Career Planning
Visit hrmba.blogspot.com for more presentations, projects, notes etc.
Organization of talk…. What is career planning ? Glimpse of career planning process How important is career planning Career planning done by : Individuals Organizations Guidelines
What is career?? • Job vs. Career – Job – “What can I do now to make money?” Profession for your life. life. Requires a – Career – Chosen Profession 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.
Career planning what’s that?? “Career planning consists of activities and actions that you take to achieve your individual career goals”
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
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.
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
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
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
A typical Employee views a career planning Programme as a path to upward mobility
The manager
Win-Win situation for all
The top management view it as a tool for succession planning
sees career planning as a retention And motivational tool
Whose responsible for planning ones career??
Individual
Organization
Self Assessment
Job Search Individual career
planning process Academic/ Career options
Relevant /Practical
1. Self- Assessment Assessment • Aware of the interrelationship between self and occupational choice • Start by: – Learning interests, abilities, skills, and work values – Listing accomplishments – Understanding physical and psychological needs – Assessing aspirations and motivation level – Decip Deciphe heri ring ng pers person onal al trai traits ts and characteristics
I nterests nterests
Values
Abilities
Personality
1. Self- Assessment Competency Areas • Gain self-awareness • Improve selfconfidence • Understand time and stress management • Develop personal/professional management skills
Strategies Strategies For Gaining Gaini ng Competencies • Take exploratory classes • Identify personality style • Identify work values • Demonstrate skills in overcoming self-defeating behaviors • Identify symptoms of stress
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
2. Academic / Career options • Gain research and investigative skills
Strategies For Gaining Competencies • Read occupational resources
• Practice decision-making, problem solving and critical thinking skills
• Get assistance from a counselor
Competency Areas
• Increase understanding of how abilities, interests, and values match career/academic requirements
• Talk to people who work in your areas of interest • Attend Job/Career Fairs and/or Career Panels
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
3. Relevant / Practical experience Competency Areas • Gain an appreciation for working with individuals from diverse cultures • Understand and practice ethical behavior • Gain supervisory/leadership/ teamwork skills • Enhance self-management skills • Obtain work related, transferable skills • Develop conflict resolution skills
Strategies For Gaining Competencies • Attend relevant conferences and seminars • Become familiar with work settings and job descriptions • Practice making decisions by supervising a group of people • Talk to alumnus/a about your career goals • Work part-time or during summer
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
4. Job Search Competency Areas • Ability correspondent in a coherent, professional manner • Communicate verbally in a clear, concise manner • Effectively use networking, problem-solving, and decision making to reach career goals • Develop budgeting skills in relation to the job search, travel, and relocation
Strategies For Gaining Competencies • Register with Career Planning & Placement Services • Review resume with a career counselor • Receive referrals
Organizational career planning process Projected Outcome
Career Car eer planning options Transitions Career Time Direction
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 goal – Relates to changes expected to a career goal – Analyzing transition factors Setting goals and a timetable –
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?
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
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
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!! Visit hrmba.blogspot.com
