1. Career Planning Strategies
HRM Presentation
Nov. 28th, 2011
Career Planning Strategies
Amir Pasha
Milad Dowlatnia
Alireza Yazdani

2. Concept of Career Planning

3. What is career?? Job vs. Career
Job – “What can I do now to make money?”
Career – Chosen Profession for your life. Requires a willingness to get the training needed to build your skills for the future.
A career is the work a person does. It is the sequence of jobs that an individual has held throughout his or her working life including, job positions, job duties, decisions and subjective interpretations about work-related events.

4. Career planning what’s that??
“Career planning consists of activities and actions that you take to achieve your individual career goals”

5. Components of Career Planning

6. Need for Career Planning
Career Planning is necessary due to the following reasons:
To attract competent persons and to retain them in the organization.
To provide suitable promotional opportunities.
To enable the employees to develop and take them ready to meet the future challenges.
To increase the utilization of managerial reserves within an organization.
To correct employee placement.
To reduce employee dissatisfaction and turnover.
To improve motivation and morale.

7. Career Development
Career development is essential to implement career plan.
Career development consists of personal improvements undertaken by the individual employee, training, development and educational programmes provided by the organization and various institutes.
The most important aspect of career development is that every employee must accept his/her responsibility for development. Various career development actions prove useful if an employee is committed to career development.

8. Process of Career Planning & Development
The following are the steps in Career Planning and Development:
Analysis of individual skills, knowledge, abilities, aptitudes etc.
Analysis of career opportunities both within and outside the organization.
Analysis of career demands on the incumbent in terms of skills, knowledge, abilities, aptitude etc., and in terms of qualifications, experience and training received etc.
Relating specific jobs to different career opportunities.
Establishing realistic goals both short-term and long-term.
Formulating career strategy covering areas of change and adjustment.
Preparing and implementing action plan including acquiring resources for achieving goals.

9. Whose responsible for planning ones career??
Individual
Organization

10. Advantages of Career Planning and Development (1)
For Individuals:
The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc.
This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc.
It helps the organization identify internal employees who can be promoted.
Internal promotions, upgradation and transfers motivate the employees, boost up their morale and also result in increased job satisfaction.
Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization.
Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover.
It improves employee’s performance on the job by taping their potential abilities and further employee turnover.
It satisfies employee esteem needs.

11. Advantages of Career Planning and Development (2)
For Organizations: -
A long-term focus of career planning and development will increase the effectiveness of human resource management. More specifically, the advantages of career planning and development for an organization include:
i. Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent.
ii. The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees.
iii. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development.
iv. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration.
v. By attracting and retaining the people from different cultures, enhances cultural diversity.
vi. Protecting employees’ interest results in promoting organizational goodwill.

12. Limitations of Career Planning
1. Dual Career Families: - With the increase in career orientation among women, number of female employees in on increase. With this, the dual career families have also been on increase. Consequently, one of those family members might face the problem of transfer. This has become a complicated problem to organizations. Consequently other employees may be at disadvantage.
2. Low ceiling careers: -Some careers do not have scope for much advancement. Employees cannot get promotions despite their career plans and development in such jobs.
3. Declining Career Opportunities: -Career opportunities for certain categories reach the declining stage due to the influence of the technological or economic factors. Solution for such problem is career shift.
4. Downsizing/De-layering and careers: - Business process reengineering, technological changes and business environmental factors force the business firms to restructure the organizations by de-layering and downsizing. Downsizing activities result in fixing some employees, and degrading some other employees.

13. Links in Career Planning
A typical
Employee
views a career
planning
Programme
as a path to
upward
mobility
The manager
sees career
planning
as a retention
And
motivational
tool
Win-Win situation
for all
The top management
view it as a
tool for
succession planning

14. Career Planning is NOT…
Leaving the decision to chance
Getting information and never deciding
Going along with someone else’s plans
It’s OUR future. WE need to make our career decision!!

15. Strategic Approach
to Organizational Career Planning

16. Organizational Career Planning
Career planning is Matching an individual’s skills and aspirations with career opportunities requires that those in charge of career planning know the skill requirements of the various jobs. This allows them to guide individuals into jobs in which they will succeed and be satisfied.
(Fundamentals of Human Resource Management, Noe, Hollenbeck, 4th Ed.)

17. Organizational Career Planning Process
Direction
Career Time
Transitions
Career Planning Options
Projected Outcomes

18. Organizational career planning process
1. Direction
Assessing employee wants and organizational needs
common goal setting
2. Career time
Relates to distance & speed of an employee
How far & how fast can employee move on career path??
3. Transition
Relates to changes expected to a career goal
Analyzing transition factors
Setting goals and a timetable

19. Contd… 4. Career planning options Advancement. Lateral
Change to Lower Grade
Mobility.
Job Enrichment
Exploratory Research
5. Projected Outcome
Calculate the risks attached
How well will it pay off?

