CAREER PLANNING

CAREER PLANNING Systematic DETERMINATION OF CAREER prospects, career development and career growth of employees IN ADVANCE

NEED OF CAREER PLANNING RETAIN employees ATTRACT competent employees DEVELOPMENT of employees REDUCE DIS-SATISFACTION among employees MOTIVATION & MORALE Helps in PROMOTION Optimum UTILISATION OF RESOURCES(employees) Correct employee PLACEMENT Training good Employees

Factors affecting Career Planning Education Qualification Current position in the organisation Personal Qualities Job Satisfaction Health of the employees Income level Family Background Role Model

Factors affecting Career Planning

CAREER STAGES Deciding the career at EARLY STAGE – Pre University Level Getting ideas, opinion & suggestion from teachers, elders, experienced persons Deciding CORRECT CAREER among ALTERNATIVES( based on convenience, expenditure, interest, capacity) Obtaining good educational qualification, getting ranks Entering Correct Line of Job Successfully completing training(probationary period) & getting permanent Displaying efficiency, more effort, getting a good name Promotion, Increment, bonus etc Career development Right Age – retirement with benefits ( gratuity, PF, pension)

Ways of Career Planning Gain transferable expertise Never Stop Learning Ask, Listen & Learn Close bond with your peers Grow your network Be flexible Fulfill your current job

Succession Planning Identifying, developing and making employee ready to occupy higher level of jobs Process for identifying and developing internal people with the potential to fill key business leadership positions in the company.

CAREER ANCHORS Person who guides the career opportunities to job seekers They must be resourceful They must be qualified Know about all the fields and lines of job A friend, philosopher & guide

CHANGE & CALL for GREATER RESPONSIBILITY HIGHER PAY PROMOTION CHANGE & CALL for GREATER RESPONSIBILITY HIGHER PAY BETTER TERMS & CONDITIONS OF SERVICE HIGHER STATUS OF RANK Upward movement of designation

PURPOSE OF PROMOTION Boost loyalty Boost morale – Emp Satisfaction Reward & Recognition for the employees Utilize & Improve employee KSA Develop competitive spirit among employees Attract talents from market

Promotion Policy A policy to identify the best performers in the organisation and reward the employees by uplifting them in the hierarchy level.

Pre-Requisites of Promotion Policy Consistent Fair – Reasonable Impartial Planned Activity

Trainings Attended/ Completed Length/ Tenure of Service Basis of Promotion Merit/ Performance Experience Education Trainings Attended/ Completed Length/ Tenure of Service

Merit – Performance - Target Achieved Seniority VS MERIT Seniority – Length/ tenure of Service ( Promotion to the oldest employee) Merit – Performance - Target Achieved

DEMOTION Re-Assignment to a lower level job Normally with a lower pay Generally happens after PIP

Reasons for Demotion A disciplinary Action Incompetence Preliminary to layoff Inability to do the work Applying too much of leave(beyond limit)

Lateral Shift in the career TRANSFER Shifting a person from one position to another in the same level in the hierarchy Lateral Shift in the career

Objective of Transfer Increase effectiveness of employees Means of Manpower planning Detection of errors and frauds Managing fluctuations at work Creative opportunities for employees Correct the erroneous placement

From One Shift to Another Generally in Retail & BPO SHIFT TRANSFER From One Shift to Another Generally in Retail & BPO

Production Transfer From one process of production to other Due to change in the production plan

Replacing one employee with others Replacement Transfer Replacing one employee with others Replacing the short service employees with the fixed ones or next set of shirt service ones

From one job to another to make employees versatile Rotation Transfer From one job to another to make employees versatile

UNITY among coworkers and management INTEGRATION UNITY among coworkers and management It promotes harmonious work environment

Importance of Integration Smooth of work in the organisation Helpful in planning Group cooperation Timely completion of work Avoids mis-understanding among emploYER and emploYEE Allocation of job adjustments easy Workers Participation in Management Overall development of business

Problems – individual & org problems Individual Mentality Misunderstandings Communication Gap Educational Qualification Age & Sex Capacity/ Ability diff among employees Income Level Family Background Complicated with more person being involved

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