HUMAN RESOURCE MANAGEMENT

1. PRESTIGE INSTITUTE OF MANAGEMENT, GWALIOR
HUMAN RESOURCE MANAGEMENT
MBA -2ND SEM, SEC "B"
TOPIC- “CAREER PLANNING”
PRESENTED TO:
PROF. CHANDA GULATI
PRESENTED BY :
SHUBHAM NANDI

2. INTRODUCTION OF CAREER PLANNING
Career planning is the systematic process by which one selects career goals and the path to
these goals.
From the organisation’s viewpoint, it means helping the employees to plan their career in terms
of their capacities within the context of organisation’s needs.
A career can be developed by an individual within one organization or several others. Considering career
planning as a process within the organization, career planning is that part of personnel administration
which aims at developing paths through which employees may progress in the organization over time.

3. DEFINITION OF CAREER PLANNING
 Career planning is an individual’s lifelong process of establishing personal career objectives
and acting in a manner intended to bring them about.
 Schwind Das and Wagar defines as, “Career planning is the process of enhancing an
employee’s future value.”
 Douglas T. Hall states that, “An individually perceived sequence of attitudes and
behaviours associated with work related experiences and activities over the span of the person’s
life.”

4. NEED OF CAREER PLANNING
1. To provide suitable promotional opportunities to the employees who are really deserve for it.
2. To attract competent capable, skilled trained candidate toward the company and to retain them in the
organisation.
3. To improve and increase motivation and morale among the employees.
4. To enable the employees to develop themselves and keep them ready to meet the various future
challenges.
5. To correct employee placement if there are errors in placement of some employees.
6. To optimize the utilization of managerial reserves within an organisation.
7. To reduce employee dissatisfaction and turnover.

5. OBJECTIVES OF CAREER PLANNING
OBJECTIVE # 1. TO ANTICIPATE FUTURE VACANCIES
OBJECTIVE # 2. TO DEVELOP AN AWARENESS
OBJECTIVE # 3 TO IMPROVE EMPLOYEE MORALE AND MOTIVATION
OBJECTIVE # 4 TO ATTRACT AND TO RETAIN THE RIGHT TYPE OF EMPLOYEES
OBJECTIVE # 5 TO FACILITATE EXPANSION AND GROWTH OF ENTERPRISE
OBJECTIVE # 6
TO UTILISE MANAGERIAL TALENT AVAILABLE AT OVERALL LEVELS
WITHIN THE ORGANISATION
OBJECTIVE # 7 TO INTEGRATE INDIVIDUAL AND ORGANISATIONAL NEEDS
OBJECTIVE # 8 TO PROVIDE GUIDANCE AND ENCOURAGEMENT TO EMPLOYEES

6. THE MAIN CHARACTERISTICS OF CAREER PLANNING
1. DEVELOPMENT OF
HUMAN RESOURCES It is a process of developing human resources rather than an event.
2. INVOLVEMENT
SURVEY OF EMPLOYEES
ABILITIES AND
ATTITUDES
A survey of employee’s abilities and attitudes is done under career planning. It becomes possible,
therefore, to group together people talking on a similar wavelength and place them under
supervisors who are responsive to that wavelength.
3. PARTICIPATIVE
PROCESS
It is a participative process and under it, job assignments are based on merit alone. This helps to
make improvement in the morale and productivity of employee.
4. PERVASIVE PROCESS
It is the responsibility of an organisation to provide guidance and counseling to its employees in
planning their careers and in developing and utilizing their knowledge and skills.
5. CONTINUOUS
PROCESS Due to an ever changing environment career planning is a continuous process.

7. 5 SALIENT FEATURES OF CAREER PLANNING
(i) Career planning is a process of developing human resources rather than an event.
(ii) It is a continuous process due to an ever changing environment.
(iii) It is not an end in itself but a means of managing people to obtain optimum results.
(iv) It is the responsibility of the organisation to provide guidance and counseling to its employees
in planning their careers and in developing and utilising their knowledge and skills.
(v) The basic aim of career planning is integration of individual needs and organisational needs.

