1. Career Planning
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2. Organization of talk….
What is career planning ?
Glimpse of career planning process
How important is career planning
Career planning done by : Individuals
Organizations
Guidelines

3. What is career??
 Job vs. Career
 Job – “What can I do now to make money?”
 Career – Chosen Profession for your
life. Requires a willingness to get the
training needed to build your skills for
the future.
 A career is the work a person does.
It is the sequence of jobs that an
individual has held throughout his
or her working life E.g. occupation
of nursing.

4. Career planning what’s
that??
“Career planning
consists of
activities and
actions that you
take to achieve
your individual
career goals”

5. Deeper insight …
 It is the life- long process a person goes through
to learn about himself such as
 purpose,
 personality
 interests
 skills
 talents
 Develop a self- concept, learn about careers, and
work situations
 Make a career choice, while developing and
coping social skills

6. Career planning : An ongoing
process
Here You…
 Explore your interests
and abilities
 Strategically plan your
career goals
 Create your future work
success by designing
learning and action plans
to help you achieve your
goals.

7. Contd..
 The major focus is matching personal goals and
opportunities that are realistically available.
 Career planning is building bridges from one’s
current job/career to next job/career.
 Well-conceived career plan is flexible to
accommodate changing opportunities for
development

8. How important is career planning?
 People leave an organisation due to lack of
career growth
 Deeper focus on an employee’s aims and
aspirations
 Degree of clarity
 Helps in identifying handicaps & the blind spots
to overcome
 Significant motivator
 Key retention tool
 Critical human resource strategy

9. Contd…
 High-level vision and goals of company are
clearly made known to employees
 Growth of an organisation is intrinsically linked
with the growth of an individual
 Matching organization vision & employees
aspirations is must

10. A typical
The manager
Employee
sees career
views a career Win-Win situation planning
planning for all as a retention
Programme
And
as a path to
motivational
upward
tool
mobility
The top management
view it as a
tool for
succession planning

11. Whose responsible for planning ones career??
Individual Organization

12. Self Assessment
Job Search Individual career
planning process Academic/ Career
options
Relevant /Practical
Experience

13. 1. Self- Assessment
 Aware of the interrelationship
between self and occupational
choice
 Start by: Interests Abilities
 Learning interests, abilities,
skills, and work values
 Listing accomplishments
 Understanding physical and
psychological needs Values Personality
 Assessing aspirations and
motivation level
 Deciphering personal traits and
characteristics

14. 1. Self- Assessment
Competency Areas Strategies For Gaining
 Gain self-awareness Competencies
 Improve self-confidence  Take exploratory classes
 Understand time and  Identify personality style
stress management  Identify work values
 Develop  Demonstrate skills in
personal/professional overcoming self-defeating
management skills behaviors
 Identify symptoms of
stress

15. 2. Academic / Career options
 Investigate the world of work in greater
depth, narrow a general occupational
direction into a specific one
 Start by:
 Learning academic and career entrance
requirements
 Learning related majors and careers to
one's interests
 Investigating education and training
required
 Learning skills and experience required
 Planning academic and career
alternatives
 Learning job market trends

16. 2. Academic /
Career options
Competency Areas Strategies For Gaining
 Gain research and investigative Competencies
skills  Read occupational resources
 Practice decision-making,  Get assistance from a counselor
problem solving and critical
thinking skills  Talk to people who work in your
areas of interest
 Increase understanding of how
abilities, interests, and values  Attend Job/Career Fairs and/or
match career/academic
requirements Career Panels
 transferable skills should be be
gained

17. 3. Relevant / Practical experience
 Gain practical experience through internships,
cooperative education etc..
 Start by:
 Testing new skills and try diverse experiences
 Deciding the type of organization in which to
volunteer or work
 Assessing likes and dislikes of work values, skills,
work environments,
 Assessing if additional/different coursework or skills
are needed for your targeted career goals

18. 3. Relevant / Practical experience
Strategies For Gaining
Competency Areas
Competencies
 Gain an appreciation for
 Attend relevant conferences and
working with individuals from
diverse cultures seminars
  Become familiar with work
Understand and practice ethical
behavior settings and job descriptions
  Practice making decisions by
Gain supervisory/leadership/
supervising a group of people
teamwork skills
 Talk to alumnus/a about your
 Enhance self-management skills career goals
 Obtain work related,  Work part-time or during
transferable skills summer
 Develop conflict resolution skills

19. 4. Job Search
 Start by:
 Learning how to prepare resume and cover letters, and
complete employment applications
 Learning and implementing job search strategies
 Learning and practicing interviewing skills
 Narrow your choices

20. 4. Job Search
Competency Areas Strategies For Gaining
 Ability correspondent in a Competencies
coherent, professional manner
 Register with Career Planning
 Communicate verbally in a & Placement Services
clear, concise manner
 Review resume with a career
 Effectively use networking, counselor
problem-solving, and decision
making to reach career goals  Receive referrals
 Develop budgeting skills in
relation to the job search,
travel, and relocation

21. Organizational career planning process
Projected Outcome
Career planning options
Transitions
Career Time
Direction

22. Organizational career planning process
1. Direction
 Assessing employee wants and organizational needs
 common goal setting
2. Career time
 Relates to distance & speed of an employee
 How far & how fast can employee move on career
path??
3. Transition
 Relates to changes expected to a career goal
 Analyzing transition factors
 Setting goals and a timetable

23. Contd…
4. Career planning options
 Advancement.
 Lateral
 Change to Lower Grade
 Mobility.
 Job Enrichment
 Exploratory Research
5. Projected Outcome
 Calculate the risks attached
 How well will it pay off?

24. Some important guidelines
 Employees
 Discuss any concerns regarding career or professional
development with supervisor
 Its your career, take all necessary initiative
 Supervisors/ Managers
 Make career planning an ongoing process
 Explain employees importance of growth, need for change
 Personal commitment

25. Contd…
 Acquire skills to be a good developer
 Give essential feedback to employees
 Provide a work environment that is conducive
 Supportive and motivational atmosphere
 Organizational
 Existence of supportive organizational structure
suitable to employees needs
 Provide resources dollars and time

26. Career Planning is NOT…
 Leaving the decision to chance
 Getting information and never deciding
 Going along with someone else’s plans
It’s OUR future. WE need to make
our career decision!!
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hrmba.blogspot.com
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etc.