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CAREER PLANNING

CAREER PLANNING. Team Members. Bhavna Dhapola 10 Anushri Parkar 33 Kilpa Sangoi 46 Jean Fernandes 12 Adelbert Fernandes 11. Introduction.

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CAREER PLANNING

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  1. CAREER PLANNING

  2. Team Members Bhavna Dhapola 10 Anushri Parkar 33 Kilpa Sangoi 46 Jean Fernandes 12 Adelbert Fernandes 11

  3. Introduction Career: Herbert Simon defines career as “an honourable occupation with one normally takes up during his/her youth with the expectation of advancement and pursues it until retirement Career planning and development is a means by which an organisation can sustain or increase its employees productivity and at the same time preparing them for a changing world. According to Milkovich and Boudreau Career development = Career management + Career planning

  4. Objective of career planning Identifying and making clear opportunities available. To reduce employee turnover. To Increase productivity. To identify the career stages and enhance the motivational level. To achieve the organisation’s goal by providing the employees paths to reach higher order needs.

  5. Career Planning Career Goals Needs Safety, Security Physiological Achievement esteem, autonomy Self actualization Safety, Security Career Paths Esteem actualization Career Feed Back Age 20 25 30 45 55 65 Career Stages Exploration Establishment Advancement Maintenance Retirement Career Planning Flow & Stages Career stages and Important needs

  6. Scope Of Career Planning Human Resource forecasting and planning Career Information Career Counseling Career Pathing Skill Assessment training Succession Planning

  7. Types of Career Test Career Interest Test Personality Test Skill Test

  8. CAREER ANCHORS • Technical Competence • Managerial competence • Stability and Security • Creativity and Challenge • Freedom and Autonomy • Dedication to a cause • Lifestyle

  9. Why a career plan could fail ! • Efforts are insincere • Look for immediate benefits • Lack of interaction with hired agencies • Impracticability in introduction • No system to evaluate • Bureaucratic model of organization

  10. Importance of career planning • Involvement of the employer and employee • Employees need to be aware of the organizational opportunities.

  11. Case Study – Colgate Palmolive • Employees fill the IDP Form • The form is sent to the managers • Employees and managers discuss • Employees interests • Strengths • Trainings • HR arrange for the training

  12. Cadbury – Case study Early Career Mid Career Senior career

  13. Early Career First 5 years of employment Management skills training Internal- short term placements Workshops Mentoring Aim – Understanding of Business structure.

  14. Mid Career Team Management trainings Strategic leadership trainings International opportunities Ongoing career dialogues Aim – Equip with capability to lead teams, develop and deliver business stratergies

  15. Senior Level Highest level Approximately 150 members globally Global leadership conference Executive development programme External expert coaching Aim – Support personal leadership styles to set business stratergies.

  16. Steps in Career planning (Employee perspective) Make Career Planning an Annual Event Map Your Path Since Last Career Planning Reflect on Your Likes and Dislikes, Needs and Wants Examine Your Pastimes and Hobbies Make Note of Your Past Accomplishments

  17. Look Beyond Your Current Job for Transferable Skills Review Career and Job Trends Set Career and Job Goals Explore New Education/Training Opportunities Research Further Career/Job Advancement Opportunities

  18. Thank You

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