8. IMPORTANT INTERNAL AND EXTERNAL ELEMENTS OF CAREER PLANNING
• Job inventory position gives information about the duties, responsibilities and
functions of each job and the requisite academic qualification, training and
skills and personality traits essential for performing the job.
Element # 1.
Preparation of Job Inventory
• Such an inventory of manpower resources is very useful to the organisation in
identifying weaknesses in personnel and thereby organising a management
development programmers.
Element # 2.
Preparation of Personnel Inventory of
Current and Anticipated Manpower
Resources
• It is very important from organisation point of view to take into account both
the short term and long term goals and aspirations of the individuals at the time
of developing the career programme which will help the employees in showing
career paths towards the attainment of their goals.
Element # 3.
Career Planning and Development:

9. PRINCIPAL OF CAREER PLANNING
Systematic Career Planning Offers A Large Number Of Benefits To The Individual As Well As To The Organisation.
These are as follows:
1. For career planning, efforts to be effective, consistent, support and help from the top management must be
received.
2. The corporate goals must be laid down clearly. It is not possible to develop appropriate goals for human
resources, if the management is not sure about the corporate goals.
3. There must be appropriate rewards for the promising employees as well as managers. Employees must be made
willing to expand their abilities and managers must be willing to coach, counsel and share their knowledge with
employees.
4. Every effort must be made to put the employees on the job for which they are best suited. If a talented employee
is put on a job below his standard, he will quit in frustration as soon as he gets the opportunity.
5. The career paths for different employees should be laid down clearly. Fast promotions should be made for
talented people.
6. Career planning efforts should be carried out on a continuous basis, keeping the changing needs of the
employees and the organisation in mind.

10. STEPS IN THE CAREER PLANNING PROCESS
Step # 1.
Self-Appraisal
• Self-appraisal is a significant part of your performance review, because it reflects your self-awareness and professional
development. As an employee, it is important to be self-aware because you become conscious about your strengths and
weaknesses and how others perceive you..
Step # 2.
Identify
Opportunities
• It is a good idea to study trends in the economy, population demographics, technology, and public policy because these shape the
future job market.
Step # 3.
Set Goals
• After the individual has appraised personal strength, weaknesses, interests and values and after obtaining knowledge of job trends
and opportunities, career goals can be properly established. This will require the setting of short-term, intermediate and long-term
goals. The goals should be consistent with one’s capabilities and compatible with one’s self-image.
Step # 4
. Prepare Plans
• Plans may be made for any of various actions designed to achieve the career goals. Reasonably one ought to start with feasible
short-term on-the-job learning experiences and useful of-the-job training activities.

11. GUIDELINES OF CAREER PLANNING
1. A recruitment policy should be formulated by taking into consideration the following aspects-
i. Prospective requirement of manpower in different category such as professional, technical, skilled and semi-skilled, etc.
ii. Whether the company is in position of offer career opening for all or only to part of the recruits.
2. Promotion policy should be formulated in conformity with the internal and external sources of recruitment promotion plans
may be in the form of promotional charts or opportunity charts which must be showed by lines and arrows connecting various
jobs, the lines of advancement up to and away from each job.
3. There is a relation between transfer policy and career planning. One is related with remedial transfer, is an employees
performance is not satisfactory . The second objective related to the career planning with veracity transfer in which an
employee is transfer from one job to another to enable him to grain varied and broader work experience.
4. One more prerequisite of career planning is the existence of a climate of mutual confidence and trust between the supervisor
and his subordinate. Free discussion between them must be done on how to improve the skill, knowledge, attitude, employees
needs and opportunities for personal growth and development.

12. ADVANTAGES OF CAREER PLANNING
(1) Whenever career planning is pursued as an HRD effort by the management employees will work with loyalty, commitment to their assignment
ultimately benefited to the organisation.
(2) Training and development programmed will highly maintain to the employees, because training will improve their potential capabilities.
(3) Career plans and opportunities for advancement, enhances the morale of the employees.
(4) Designing of an open, non-evaluative, performance appraisal system and its implementation makes the career planning work easier ad helps in
assessment of promotability of an employee and ascertaining the level of responsibility which an employee can execute.
(5) Self-appraisal by employees is good in view of career prospects.
(6) The methods and content of training programmes should be in accordance with the career prospects of employees.
(7) Counselling is likely to be more convincing and fruitful if it is administered in the light of career plans and opportunities of advancement.

13. LIMITATIONS OF CAREER PLANNING
6. Technological and economic factors may lead to declining stage to some career.
5. Careers in some sectors do not have much scope for advancement
4. Political intervention and union pressurization
3. Long-term planning not feasible due to financial constraints and unfavourability of the business environment (economic conditions)
2. Not suitable for unskilled and semi-skilled jobs (like what reported for employees working in the garments industry)
1. Not suitable for small organizations and particularly for ownership ventures

14. REQUISITES FOR EFFECTIVE CAREER PLANNING
1.
TOP MANAGEMENT SUPPORT
4.
PROPER SELECTION
7.
MANAGEMENT OF CAREER
STRESS
2.
GROWTH AND EXPANSION
5.
MOTIVATED AND
HARDWORKING STAFF
8.
FAIR PROMOTION POLICY
3.
CLEAR GOALS
6.
PROPER AGE BALANCE
9.
ADEQUATE PUBLICITY

15. THANK YOU