In career planning, we need to always be mindful of our opportunity costs and take into consideration all that will come our way. Those who have successful careers understand how the game of work is played. As you can see career planning is more than just looking at jobs and positions and working hard.
The career planning process can be divided into six steps:[/b][/b]
Self-Assessment
Career Exploration
Targeting
Career Preparation
Marketing Yourself
Career Management
Goal seeking is growth building. Goal planning is life planning. As you define your goal, it will define you.
Life presents us with unexpected events all the time. So when we set out a goal we must understand that there may be many roadblocks to reaching a goal.
People’s career aspirations can be categorized into limited number of types. The following are five examples of career aspirations[/b]:
Traditional career success: People who are motivated and inspired to advance their professional skills for achieving a progress in the organization’s hierarchy level. People who seek a position that has a potential to establish status, responsibility, higher salary and authority
Security: People who seek a solid job that represent stability and predictability. Person who prefers to work at workplaces that offer a long term secured position over advancement.
Expertise: People who seek positions that offer technical/professional enhancement and technological interest. They would like to become experts in their professional area.
Person who seek individualism. He wants to get autonomy for his thoughts and activities. People who are motivated by values such as freedom and independence
People who consider their job/career equal or lower as compared to other non-work values and interests such as family, religion and personal issues. They prefer jobs that respect their interests on their personal life.
Less job security: Gone is the era of high job security, with the same employer for life, where good employees automatically move up well-defined career ladders. Even in the federal sector, in response to increased pressures to reduce costs, solutions like restructuring, down-sizing and automation will continue to eliminate some jobs and drastically alter others. Workers will, of necessity, need to be more mobile in finding the right job--and employer.
Technical knowledge and skills obsolescence: Rapid advancements in technology and state-of-the-art knowledge requires employees to upgrade their skills and "re-tool" themselves just to remain current with their job requirements. For example, in high-tech organizations, some skills have a half-life of 18 months. Also, missions and projects end and new ones start up, often requiring new or different technical skills or expertise from the workforce.
FOR INDIVIDUALS
Knowledge of various career opportunities / individual priorities.
Internal promotuions, Up gradation and transfers
Improves employees performance
career growth as professionals
professional growth opportunities
opportunities for learning
rewards for achievements
-performance oriented working
FOR ORGANIZATIONS
-attracting and retaining talent
-Availability of human resources
-It ensures that people get equal opportunities for growth and development.
-Enhances cultural diversity
-Promote organizational goodwill
-roles are clarified in career counseling .
-more realistic approach of what is expected of them.
-personal career planning ability is increased
-human resource systems are effectively utilized
To succeed
To function effectively
Have added resources
Sharpen the competencies
Building skills
Adopting contemporary management system
Skills and competency based career can motivate and develop the potential development.
It reduces the stress of catching up with higher designations and provides opportunity to all
It enhances the internal communication.
Individuals can facilitate their career by assessing their skills and roles.
Competency based career planning helps to meet organizational goals, as it prepares the HR needed.
It nurtures future executives and manager
It encourages skills acquisition and leads to better retention.
Preservation/enhancement of external and internal corporate reputation
Promoted culture of employee responsibility/ownership of ones own Career Management
Promoted healthy/appropriate internal movement
Provided tools and resources to redeployed employees which enhance his/her ability to achieve an appropriate job-match(skill, competency, interest, style)
Dramatically reduces severance payments due to successful internal placement
Elimination of outplacement/transition fees as a result of successful redeployment
Reduced staffing (cost per hire) costs due to redeploying existing human resources
Diminished re-training dollars by redeploying internal talent fully versed in your culture and protocols
Helps in Developing curriculum for new training to advance in a career field;
Helps in Creating new job classifications that can provide additional “steps up” in a field;
Helps in Training workers to start Being more productive.
Helps in Working with employers to articulate paths or skill standards for advancement where
none existed previously;
Helps in Upgrading skills for low-skill workers;
Helps in Providing technical assistance to employers to demonstrate how to implement career
pathways;
Helps in Creating new strategies for credentialing workers;
Helps in Building education and training benefits packages where they don’t already exist;
Helps in Investing in career counseling and mentoring programs for low-wage workers.
DEMERITS[/b] OF Career Planning & Development Programs.
THERE ARE NO SPECIFIC DEMERIT POINTS.
THE DEMERITS COMES FROM
''HOW CAREER PLANNING IS HANDLED BY THE ORGANIZATION
AND THE INDIVIDUALS.
INDIVIDUALS[/b]
individuals' short comings.
individuals' lack of initiatives.
individuals' lack of efforts.
ORGANIZATION
poor management support.
lack of sufficient resources.
biased approach in appointments.