1. CAREER PLANNING

2. Team Members Bhavna Dhapola 10 Anushri Parkar 33 Kilpa Sangoi 46 Jean Fernandes 12 Adelbert Fernandes 11

3. Introduction Career: Herbert Simon defines career as “an honourable occupation with one normally takes up during his/her youth with the expectation of advancement and pursues it until retirement Career: Herbert Simon defines career as “an honourable occupation with one normally takes up during his/her youth with the expectation of advancement and pursues it until retirement Career planning and development is a means by which an organisation can sustain or increase its employees productivity and at the same time preparing them for a changing world. Career planning and development is a means by which an organisation can sustain or increase its employees productivity and at the same time preparing them for a changing world. According to Milkovich and Boudreau Career development = Career management + Career planning

4. Objective of career planning Identifying and making clear opportunities available. Identifying and making clear opportunities available. To reduce employee turnover. To reduce employee turnover. To Increase productivity. To Increase productivity. To identify the career stages and enhance the motivational level. To identify the career stages and enhance the motivational level. To achieve the organisation’s goal by providing the employees paths to reach higher order needs. To achieve the organisation’s goal by providing the employees paths to reach higher order needs.

5. Career Planning Flow & Stages Career PlanningCareer Goals Career Paths Career Feed Back Retirement NeedsSafety, Security Physiological Safety, Security Achievement esteem, autonomy Esteem actualization Self actualization Age202530455565 Career Stages ExplorationEstablishmentAdvancementMaintenance Career stages and Important needs

6. Scope Of Career Planning Human Resource forecasting and planning Human Resource forecasting and planning Career Information Career Information Career Counseling Career Counseling Career Pathing Career Pathing Skill Assessment training Skill Assessment training Succession Planning Succession Planning

7. Types of Career Test Career Interest Test Career Interest Test Personality Test Personality Test Skill Test Skill Test

8. CAREER ANCHORS Technical Competence Technical Competence Managerial competence Managerial competence Stability and Security Stability and Security Creativity and Challenge Creativity and Challenge Freedom and Autonomy Freedom and Autonomy Dedication to a cause Dedication to a cause Lifestyle Lifestyle

9. Why a career plan could fail ! Efforts are insincere Efforts are insincere Look for immediate benefits Look for immediate benefits Lack of interaction with hired agencies Lack of interaction with hired agencies Impracticability in introduction Impracticability in introduction No system to evaluate No system to evaluate Bureaucratic model of organization Bureaucratic model of organization

10. Importance of career planning Involvement of the employer and employee Involvement of the employer and employee Employees need to be aware of the organizational opportunities. Employees need to be aware of the organizational opportunities.

11. Case Study – Colgate Palmolive Employees fill the IDP Form Employees fill the IDP Form The form is sent to the managers The form is sent to the managers Employees and managers discuss Employees and managers discuss Employees interests Employees interests Strengths Strengths Trainings Trainings HR arrange for the training HR arrange for the training

14. Cadbury Cadbury – Case study Cadbury Early Career Early Career Mid Career Mid Career Senior career Senior career

15. Early Career First 5 years of employment First 5 years of employment Management skills training Management skills training Internal- short term placements Internal- short term placements Workshops Workshops Mentoring Mentoring Aim – Understanding of Business structure.

16. Mid Career Team Management trainings Team Management trainings Strategic leadership trainings Strategic leadership trainings International opportunities International opportunities Ongoing career dialogues Ongoing career dialogues Aim – Equip with capability to lead teams, develop and deliver business stratergies

17. Senior Level Highest level Highest level Approximately 150 members globally Approximately 150 members globally Global leadership conference Global leadership conference Executive development programme Executive development programme External expert coaching External expert coaching Aim – Support personal leadership styles to set business stratergies.

18. Steps in Career planning (Employee perspective) Make Career Planning an Annual Event Make Career Planning an Annual Event Map Your Path Since Last Career Planning Map Your Path Since Last Career Planning Reflect on Your Likes and Dislikes, Needs and Wants Reflect on Your Likes and Dislikes, Needs and Wants Examine Your Pastimes and Hobbies Examine Your Pastimes and Hobbies Make Note of Your Past Accomplishments Make Note of Your Past Accomplishments

19. Look Beyond Your Current Job for Transferable Skills Look Beyond Your Current Job for Transferable Skills Review Career and Job Trends Review Career and Job Trends Set Career and Job Goals Set Career and Job Goals Explore New Education/Training Opportunities Explore New Education/Training Opportunities Research Further Career/Job Advancement Opportunities Research Further Career/Job Advancement Opportunities

20. Thank You