Presented by Mr. Shyam Fardale

 Career ◦ The series of work-related positions a person occupies through out life.  Organization-Centered Career Planning ◦ Focuses on jobs and on identifying career paths that provide for the logical progression of people between jobs in the organization.  Individual-Centered Career Planning ◦ Focuses on individuals’ careers rather than in organizational needs. 2

 Career planning is not necessarily about a steadily upward progression.  Career planning must be flexible.  Some type of planning must be undertaken.  People with diverse interests and aspirations find a place in Business. 3

 “manage your own career, or let change manage it for you”  Opportunities exist for new career paths for Eger professionals.  Develop a network of professional contacts, including mentors.  Become a member of professional committees. 4

Individual Career Planning Career Planning is now the primary responsibility of individuals. Individual Career Planning Process Self-Assessment Explore Information Explore Opportunities Make Decision Action Plan Audit Results

Individual Career Planning Process Self-Assessment Step 1: Self- Assessment Process of gathering information about self in order to make an informed career decision What are my motivating skills, interests & values? What new learning do I want? What work-life role do I want? Which work environment am I most suited to?

Explore Information Step 2: Explore Information Process of assessing the data gathered about self and exploring it with an open perspective How do I consolidate my self- assessment information? How do I use self-assessment data to develop options? Are these options compatible with my lifestyle? Do I have any barriers/constraints at this point? Individual Career Planning Process

Explore Opportunities Step 3: Explore Opportunities Gathering career information which includes- employment outlook, salary, education, training & job duties What work-life options are available to me? Who can I ask for guidance? How can I check my work-life options? Individual Career Planning Process

Make Decision Step 4: Make Decision Process of decision-making for future career option Has the technique been adopted by me for deciding on my career option a valid one? Who will listen to me and assist me with my decision making ? Individual Career Planning Process

Action Plan Step 5: Action Plan Develop the steps needed to take in order to reach your goals Have I planned what I need to do now and later? What support is available to me to assist me in making it happen? How do I market myself? What should I put in my resume? Do my interviewing and negotiating skills need improving? Individual Career Planning Process

Audit Results Step 6: Audit Results By working through the earlier steps develop a better understanding of ones career situation and audit the results Have my expectations been met? Are the results beneficial to me? What can I do to retain the benefits What have I learnt from the transition process? Individual Career Planning Process

Individual Career Planning Organizational Career Development Your career is not a matter of chance - it is a matter of choice. It is not to be waited for, but to be achieved.

According to Splete “Career development is an on-going process that occurs over the Work life span; includes home, Organization and community experiences”.  Is an on-going process.  Develop and share transferability of skill and competencies.  Increased satisfaction of employees.  Fulfill present and future leadership roles within an organization.  Professional work culture in the organizations.  Example:-  Career Pathing.  Pension plan

Organizational Career Development Is the process of Development one’s work life and involves evaluating abilities and interests, considering alternative career opportunities, establishing career goals, and Development practical development activities. “Organizations have their own vision and individuals their own aspirations. Alignment of both create a win-win situation and the lack of such alignment can create movement in haphazard directions leading to loss of productivity, morale, etc.”

Types Of Career Programmes Career Pathing Career Counseling Human Resources Development Management Faculty Development Programme Training Special Programmes (VRS, Deputation, Death, Retrenchment, Pink Slips) Organizational Career Development

Informing employee’s of career opportunities throughout the corporation & encouraging qualified employees to seek the coveted positions. Formula for success- 4E’s + 1E ( Envision, Energize, Execute, Edge + Ethics) Return to India cultural program. Case: Innovative Career Plan at Motorola India

Career management plan based on performance & potential. Reward’s philosophy Performance culture- “Pay for Performance” Philosophy Training & development Case: Innovative Career Plan at Motorola India

HR Policies Health Program: Preventive health subsidy Wellness & health services Provident fund plan Recognition Programs: Lump sum award recognition Case: Innovative Career Plan at Motorola India

The executive career development programme of HSBC in India- four and half year period. Training on various aspects of banking by projects. The executive trainee development programme- intensive 7 week course at HSBC group training facility in U.K. Case: Innovative Career Plan at HSBC

Training gives appreciation of HSBC’s organization’s, products & services. Objective of programme- to provide a perfect blend of formal training & informal activities to equip them with the skills. Case: Innovative Career Plan at HSBC

 Employer’s Role:- 1) Communicate mission, policies and procedures. 2) Provide training and development opportunities including workshops. 3) Offer a variety of career paths. 4) Provide mentoring opportunities to support growth and self direction. 5) Provide employees with individual development plans.

 Recommendation For The Employer: Provide employer with the tools & opportunities to enhance their skills. Create an environment for continuous learning by supporting & rewarding employee development & learning. Provide opportunities for self-assessment. Provide opportunities for additional training, including orientation & training. Have managers trained as coaches & mentors to assist employees.

 Employee's Role:- 1) Accept responsibilities for his career. 2) Assess his interests, skill and values. 3) Seek out career information and resources. 4) Utilize development opportunities. 5) Talk with his manager about your career. 6) Follow through on realistic career plans.

 1) Helps in developing skills and competencies of employees.  2) Facilitates the Acquisition of Requisites for Organizational Excellence.  3) Develops and Creates Pool of Talented People.  4) Develops a talent management system.

For Individuals: Knowledge Of Various Career Opportunities, his Priorities Etc. Internal Promotion,Up gradation And Transfers Improves Employee Performance

For Organizations: Availability Of Human Resources It Ensures That The People Belonging To Backward Communities Get Equal Opportunities For Growth And Development. Enhances Cultural Diversity Promote Organizational Goodwill Advantages Of Career Development

More realistic approach of what is expected of them Supervisory roles in career counseling are clarified Personal career Development ability is increased Human Resource Systems are effectively utilized.

 THANK YOU..!