20. Career Development System: Strategic Approach
Organizational Needs
What are the organization’s major strategic issues over the next two of three years?
Critical needs and challenges to be faced?
Critical skills, knowledge and experience needed to meet these challenges?
Staffing levels required?
Does the organization have the strength necessary to meet the critical challenges?
Issue
Are employees developing themselves in a way that links personal effectiveness and satisfaction with the achievement of the organization’s strategic objectives?
Individual Needs
How do I find career opportunities within the organization that will do the following:
Use my strengths
Address my developmental needs
Provide challenges
Match my interests
Match my values
Match my personal style

21. Career Stages Stage I Apprenticeship Stage II Advancement Stage III
Important Needs – Safety, Security, Psychological
Expected to show competence in learning and following direction
Must be able to accept the psychological state of dependence
Stage II
Advancement
Important Needs – Achievement, Esteem, Authority
Demonstrate competence in a specific technical area
Expected to be an independent contributors of ideas in the chosen area
Stage III
Maintenance
Important Needs – Esteem, Self-Actualization
Expected to become the mentors of those in stage I
Central activities are training and interaction with others
Assume responsibility for the work of others
Stage IV
Strategic Thinking
Important Needs – Self-Actualization
Involves shaping the direction of organization itself
Expected to play the roles of manager, entrepreneur, and idea generator
Attention directed to long-range strategic planning

22. Career Choice and Personality

23. Career Choice: Examining Skills
Determining what skill one has is extremely important in making career choices
Interest and Skill Survey (ISS) skill orientations:
Influencing
Analyzing
Organizing
Producing
Helping
Adventuring
Creating

24. Early Career Difficulties
Causes:
Initial Job Challenge
Initial Job Satisfaction
Initial Job Performance Evaluation
How to Counteract:
Realistic Job Previews
Challenging Initial Assignments
Enriched Initial Assignments
Demanding Bosses

25. Midcareer Plateau Causes: Fewer jobs at the top of the organization
Manager may have the ability
However, no opening exists
Opening may exist
Manager may lack the ability or skills
Manager may lack the desire to fill the opening
How to Counteract:
Midcareer counseling
Midcareer alternatives
Lateral transfers
Downward transfers
Failback positions

26. How to Minimize Retirement Adjustment Problems
When do employees plan to retire?
Who is attracted by early retirement?
What do employees plan to do during retirement?
Can the organization help them prepare for these activities?
Do retirees plan a second career?
Can the organization assist in this preparation?
Which retirees can still be consulted by the organization to help new employees?

27. Career Planning and Pathing
Career Planning – involves matching an individual’s career aspirations with the opportunities available in an organization
Career Pathing – the sequencing of the specific jobs associated with the opportunities available in the organization

28. A Career Planning and Pathing Process
Individual needs and aspirations
Personal counseling and assessment
Individual development efforts
Matching
Matching
Placement on career path
Organizational needs and opportunities
Personnel planning and career information
Formal training and development programs

29. Realistic Career Paths: An Alternative to Traditional Career Paths
Includes lateral and downward possibilities, as well as upward possibilities
Tentative and responsive to changes in organizational needs
Flexible enough to take into account the qualities of individuals
Jobs along the paths specified in terms of acquirable skills, knowledge, and other specific attributes

30. Individual Career Planning
Building your Career Portfolio

31. Individual Career Planning Process
Self-Assessment
Academic/ Career Options
Relevant/ Practical Experience
Job Search

32. 1. Self-Assessment
Aware of the interrelationship between self and occupational choice
Start by:
Learning interests, abilities, skills, and work values
Listing accomplishments
Understanding physical and psychological needs
Assessing aspirations and motivation level
Deciphering personal traits and characteristics
Interests
Abilities
Values
Personality

33. 1. Self-Assessment (Contd …)
Competency Areas
Gain self-awareness
Improve self-confidence
Understand time and stress management
Develop personal/professional management skills
Strategies For Gaining Competencies
Take exploratory classes
Identify personality style
Identify work values
Demonstrate skills in overcoming self-defeating behaviors
Identify symptoms of stress

34. 2. Academic / Career options
Investigate the world of work in greater depth, narrow a general occupational direction into a specific one
Start by:
Learning academic and career entrance requirements
Learning related majors and careers to one's interests
Investigating education and training required
Learning skills and experience required
Planning academic and career alternatives
Learning job market trends

35. 2. Academic / Career options (Contd …)
Competency areas
Strategies For Gaining Competencies
Gain research and investigative skills
Practice decision-making, problem solving and critical thinking skills
Increase understanding of how abilities, interests, and values match career/academic requirements
Read occupational resources
Get assistance from a counselor
Talk to people who work in your areas of interest
Attend Job/Career Fairs and/or Career Panels
transferable skills should be be gained

36. 3. Relevant / Practical experience
Gain practical experience through internships, cooperative education etc..
Start by:
Testing new skills and try diverse experiences
Deciding the type of organization in which to volunteer or work
Assessing likes and dislikes of work values, skills, work environments,
Assessing if additional/different coursework or skills are needed for your targeted career goals

