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CONCEPT OF CAREER
A career can be defined as a sequence of positions, roles or jobs held by one person over a relatively long time span. While for some people, the career is planned, for others it could just happen on account of circumstances, situation, and current location. Slide 4 1. Career path: It is the sequential pattern of jobs that form a career. 2. Career goals: Career goals are the future positions that an individual strives to reach as part of a career. 3. Career planning: It refers to the process by which an individual selects career goals and the path to these goals. 4. Individual career planning: It is the process whereby each employee personally plans career goals. Slide 5 5. Organizational career planning: It is the process whereby the organization plans career goals for its employees. 6. Career management: It is the process of designing and implementing goals, plans, and strategies that enable HR professionals and managers to satisfy workforce needs and allow individuals to achieve their career objectives. 7. Career development programs: It helps in the achievement of career objectives.
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CAREER ANCHORS
Career anchors are the basic attitudinal characteristics that guide people throughout their careers. Some of the characteristics are: 1. Autonomy/independence: People who possess this characteristic want to be self reliant and do not like to be bossed. 2. Security/stability Individuals who desire security and stability want to be free from any anxiety of uncertainty or insecurity. They prefer to remain in the same kind of job and with the same employer, for life. 3. Technical/functional competence: These kind of people exhibit strong inclination to develop something which they can call their own. 4. General management: Those with management as a career anchor have good planning, organizing, managing and controlling skills. 5. Entrepreneurial creativity: Those with creativity as an anchor are more often successful as artists, freelancers, entrepreneurs and innovators. They enjoy jobs where they are given enough freedom to create and or not bound by organizational framework. 6. Service: Service as a career anchor drives individuals to take up jobs in not-for-profit service organizations. 7. Pure challenge: People with this career anchor just love solving difficult problems. They are attracted to challenges that do not follow any pattern or style. 8. Life style: For some people, nothing in life is more important than just enjoying life. They have a disinclination to sacrifice life style solely for career advancement. These types of people have life style as their career anchor.
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Individual Assessment and Need Analysis: It is the responsibility of the organization to permit and guide each individual to make his own decisions regarding his career objectives and career path. Employees can also be helped through workshops and assessment programs sponsored by the organization. Assessment centers evaluate employees on their competencies and their ability to perform in future positions. The purpose of Need Analysis for the organization is to identify the training and development exercises that will help the individual meet his career plans as well as organizational objectives. Organizational Assessment and Opportunity Analysis: For an employees goals and aspirations to be fulfilled, a basic requirement is that they must be realistic and achievable. They have to be realistic nor only in terms of the employees own capabilities, but also in terms of organizational possibilities. Before realistic goals can be set, an individual employee needs information about possible careers the options and opportunities available. Need Opportunity Alignment: When employees have accurately assessed their career needs and have become aware of organizational career opportunities, the next logical step is alignment. The organization has to make its own alignments to match the employee aspirations with the organizational opportunities. Career Counseling: The supervisor, along with the HR department, has to counsel the employee regarding the available opportunities, the employees aspirations his competencies.
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TRANSFER
A transfer involves horizontal movement from one job to another, at the same level of the organization. It is the reassignment of an employee to a job with similar pay, status, duties and responsibilities, but in a different place or unit.
1. Employee initiated transfers / personal transfers: It is primarily in the interest of the employee, to match his needs. 2. Company initiated transfers: It is undertaken mainly to cater to the changing demands and requirements of the company.
3. Public initiated transfers: These are generally initiated by the government/politicians for various reasons like disciplinary action or special assignments. Slide 15
5. Venture:
At this stage, the individual should assess the offers made to him to start his career and venture into the job/area that suits him the best. 6. Continuous Assessment: Once the individual enters his new job and settles down, he has to start assessing the job and the benefits in comparison with his aspirations and goals. The benefits can be anything from monetary benefits to a learning experience. Slide 16
SUCCESSION PLANNING
Succession planning in an organization helps identify specific individuals to fill future vacancies in key positions. An organizational replacement chart forms the basis for the process of succession planning. Effective succession planning incorporates the following elements: 1. Continuity: Succession planning should not be an annual event. Regular and continuous communication can help the management in reaching this stage of organizational development. 2. Long-Term Perspective: A ready pool of talent should be available in the organization to provide resources for immediate replacement. 3. Organizational Need Perspective: The organization should develop a culture where external recruitment for key positions is normal in the absence of internal talent. 4. Turnover Management: Appropriate action plans to generate turnover have to be developed to avoid positions becoming blocked. 5. Emphasis on Results: Measurements to evaluate succession results have to be developed.
