Monday, March 16, 2020

CAREER PLANNING AND DEVELOPMENT


  • CAREER PLANNING AND DEVELOPMENT

  • DR. SHASHI AGGARWAL
  • MEANING OF CAREER
  • FLIPPO,”A CAREER IS A SEQUENCE OF POSITIONS HELD BY A PERSON DURING THE COURSE OF LIFE TIME. IT COMPRISES A SERIES OF WORK RELATED ACTIVITIES THAT PROVIDE CONTINUITY,ORDER AND MEANING TO A PERSON’S LIFE,
  • SUBJECTIVE VIEW,CAREER CONSIST OF THE CHANGES IN VALUES,ATTITUDES AND MOTIVATION THAT OCCUR AS A PERSON GROWS OLDER
  • TRADITIONAL CAREERS VIEWED AS UPWARD LINEAR PROGRESSION IN ONE OR TWO FIRMS OR AS STABLE EMPLOYEES WITHIN A PROFESSION
  • TODAY INSTEAD SOME ONE’S CAREER IS MORE LIKELY TO BE DRIVEN BY PERSON,NOT BY THE ORGANIZATION AND REINVENTED BY THE PERSON FROM TIME TO TIME AS THE PERSON AND THE ENVIRONMENT CHANGE.
  • CAREER OF AN EMPLOYEE REPRESENTS VARIOUS JOBS PERFORMED BY HIM AT DIFFERENT LEVEL IN AN ORGANIZATION DURING THE COURSE OF HIS WORKING LIFE. CAREER PATH
  • ORDINARY WORKER:- TRAINEE-----PROBATIONER---LOWER DIVISIONAL CLERK-ASSISTANT UPPER DIVISIONAL CLERK-ASSISTANT SECTION OFFICER-SECTION OFFICER
  • EXECUTIVE IN MARKETING DEPARTMENT:-
  • MARKETING EXECUTIVE—SENIOR EXECUTIVES-SENIOR EXECUTIVES-ASSISTANT MGR-DEPUTY MGR-SENIOR MANAGER-ASSTT GENERAL MANAGER-DEPUTY GENERAL MGR-GENERAL MGR-ASSTT VICE PRESIDENT-VICE PRESIDENT-SENIOR VICE PRESIDENT-PRESIDENT
  • ELEMENTS OF CAREER
  • PROPER SEQUENCE OF JOB RELATED ACTIVITIES
  • MAY BE
  • INDIVIDUAL CENTERED :AN INDIVIDUAL PERCEIVED SEQUENCE OF CAREER PROGRESSION
  • ORGANIZATION CENTERED
  • BETTER DEFINED AS INTEGRATED PACE OF LATERAL MOVEMENT IN AN OCCUPATION
  • FEATURES OF CAREER
1.     SELECTION OF GOALS  AND OBJECTIVE OF ONE’S CAREER IN ONE’S LIFE
2.     FORMULATION OF STRATEGIES TO ACHIEVE IT
3.     EVERY EMPLOYEE HOLD VARIOUS POSITIONS IN THE ORGANIZATION
4.     SPECIFIC RULES,POLICIES AND PROCEDURES DEVELOPED
5.     MODIFICATION STRATEGIES
6.     DUE TO DEVELOPMENT OF TECHNOLOGY,EDUCATION,SOCIAL AND COMMERCIAL ACTIVITIES THE NEED FOR CAREER
7.     SCOPE FOR CAREER COUNSELOR AND CAREER ADVISER
8.     EMPLOYEE EARN THEIR BREAD AND BUTTER BY SELECTING AND DEVELOPING THEIR CAREER
  • CLASSIFICATION /TYPES
  • SPECIFIC JOB CAREER : IN PARTICULAR INSTITUTION AND DEPARTMENT
  • CADRE CAREER :-WHERE A CLUSTER OR GROUP OF POSTS ARE ARRANGED VERTICALLY  I.E HIERARCHICAL FROM LOWER TO HIGHER
  • INTERGOVERNMENTAL CAREERS:-MORE THAN A SINGLE GOVERNMENT JURISDICTION
  • CLOSED CAREER SYSTEM:
  • OPEN CAREER : ENTRY IS GOVERNED BY CERTAIN CONDITIONS

