1. Career Planning Dr. Anjali Bansal anjalibansal@gmail.com

2. Organization of talk…. What is career planning ? Glimpse of career planning process How important is career planning Career planning done by : Individuals Organizations Guidelines

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 E.g. occupation of nursing.

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

5. Deeper insight … It is the life- long process a person goes through to learn about himself such as –purpose, –personality –interests –skills –talents Develop a self- concept, learn about careers, and work situations Make a career choice, while developing and coping social skills

6. Career planning : An ongoing process Here You… Explore your interests and abilities Strategically plan your career goals Create your future work success by designing learning and action plans to help you achieve your goals.

7. Contd.. The major focus is matching personal goals and opportunities that are realistically available. Career planning is building bridges from one’s current job/career to next job/career. Well-conceived career plan is flexible to accommodate changing opportunities for development

8. How important is career planning? People leave an organisation due to lack of career growth Deeper focus on an employee’s aims and aspirations Degree of clarity Helps in identifying handicaps & the blind spots to overcome Significant motivator Key retention tool Critical human resource strategy

9. Contd… High-level vision and goals of company are clearly made known to employees Growth of an organisation is intrinsically linked with the growth of an individual Matching organization vision & employees aspirations is must

10. The top management view it as a tool for succession planning succession planning The manager sees career sees careerplanning as a retention as a retentionAnd motivational motivationaltool A typical Employee views a career planning planningProgramme as a path to as a path to upward upwardmobility Win-Win situation for all

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

12. Self Assessment Academic/ Career options Relevant /Practical Experience Job Search Individual career planning process

13. 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

14. 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 1. Self- Assessment

15. 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

16. 2. Academic / Career options Competency Areas 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 Strategies For Gaining Competencies 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

17. 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

18. 3. Relevant / Practical experience 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 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

19. 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

20. 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

21. Direction Career Time Transitions Career planning options Projected Outcome Organizational career planning process

22. 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

23. 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?

24. Some important guidelines Employees –Discuss any concerns regarding career or professional development with supervisor –Its your career, take all necessary initiative Supervisors/ Managers –Make career planning an ongoing process –Explain employees importance of growth, need for change –Personal commitment

25. Contd… –Acquire skills to be a good developer –Give essential feedback to employees –Provide a work environment that is conducive –Supportive and motivational atmosphere Organizational –Existence of supportive organizational structure suitable to employees needs –Provide resources dollars and time

26. Why join clinical research Sunrise Industry, Booming Market Huge Demand & Supply Gap, Easy Entry White Collared, Knowledge Intensive Job vis- à-vis Boring Sales/Marketing/Production Jobs & Unstable and Uncertain Clinical Practice Good Career Prospects Quickies (quick money, growth on the ladder)

27. Why join clinical research National & International Travel, Cross- cultural Exposure Increased Contacts, Marketability Understanding of Drugs, Diseases & Management I Love Research, Documentation, Paper Work

28. Career pathways Project Management Site management Contract management Data management Clinical Bio-analytical Laboratory Bio-statistics Quality Pharmaco-vigilance Medical writing Regulatory Business Development

29. Where? Pharmaceutical companies CRO BA centres IT Central Labs Logistics Training centres

30. 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!!