1. CAREER PLANNING

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

3. 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

4. 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

5. Factors affecting Career Planning

8. 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)

9. 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

10. 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.

11. 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

12. 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

13. 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

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

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

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

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

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

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

20. 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

21. 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

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

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

24. 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

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

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

27. 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

28. 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

29. THE END