  • CAREER STAGES
  • INDUCTION STAGE:-
  1. DOES NOT KNOW ABOUT THE ORGANIZATION MUCH
  2. LOTS OF CONFUSION AND ANXIETY
  3. EMPLOYER SHOULD TAKE THE CHARGE AND CARE FOR THE CAREER
  4. STAGE FOR ESTABLISHING IDENTITY IN THE ORGANIZATION
  5. MGMT SHOULD CONDUCT INDUCTION AND ORIENTATION PROGRAMME
·         ESTABLISHMENT AND DEVELOPMENT STAGE:-
  1. CAREER IS WELL ESTABLISHED AND PUTS BEST EFFORTS
  2. BLOOMING STAGE
  3. GROWING AND GETTING ESTABLISHING
  4. MGMT SHOULD DEVELOP STRATEGY TO MOTIVATE THEM AND OPPORTUNITIES FOR DEVELOPMENT
  • MIDDLE LEVEL STAGE:-
  1. EXPERIENCE OF WORKING IN A PARTICULAR COMPANY OF NEARLY 15 YEARS
  2. KNOWLEDGE OF THE JOB,WORKING PROCEDURE,RULES AND REGULATIONS
  3. PROPER COMMUNICATION FROM THE MANAGEMENT DEVELOPMENT AND PROMOTION OPPORTUNITIES
  • SENIOR LEVEL STAGE:-FULL BLOOMING STAGE
  1. ENJOY HIGHER STATUS,ASSIGNED RESPONSIBILITY AND GET HIGHER PAY SCALE
  2. INVOLVED IN POLICY AND PLANNING
  3. BETTER  OPPORTUNITIES FOR EXPOSURE ,ADJUSTING THEM IN DIFFERENT ROLES
  4. PROVIDE OPPORTUNITIES FOR SELF ACTUALISATION
  5. HIGHER INVOLVEMENT WOULD IMPROVE THE PERFORMANCE
  • RETIREMENT STAGE:-
  • PERSONS HAVE GIVEN THEIR SERVICE TO THE ORGANIZATION FOR A LONG TIME
  • SHOULD BE TREATED WITH RESPECT
  • PROPER BENEFITS SHOULD BE GIVEN