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of the company. Jennifer thinks providing more career-oriented support might build commitment. Jennifer, thats a great theory, but weve got so many other things to do, replied Mel. After discussing the issue, theyre atleast willing to formulate a simple career management program a try. Now they want you, their management consultants, to help them actually do it. Heres what they want you to do for them: Questions: 1. What would be the advantages to LearninMotion.com of setting up a career planning program? 2. Who should participate in the program, and why? All employees? Selected employees? 3. Describe the program you would propose for injecting a career planning and development perspective into LearninMotion.com. Slide 18
Core development programmes Appreciation programmes Computer learning programmes Programmmes related to HRD interventions Programmes for senior officers
The HRD department refers the requests to the immediate superior/boss of the executive and also the head of the department. Based in their evaluation of the executive, the HRD department determines who is to be trained and in which fields. The effects of the training programmes are periodically reviewed and additional inputs are given to the executive, if required. The career development activities are thus targeted to the immediate needs of the executive, focused to help him with his career planning and are instrumental towards his future growth, promotions and postings. Bataliboi Limited follows a slight variation of the practice. The organization selects one or two of the executives from the team and sends them for training programme. When they return, they are asked to design and conduct training programmes for the rest of the rest of the group members/executives in those areas for which they have just received training. This, they claim, not only helps them conserve their resources but also helps in designing training programmes which are more focused and cater to the exact needs of the organization. The career development programmes in the private sector organizations are conducted for executives on a case-to-case basis, and vary rarely on a group basis (except for new recruits). The HRD resources are limited and are to be used optimally, seems to be the motto of the private sector organizations, and rightly so. Development of individual takes place mainly trough his own efforts. However, the organizational support is necessary. Some of the actions helpful in development are listed below:
Temporary (2 to 6months) attachment to other departments for work experience in an area other than his normal functions. VI. Others: teaching Allowing officiation in absence of section head or peer, encouraging active involvement in professional bodies, taking up training / assignments, etc.
In central government service, an individuals career planning and development activities do not necessarily mean a better career, because the officers remain in a queue for promotions and postings. According to the guidelines laid down in the National Training Policy, all the central government services follow the following pattern for the career development of its group A officers: Promotions: The typical promotion ladder, which any central government officer climbs is that he gets first promotion after three-five years of joining service. He attains the level of Deputy Secretary within 12 years and reaches the rank of Joint Secretary between 16-18 years of joining service. After this, promotions depend on criteria such as seniority, merit and numbers of years left for retirement. If for some reason, it is found in any department of service, that the officers have not reached the above mentioned ranks in the stipulated period, a Cadre Review Committee (CRC) is formed for that particular department or service. The Committee examines the reason for the stagnation by a detailed study of the organizational pyramid. A cadre review is done with respect to the number of posts and therefore suggestions are given to clear the stagnation. Training programmes: According to the training policy, formulated by the Department of Personnel and Training, all central government employees receive mandatory training at various stages, usually spaced between two to five years. These training courses are related to functional as well as general management areas.
