Introduction

Career: A career is a sequence of positions held by a person during the course of a lifetime. It comprises of a series of work related activities that provide continuity, order and meaning to a persons life.

Career planning: Career planning often means job rotation , successive planning , and promotion policy. career planning is a process which optimizes the inter dependence of the individuals and also their organizational relationship. career planning is more akin growth and development which is for every individual of the organization

career planning process has inherent value and is used as a means of maximizing the individuals contribution to the organization. in certain executives resist career planning efforts in order to manipulate the decisions of individual under their control

objectives:The objective of career planning is normally to provide and maintain appropriate manpower resources and environment for the effectiveness, efficiency and growth of its employees and motivating them to contribute effectively toward s achieving the objectives of the organization
1.Use human resources effectively and achieve greater careers, not jobs. 2.Reduce employee turnover.

Attract and retain talent by offering careers, not jobs Improve employee morale and motivation. Identifying and making clear opportunities available. To reduce employee turnover. To Increase productivity To identify the career stages and enhance the motivational level. To achieve the organization's goal by providing the employees paths to reach higher order needs

Process Of Career Planning: Identifying individual needs and aspirations: most individuals so not have a clear cut idea about their career aspirations, anchors and goals. The human resource professionals must, therefore, help an employee by providing as much information as possible showing what kind of work would suit the employee most, taking his skills, experience, and aptitude into account.

Analyzing career opportunities: Once career needs and aspirations of employees are known, the organization has to provide career paths for each position. Career paths show career progression possibilities clearly.
Aligning needs and opportunities: This process consists of two step: first, identify the potential of employees and then undertake career development programmes . Such an appraisal would help reveal employees who need further training, employees who can take up added responsibilities, etc.

Review from Time to time. After initiating these steps, it is necessary to review the whole thing every now and then. This will help the employee know in which direction he is moving, what changes and likely to take place, what kinds of skills are needed to face new and emerging organizational challenges

Need For Career Planning 1. Every employee has a desire to grow and scale new heights in his workplace continuously. If there are enough opportunities, he can pursue his career goals and exploit his potential fully. 2. He feels highly motivated when the organization shows him a clear path as to how he can meet his personal ambitions while trying to realize corporate goals. Unfortunately, as pointed out by John Leach, organizations do not pay adequate attention to this aspect in actual practice for a variety of reasons.

3. The demands of employees are not matched with organizational needs, no effort is made to show how the employees can grow within certain limits, what happens to an employee five years down the line if he does well, whether the organization is trying to offer mere jobs or long-lasting careers, etc. 4. New employees mean additional selection and training costs. Bridging the gaps through short-term replacements is not going to pay in terms of productivity. 5. Organizations, therefore, try to put their career plans in place and educate employees about the opportunities that exist internally for talented people. Without such a progressive outlook,

Scope Of Career Planning: Human Resource forecasting and planning. Career Information. Career Counseling Career Pathing. Skill Assessment training. Succession Planning.

Failures In Career Planning: Efforts are insincere Look for immediate benefits Lack of interaction with hired agencies Impracticability in introduction No system to evaluate Bureaucratic model of organization

EMPLOYEES CAREER PLANNING RESPONSIBILITY

An important aspect of career planning is to establish the extent to which the two parties (individuals and organizations) are responsible in this process. On one hand, the individual is responsible for its development along the stages of his life and, secondly, the organization involved in planning and development of career helps to improve the organizational environment and enhance employee satisfaction at work

Individual responsibility on career planning Individual career planning (Zlate, 2004) can be defined as all actions of self assessment, exploration of opportunities, establishing goals etc., designed to help the individual to make informed choices and changes about career. It is a complex action that requires systematic and careful thinking in formulating short and long term objectives.

Organizational responsibility on career planning: To be viable, on short-term, or to maintain competitive advantage, in the long term, organizations must match employees with appropriate skills in the right positions. The type and skills of the employees are different, depending on the scope of the firm, economic sector, specific technology, consumer characteristics, etc..

The main components of career planning system: 1.Self assessment 2. Reality check 3. Setting goals 4. Planning activities

CONCLUSION: Career planning is effective when the organizations use fully the skills and knowledge of their employees and they are motivated to achieve maximum performance and be satisfied with their work, which helps the organization to achieve its objectives. The frequent manifestation of layoffs, especially in the current crisis, requires that employees demonstrate certain skills and competencies that prove indispensable to the actual or potential employers.