  • TERMS ASSOCIATED WITH CAREER PLANNING AND DEVELOPMENT
  • CAREER : DENOTES ALL THE JOBS THAT ARE HELD DURING ONE’S WORKING LIFE
  • CAREER GOALS : REPRESENTS FUTURE POSITION ONE TRIES TO REACH AS PART OF THE CAREER
  • CAREER CYCLE : THE STAGES THROUGH WHICH A PERSON;S CAREER EVOLVES
  • CAREER ANCHOR : DISTINCT PATTERN OF SELF PERCEIVED TALENTS,ATTITUDES ,MOTIVES AND VALUE THAT GUIDES AND STABILIZES A PERSON’S CAREER AFTER SEVERAL YEARS OF REAL WORLD EXPERIENCES AND FEEDBACK
  • CAREER PATH : THESE ARE FLEXIBLE LINES OF PROGRESSION THROUGH WHICH EMPLOYEES TYPICALLY MOVE
  • CAREER PROGRESSION : IT MEANS MAKING PROGRESS IN ONE’S CAREER THROUGH A SERIES OF RIGHT MOVE
  • CAREER PLANNING : PROCESS BY WHICH ONE SELECTS CAREER GOALS AND THE PATH TO THOSE GOALS
  • CAREER DEVELOPMENT : DENOTES PERSONAL ACTIONS ONE UNDERTAKES TO ACHIEVE THE CAREER GOALS.
  • CAREER COUNSELLING : PROCESS OF ADVISING EMPLOYEES ON SETTING CAREER GOALS AND ASSISTING THEM FIND SUITABLE CAREER PATHS.
  • CAREER PLANNING
  • CAREER PLANNING PROVIDES AN ANSWER TO AN EMPLOYEE’S QUESTION AS TO WHERE HE WILL BE IN THE ORGANIZATION AFTER FIVE YEARS OR TEN YEARS .
  • PROSPECTS OF ADVANCING OR GROWING IN THE ORGANIZATION OR DEVELOPING THE SCOPE FOR THE CAREER
  • FROM THE POINT OF INDIVIDUAL CAREER PLANNING IS THE PROCESS BY WHICH ONE FIXES THE  CAREER GOALS AND LAY DOWN THE PATH TO ACHIEVE THESE GOALS
  • IT IS NOT EVENT OR END ITSELF BUT A PROCESS OF DEVELOPMENT OF HUMAN RESOURCES
  • LAYS DOWN THE GOALS AND PATH TO REACH THESE GOALS
  • CAREERS GOALS ARE FUTURE POSITIONS AND SEQUENTIAL PATTERN OF JOBS
  • MAIN FEATURES
  1. PROCESS OF DEVELOPING HUMAN RESOURCES
  2. NOT AN END BUT MEANS OF MANAGING PEOPLE TO OBTAIN OPTIMUM RESULT
  3. CONTINUOUS PROCESS AND NOT AN EVENT
  4. BASIC AIM : INTEGRATION OF INDIVIDUAL AND ORGANIZATIONAL NEEDS
  • CAREER PLANNING AND HUMAN RESOURCE PLANNING
  1. IS INTEGRAL PART OF HUMAN RESOURCE PLANNING WHICH IN TURN INTEGRATED WITH THE CORPORATE PLANNING
  2. HUMAN RESOURCE PLANNING CANNOT BE EFFECTIVE WITHOUT PROPER AND ADEQUATE CAREER PLANNING
  3. HUMAN RESOURCE PLANNING PROVIDE VALUABLE INFORMATION TO FACILITATE CAREER PLANNING
  • NEED AND OBJECTIVES  PLANNING
  1. TO ATTRACT COMPETENT  PERSONS AND TO RETAIN THEM IN THE ORGANIZATION
  2. TO PROVIDE SUITABLE PROMOTIONAL OPPORTUNITIES TO THE PRESENT WORKFORCE
  3. TO ENABLE THE EMPLOYEES TO DEVELOP AND MAKE THEM READY TO MEET THE FUTURE CHALLENGES
  4. TO CORRECT MISTAKES IN THE EMPLOYEES PLACEMENT
  5. TO INCREASE THE UTILIZATION OF MANAGERIAL RESERVES WITHIN AN ORGANISATION
  6. TO IMPROVE MOTIVATION AND MORALE OF EMPLOYEES
  7. TO REDUCE EMPLOYEE DISSATISFACTION AND TURNOVER
  8. TO MAINTAIN AGE BALANCE WHILE TAKING EMPLOYEES UP THE CAREER PATH