(i)
In the first 1 to 2 years of joining service, the new recruits undergo practical and theoretical training in Railway division / workshops and institutes. The non-accounts recruits undergo 18 months of training while the officers of the accounts service undergo an additional 6 months training at the National
Institute of Financial Management, Faridabad to master the skills of finance. During this period, there is an ongoing basis of training reports and UPSC merit list. According to this merit list, the officers are allotted to their respective Railway Zones and divisions/cities. The purpose of this training is three-fold: Exposure to the organization Learn about the system of working within own discipline Learn about linkages with other disciplines
After this training period, the officers are sent on probation period for a period of one year, after which they are confirmed. Thus, there is a total evaluation period of three years before confirmation. Roughly 1/2 percent of officers are rarely removed from service based on performance during this period. There is no grading in any training course, after these three years. Functional training: This type of training comprises two categories: (i) Training for technical/departmental/discipline inputs, which is conducted at the following centres: Track and Bridge Institute, Pune Signaling Institute, Secundrabad Electrical Institute, Nasik Mechanical Institute, Jamalpur Traffic/Accounts/Personnel/Stores Institute, Baroda RPF Training Centre, Lucknow Training for general management principles is conducted at the Railway Staff College, Baroda. The training schedules of the courses for officers are: After 3-4 years of joining service: Training for technical/departmental inputs (2 weeks) Between 5-7 years of joining service: Training for general management principles (2 weeks) Between 9-12 years of joining service: Training for technical/departmental inputs (2 weeks) Between 12-15 years of joining service: Training for general management principles (1 week) Between 18-22 years of service: Function related training (1 week)
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Upto 15 years of service, the training imparted to an officer is regardless of his current assignment, need s or requirements. However, after 18 years of service, the officer is imparted function-related training, which focuses on the current assignment of the officer and the specific roles, and responsibilities of that post. Strategic management courses:
In addition to the mandatory courses, some strategic management courses are organized by the Railways for its officers on requirement basis. In the annual appraisal report, the officers ask for particular training inputs, and his immediate superior gives his comments on whether he recommends or not. Based on the number of requests, one to two week strategic management courses are arranged and officers are invited to attend. These courses are not compulsory and are arranged for the development of the individual. There are no incentives or career advantages offered by any course attended after three years of joining service, with respect to promotions or postings. None of the courses after three years of joining are compulsory and have any bearing on the career growth or development. These courses are conducted by Railway Staff College and various premier institutes of the country like, IIMs. NITIE, MDI, National Institute of Financial Management, the specialized training centres of Railways, foreign institutions like British Rail, etc.
In the technical career path, a module leader progresses to the role of a project manager. As a project manager, they take charge of a project, set project standards, work to build customer relationships, provide technical assistance to the project team, develop a good work atmosphere in the project team, and work as an interface with other internal departments. Technical Manager: Based on performance and experience, project manager progresses to the role of a technical manager. A technical manager will manage more than one project. His or her primary responsibilities will include issues relating to customers, people, and business. Later, they may aspire to head any of the SBUs (Strategic Business Units). Not many organizations allow them to alter their career path midway to better suit their core competence. The opportunity to branch out into a functional or technical specialization will depend upon the interests and expertise of the employees.
Developer: A person who joins Infosys with less than one year`s work experience, starts as a developer for the first couple of projects. Here, his/her primary task is to pick up expertise in various tools in software development while developing software programmes. Module Leader: After the initial stint as a developer, one moves to the role of a module leader. A module leader interacts with customers in addition to developing software and leading his team. Projects Leader: After gaining some experience, an employee moves to the role of a project leader. Here he/she takes charge of a project, sets project standards, works to build customer relationships, provides technical assistance to the project team, develops a good work atmosphere in the project team, and works as an interface with other internal departments. Business Manager: Based on the performance and experience, software professional progresses to the role of a Business Manager (BM) whose basic responsibilities are to manage customers and other issues relating to customer, people and business, the customer issue relating to customer, people, and business are the primary responsibility of the BM. Later employees can aspire to head any of the SBUs (Strategic Business Units). This of course is only one of the routes in the Infosys Career Path. There are other routes for those in support functions. There are international opportunities for the Business
Development Managers (BDMs) based in their various offices worldwide. This job does require travel in order to meet prospects and build relationships with customers. Infosys uses the Global Delivery Model. In this model the project is divided into components; some are executed onsite (may be in India/abroad) and the rest at the Indiabased development centres. Depending on project requirements, software professionals may be required to be based at the customer site.
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SUMMARY
A career is the sequence of jobs held during ones working life. Career planning refers to the process by which an individual determines his/her career objectives and plans the path to achieve these objectives. An effective career planning and development program improves the ability of the organization to attract and retain talented personnel. Career development is the process by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities, and relationships. The career path of individual progresses through promotions and transfers, toward its final objectives. Promotion is the reassignment of an employee to a higher level job. Transfer refers to the assignment of an employee to another position with similar pay, status, duties and responsibilities. A model for self-development consists of six stages - self-assessment, opportunity analysis, decision-making, leveraging network, venturing and continuous assessment. Organizational planning of employee career paths to fill up future vacancies with the best replacements from within the organization is termed as succession planning.