Carrier Planning Report for Mba Student

CAREER PLANNING ASSIGNMENT DEEPENDRA SINGH A30101911072 Sec- B, Sem-IV A flight has been defined as the sequence of a persons experiences on different jobs overthe period of time. It is viewed as fundamentally a relationship between one and only(a) or more organizations and the singleistic. A career is a sequence of positions/jobs held by a person during the lean of his workinglife. Many of todays employees have high stomachations about their jobs. There has been a generalincrease in the concern of the quality of life.Workers expect more from their jobs than justincome. A further impetus to career proviso is the need for organizations to make the best affirmable use of their most valuable resources the people in a time of rapid technological sprainth and change. Career grooming as a concern is of recent origin. The reason for thislack of concern regarding career blueprintning for a foresighted time has been the careless,unrealistic assumption about employees functioning smo othly along the refine lines and thebelief that the employees guide themselves in their careers.Modern personnel administration has to be futuristic, it has to look beyond the present tasks,since neither the requirements of the organization nor the attitudes and abilities of employeesare constant. It is too pricy to leave career to the tyranny of time and casualty ofcircumstances, for it is something which requires to be handled carefully through systematization and skipper promoting. Fortunately, there has lately been someappreciation of the value of career planning and acceptance of validity of career development as a major input in organisational development.Career Planning aims at identifying personal skills, interest, knowledge and early(a) featuresand establishes specific plans to attain specific goals. Aims and Objectives of Career Planning Career Planning aims at matching individual potential for promotion and individualaspirations with organisational needs and opportunit ies. Career Planning is making sure thatthe organization has the indemnify people with the right skills at the right time. In particular itindicates what training and development would be requisite for advancing in the careeraltering the career path or staying in the current position.Its cogitate is on futurity needs andopportunities and removal of stagnation, obsolescence & dissatis pointion of the employee. OBJECTIVE OF CAREER PLANNING To attract and retain the right type of person in the organization. To map out career of employees suitable to their ability and their willingness to betrained and developed for higher(prenominal) positions. To have a more stable workforce by reducing labour turnover and absenteeism. It contributes to creation power planning as well as organizational development andeffectiveachievement of corporate goals. To increasingly go for the managerial gift available at all levels within theorganization. It helps employee in thinking of long full term involvement with the organization. To provide guidance and encourage employees to fulfill their potentials. To achieve higher productivity and organizational development. To tell better use of benignant resource through more satisfied and productiveemployees. To meet the immediate and future adult male resource needs of the organization on thetimely basis. NEED FOR CAREER PLANNING Desire to grow and scale new heights. Realize and achieve the goals. Performance measure. High employee turnover. To educate the employees It causes employees to grow. It motivates employees to avail training and development. It increases employee obedience as they feel organization cares about them. ADVANTAGES OF CAREER PLANNING In fact both individuals and the organization are going to benefit from career planning anddevelopment. For Individuals 1. The process of career planning helps the individual to have the knowledge of variouscareer opportunities, his priorities etc. . This knowledge helps him select the career that is suitable to his life styles, preferences,family environment, orbital cavity for self-development etc. 3. It helps the organization identify internal employees who can be promoted. 4. Internal promotions, up gradation and transfers motivate the employees, boost uptheir morale and also result in increased job contentment. 5. Increased job satisfaction enhances employee commitment and creates a senseof belongingness and loyalty to the organization. . Employee will await his turn of promotion rather than changing to another(prenominal) organization. This will lower employee turnover. 7. It improves employees performance on the job by taping their potential abilities andfurther employee turnover. 8. It satisfies employee look upon needs. For Organizations A long-term focus of career planning and development will increase the effectiveness ofhuman resource management. The advantages of career planning anddevelopment for an organization include 1.Efficient car eer planning and development ensures the availability of human resourceswith required skill, knowledge and talent. 2. The efficient policies and practices improve the organizations ability to attract and retainhighly skilled and talent employees. 3. The proper career planning ensures that the women and people belong to backwardcommunities get opportunities for growth and development. 4. The career plan forever tries to satisfy the employee expectations and as suchminimizes employee frustration. 5.By attracting and retaining the people from different cultures, enhances cultural diversity. 6. Protecting employees interest results in promoting organizational goodwill. CAREER PLANNING AND DEVELOPMENT PROCESS 1. Identifying individual needs and aspirations Its necessary to identify and conduct the career goals, aspiration and career anchors ofevery employee because most individuals may not have a make water idea about these. For thispurpose, a human resource inventory of the organizat ion and employee potential areasconcerned. 2. Analyzing career opportunitiesThe organizational set up, future plans and career system of the employees are analyzed toidentify the career opportunities available within it. Career paths can be determined for eachposition. It can also necessary to analyze career demands in terms of knowledge, skill,experience, aptitude etc. 3. Identifying match and mismatch A mechanism to identifying congruence between individual current aspirations andorganizational career system is developed to identify and compare specific areas of matchand mismatch for different categories of employees. 4.Formulating and implementing strategies substitute action plans and strategies for dealing with the match and mismatch areformulated and implemented. 5. check outing career plans A periodic review of the career plan is necessary to know whether the plan is contributing toeffective utilization of human resources by matching employee objectives to job needs. Review will also indicate to employees in which direction the organization is moving, whatchanges are likely to take locate and what skills are needed to adapt to the changing needs ofthe organization.