CAREER

DEVELOPMENT
  Progress or general course of
action of a person in some
profession.
 Specific jobs that a person
CAREER
performs, the kinds of
responsibilities and activities
that comprise those jobs,
movements and transitions
between jobs.
 Exploration
Establishment
CAREER
Mid career
STAGES
Late Career
Decline
  Career planning consists
of activities and actions
CAREER that you take to achieve
PLANNING your individual career
goals.
  Purpose
 Personality
IT IS THE LIFE-
LONG PROCESS  Interests

A PERSON GOES  Skills

THROUGH TO  Talents
LEARN ABOUT  Develop a self- concept
HIMSELF SUCH
 Learn about careers and work
AS
situations
 Make a career choice, while
developing and coping social skills
  People leave an organisation
due to lack of career growth.
HOW  Deeper focus on an
IMPORTANT IS employee’s aims and
CAREER aspirations.
PLANNING?
 Degree of clarity
 Helps in identifying handicaps
& the blind spots to overcome.
  Significant motivator.
 Key retention tool
HOW
IMPORTANT IS  Critical human resource
CAREER strategy
PLANNING?
 High-level vision and goals
of company are clearly made
known to employees.
  Growth of an organisation is
HOW intrinsically linked with the
IMPORTANT IS growth of an individual.
CAREER
PLANNING?  Matching organization
vision & employees
aspirations is must.
  The basic purpose of such
an exercise is to help an
IDENTIFYING employee form a clear
INDIVIDUAL
view about what he
NEEDS AND
ASPIRATIONS should do to build his
career within the
company.
  Once career needs and
ANALYZING aspirations of employees
CAREER are known, the organization
OPPORTUNITIES has to provide career paths
for each position.
  Identify the potential of
employees and then
undertake career
ALIGNING NEEDS development programmers
AND
OPPORTUNITIES with a view to align
employee needs and
organizational
opportunities.
  The matching process
would uncover gaps.
ACTION PLANS These need to be bridged
AND PERIODIC through individual career
REVIEW development efforts and
organization supported
efforts from time to time.
  A formal approach used by
the firms to ensure that
people with proper
CAREER qualifications and
DEVELOPMENT experience are available
when needed.
 Career development benefits
both employees as well as
organizations.
  Career progress rests
largely on performance. If
the performance is sub-
PERFORMANCE
standard, even modest
career goals cannot be
achieved.
  Career development
comes through exposure,
which implies becoming
EXPOSURE known by those who
decide promotions,
transfers and other career
opportunities.
  Networking implies
professional and personal
NETWORKING contacts that would help
in striking good deals
outside.
  Resigning to further one’s
career with another
employer is known as
leveraging . When the
LEVERAGING
option is irresistible, the
only option left is to
resign from the current
position
  Professionals and recent
college graduates
generally jump jobs
LOYALTY TO frequently when they start
CAREER their career. To overcome
this problem companies
have come out with
lucrative, innovative
compensation packages
  Employees who are career
conscious must prepare
themselves for future
EXPAND
opportunities that may
ABILITY
come their way internally
or externally by taking a
series of proactive steps.