  • PROCESS

  1. PREPARATION OF HUMAN RESOURCE INVENTORY : TYPE OF EXISTING EMPLOYEES,THEIR STATUS DUTIES,QUALIFICATION ,AGE,APTITUDE ,ABILITY TO SHOULDER ADDED RESPONSIBILITY AND THEIR ACCEPTABILITY TO THEIR COLLEAGUES.
  2. IDENTIFYING INDIVIDUAL CAREER NEEDS : SINCE  A PERSON’S CAREER IS A HIGHLY PERSONAL AND EXTREMELY  IMPORTANT ELEMENT OF LIFE EACH PERSON IS TO MAKE HIS OR HER DECISION IN THIS REGARD. HOWEVER ,THE HUMAN RESOURCE MANAGER MAY ASSIST  AN EMPLOYEE’S DECISION MAKING PROCESS BY PROVIDING  AS MUCH AS INFORMATION. THE OBJECTIVE OF SUCH PROGRAMME IS NOT THAT OF SELECTING FUTURE PROMOTERS BUT RATHER TO HELP INDIVIDUALS TO DO THEIR OWN PLANNING AND ALSO IDENTIFY.
  3. ANALYZING CAREER OPPORTUNITIES  : KNOWING THAT EMPLOYEES HAVE  DEFINITE CAREER NEEDS,THERE NATURALLY FOLLOWS THE OBLIGATION OF SPECIFICALLY CHARTING CAREER PATHS THROUGH ORGANIZATION AND OF INFORMING THE EMPLOYEES. FOR IDENTIFYING THE CAREER PATH THE TECHNIQUES OF JOB ANALYSIS MAY HELP IN DISCOVERING MULTIPLE LINES OF ADVANCEMENT TO SEVERAL JOBS IN DIFFERENT AREAS.
EXAMPLE :_UNSKILLED ( WORKER)------SEMI SKILLED---SKILLED-HIGHLY SKILLED----------FOREMAN
SUPERVISOR--- ASSTT MANGER---DEPUTY MANAGER---MANAGER---CHIEF MANAGER
  1. ANALYZING CAREER OPPORTUNITIES :-  KNOWING THE EMPLOYEES HAVE  DEFINITE CAREER NEEDS,THEIR NATURALLY FOLLOWS THE OBLIGATION OF SPECIFICALLY CHARTING PATH THROUGH THE ORGANIZATION AND OF INFORMING THE EMPLOYEES.FOR IDENTIFYING THE CAREER PATHS THE TECHNIQUES OF JOB ANALYSIS MAY HELP IN DISCOVERING MULTIPLE LINES OF ADVANCEMENTS TO SEVERAL JOBS IN DIFFERENT AREAS.
  2. MATCHING OF EMPLOYEES’S NEED WITH CAREER OPPORTUNITIES : WHEN EMPLOYEES HAVE ASSESSED THEIR CAREER NEEDS AND HAVE BECOME AWARE OF ORGANIZATIONAL CAREER OPPORTUNITIES AND NEXT STEP IS ALIGNMENT.
  3. FORMULATION AND IMPLEMENTATION OF TRAINING AND DEVELOPMENT PROGRAMME : METHOD OF TRAINING AND NATURE OF SKILLS AND KNOWLEDGE TO BE IMPARTED ARE GENERALLY DIFFERENT FOR DIFFERENT CLASSES OF EMPLOYEES
  4. REVIEW OF CAREER PLAN : FOR INCREASING THE EFFECTIVENESS OF CAREER PLANNING ,A PERIODICAL REVIEW SHOULD BE  UNDERTAKEN SO THAT THE EMPLOYEES MAY KNOW IN WHICH DIRECTION THE ORGANIZATION IS MOVING WHAT CHANGES ARE LIKELY TO TAKE PLACE AND WHAT  RESOURCES AND SKILL HE NEEDS TO ADAPT TO THE CHANGING ORGANIZATION REQUIREMENTS