37. 3. Relevant / Practical experience (Contd …)
Strategies For Gaining Competencies
Attend relevant conferences and seminars
Become familiar with work settings and job descriptions
Practice making decisions by supervising a group of people
Talk to alumnus/a about your career goals
Work part-time or during summer
Competency Areas
Gain an appreciation for working with individuals from diverse cultures
Understand and practice ethical behavior
Gain supervisory/leadership/
teamwork skills
Enhance self-management skills
Obtain work related, transferable skills
Develop conflict resolution skills

38. 4. Job Search
Start by:
Learning how to prepare resume and cover letters, and complete employment applications
Learning and implementing job search strategies
Learning and practicing interviewing skills
Narrow your choices

39. 4. Job Search Competency Areas
Ability correspondent in a coherent, professional manner
Communicate verbally in a clear, concise manner
Effectively use networking, problem-solving, and decision making to reach career goals
Develop budgeting skills in relation to the job search, travel, and relocation
Strategies For Gaining Competencies
Register with Career Planning & Placement Services
Review resume with a career counselor
Receive referrals

40. Career Portfolio
A portfolio is a documentation and demonstration of your accomplishments representing growth in your skills and understanding of those skills over time.
The portfolio not only documents your results but also how you got there and what you learned in the process.

41. Sample Arrangement of Career Portfolio Sections
Management philosophy
Professional goals
Resume
Work samples by skill areas
Works in progress
Community service (transferable skills)
Professional memberships
Degrees, certifications & awards
References

42. Employers are asking… “How much will you cost me to train?”
“Can you keep your personal life in order so that it does not interfere with work?”
Proof of current relevant soft skills
Real work samples

43. Two Broad Categories of Skills
Transferable
across careers, jobs, and industries
organizational
interpersonal
work-style
Work Content
do a specific type of job
immediate contribution
gained through course work and job experience

44. Career planning - how? Essentially a three step process:
Self awareness - where am I now and how did I get here?
Options awareness - what’s out there for me, where am I going – vision for the future?
Self marketing - how will I get there? – action planning to achieve your goals

45. Individual Career Strategies (1 of 6)
Growth in the occupation or the organization, meaning simply doing more of what one has been doing.
Build present skills
Build expertise in the occupation
Prepare for more responsibility
Learn to supervise others
Enter new occupation
Build skills in a new occupation
Move to a different organization but in same job
Build existing skills/ knowledge for use in unrelated occupation and different type of organization

46. Individual Career Strategies (2 of 6)
Retrenchment: This translates to mean "cutting back to weather a storm of unfavorable conditions." It is rarely effective as a long-term career strategy, but might be useful in anticipation of retirement, during a search for another employer, or during preparation for entry to another occupation.
Move to a lower level job in the same occupation and in -the same organization
Move into a lower level job in a different occupation in the same organization
Move into a lower level job in a different organization
Cut back on work
Seek satisfaction through avocations and hobbies
Prepare for new occupation

47. Individual Career Strategies (3 of 6)
Diversification: Branch out to an utterly new and more promising occupation, job, or employer.
Branch out into a more promising area within one's present occupation (increase emphasis on a new area of work)
Branch out into a more promising line of work in the organization (one with major differences from past occupation)
Make a move into an organization with more promise, but remain in the same occupation
Branch out into a more promising occupation in an organization with more promising long-term prospects than present employer

48. Individual Career Strategies (4 of 6)
Integration: Make a move to a related occupation, job, or employer.
Branch out into a more promising area within one's present job (but an area of work like what has been done in the past)
Branch out into a related line of work in the same organization
Make a move into a new organization that is related to the present employer (supplier, distributor, wholesaler, retailer)
Branch out into a related occupation in an organization somehow related (supplier, distributor, wholesaler, retailer) to present employer

49. Individual Career Strategies (5 of 6)
Turnabout: Retrench and select another strategy.
Retrench (slow down on activities/outputs)
Follow retrenchment with a new strategy: growth, diversification, integration, or combination
Retrench (move out of organization)
Use a new strategy: growth, diversification, integration, or combination
Retrench (move out of occupation)
Build new skills (perhaps return to school) for entry into an entirely new line of work. Grow in the new occupation.

50. Individual Career Strategies (6 of 6)
Combination: Pursue one strategy in a present job or occupation while simultaneously pursuing a second strategy by preparing for a completely new job or occupation.
Apply two or more strategies at once: one to organizational status, another to occupational status

51. References

52. References
Fundamentals of Human Resource Management, Noe, Hollenbeck, 4th Ed.
Career Planning Strategies, Randall Powell
Career Planning and Development (
Career Planning for Life after the PhD, Tony McAvaney, UniSA Career Services
Succession Planning, Zimmerman, Denver Service Center
Career Planning, Asawari, Apurva & Mugdha