  • CAREER COUNSELLING

  1. SEEKS TO HELP THE EMPLOYEE COPE WITH IT BETTER. SEEKS TO APPROVE EMPLOYEE’S MENTAL HEALTH, IT IS DISCUSSION OF A PROBLEM THAT USUALLY HAS EMOTIONAL CONTENT WITH AN EMPLOYEE IN ORDER TO HELP THE EMPLOYEE COPE WITH BETTER
  2. THE MAIN OBJECTIVE OF CAREER COUNSELLING :
  3. TO HELP AN INDIVIDUAL TO UNDERSTAND HIMSELF MORE CLEARLY AND DEVELOP HIS OWN THINKING AND OUTLOOK
  4. TO HELP INDIVIDUALS ACHIEVE AND ENJOY GREATER PERSONAL SATISFACTION
  5. TO HELP THE INDIVIDUALS UNDERSTAND THE FORCES AND DYNAMIC OPERATING IN THE SYSTEM
  • BENEFITS OF CAREER PLANNING
  1. PROVIDE THE KNOWLEDGE OF VARIOUS CAREER OPPORTUNITIES
  2. SELECT THE CAREER WHICH IS SUITABLE FOR HIS LIFE STYLE,PREFERENCES,FAMILY ENVIRONMENT
  3. IDENTIFY THE TALENTED EMPLOYEES WHO CAN BE PROMOTED
  4. IMPROVES EMPLOYEE PERFORMANCE
  5. ENHANCEMENT OF EMPLOYEE COMMITMENT
  6. CONTRIBUTE TOWARDS INDIVIDUAL DEVELOPMENT AND OD
  7. BETTER IMAGE
  • PROBLEMS
  1. NOT SUITABLE FOR SMALL ORGANISATION
  2. CAREER PLANS FOR A LONG PERIOD IS NOT EFFECTIVE DUE TO GOVERNMENT ‘S POLICY
  3. SYSTEMATIC CAREER PLANNING MIGHT BECOME DIFFICULT DUE TO FAVORITISM AND NEPOTISM
  4. SOME CAREERS DON'T HAVE  MUCH ADVANCEMENT
  5. INTERACTION OF CAREER ISSUES WITH THE ISSUES OF LIFE STAGES OF THE EMPLOYEE AND HIS FAMILY,CHANGING NEEDS OF EMPLOYEES THROUGHOUT HIS LIFE CYCLE COMPLICATE THE CAREER ISSUES
  • CAREER  DEVELOPMENT
  • IS INDISPENSABLE FOR IMPLEMENTING CAREER PLANS. CONSISTS OF ACTIVITIES UNDERTAKEN BY THE INDIVIDUAL EMPLOYEES AND THE ORGANIZATION TO MEET THE CAREER ASPIRATIONS AND JOB REQUIREMENTS,
  • MOST IMPORTANT REQUIREMENT OF CAREER DEVELOPMENT S THAT EVERY EMPLOYEE MUST ACCEPT RESPONSIBILITY FOR DEVELOPMENT

  • STEPS ( CAREER DEVELOPMENT )
  1. CHALLENGING INITIAL JOBS
  2. MANAGER IDENTIFY CAREER PATH THAT SUCCESSFUL EMPLOYEES SHOULD FOLLOW
  3. TO PROVIDE INFORMATION TO ALL EMPLOYEES ABOUT JOB OPENING,MANAGEMENT CAN USE JOB POSTING
  4. ASSESSMENT CENTRES : BY PUTTING PEOPLE THROUGH ASSESSMENT CENTERS MANAGERS CAN OBTAIN OBSERVABLE EVIDENCE OF THEIR ABILITY TO DO CERTAIN JOBS
  5. CONTINUING EDUCATION AND TRAINING
  6. CAREER DEVELOPMENT WORKSHOP
  7. JOB CHANGES CAN TAKE  THE  FORM OF VERTICAL PROMOTION ,LATERAL TRANSFER OR ASSIGNMENT
  8. AN EXTENDED LEAVE CAN ALLOW TIME FOR ATTENDING EXECUTIVE DEVELOPMENT CONFERENCES,UNINTERRUPTED READING,ACCEPTING A VISITING LECTURER SHIP AT  UNIVERSITY.
  • ESSENTIAL OF SUCCESS IN CAREER
  • CAREER PERFORMANCE :CAN BE JUDGED BY THE LEVEL OF OBJECTIVE SUCCESS AND THE LEVEL OF PSYCHOLOGICAL SUCCESS.
  • CAREER ATTITUDES : ARE SPECIFIC INDIVIDUAL ATTITUDES RELATED TO WORK, THESE ARE THE ATTITUDE ABOUT THE WORK ITSELF,THE PLACE OF WORK,JOB SATISFACTION AND LEVEL OF ACHIEVEMENT
  • CAREER IDENTITY :INDIVIDUAL IDENTITY IS THE UNIQUE WAY THAT A PERSON BELIEVES HE OR SHE FITS INTO THE WORLD
  • CAREER ADAPTABILITY :INDIVIDUAL WILLINGNESS AND CAPACITY TO CHANGE OCCUPATION OR THE WORK SETTING IN ORDER TO MAINTAIN HIS OR HER STANDARDS OF CAREER PROGRESS.
  • PROBLEMS
  1. MOBILITY
  2. CAREER AND FAMILYD
  3. DUAL CAREER FAMILY



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