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Career planning and internal mobility

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Jayesh Ganekar
Jayesh Ganekar

1. Career planning involves mapping out employees' career paths within an organization based on their abilities to help them advance. This helps attract and retain talent, improve motivation and productivity, and ensure the organization has the right human resources to achieve its goals. 2. Career planning benefits both individuals and organizations by providing employees with growth opportunities and job satisfaction while helping the organization develop talent internally and meet its human resource needs. 3. The career planning process involves identifying employees' career aspirations, analyzing opportunities within the organization, developing strategies to address any mismatches, and regularly reviewing career plans.

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CAREER PLANNING AND INTERNAL MOBILITY
DEFINATION OF CAREER PLANNING 1.Career is a sequence of attitudes and behaviors associated with the series of job and work related activities over a person’s life time. 2. Internal mobility related jobs ,arranged in hierarchical order, through which a person moves in an organization.
OBJECTIVE OF CAREER PLANNING: •To attract and retain the right type of person in the organization. •To map out career of employees suitable to their ability and their willingness to be trained and developed for higher positions. •To have a more stable workforce by reducing labour turnover and absenteeism. •It contributes to man power planning as well as organizational development and effective achievement of corporate goals. •To increasingly utilize the managerial talent available at all levels within the organization. • To improve employee morale and motivation by matching skills to job requirement and by providing opportunities for promotion.
Cont…… •To provide guidance and encourage employees to fulfill their potentials. •To achieve higher productivity and organizational development. •To ensure better use of human resource through more satisfied and productive employees. •To meet the immediate and future human resource needs of the organization on the timely basis.
NEED FOR CAREER PLANNING- • To desire to grow and scale new heights. • Realize and achieve the goals. • Performance measure. • To reduce high employee turnover. • To educate the employees. • It motivates employees to grow. • It motivates employees to avail training and development. • It increases employee loyalty as they feel organization cares about them.
ADVANTAGES OF CAREER PLANNING & DEVELOPMENT In fact both individuals and the organization are going to benefit from career planning and development. So the advantages are described below: For Individuals 1.The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc. 2. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc. 3. It helps the organization identify internal employees who can be promoted. 4. Internal promotions, up gradation and transfers motivate the employees, boost up their morale and also result in increased job satisfaction.
Cont…… 5. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization. 6. Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover. 7. It improves employee’s performance on the job by taping their potential abilities and reduce employee turnover. 8. It satisfies employee esteem needs.
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: 1.Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent. 2. The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees. 3. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development. 4. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration. 5. By attracting and retaining the people from different cultures, enhances cultural diversity. 6. Protecting employees’ interest results in promoting organizational goodwill
  CAREER PLANNING AND DEVELOPMENT PROCESS  
1. Identifying individual needs and aspirations: It’s necessary to identify and communicate the career goals, aspiration and career anchors of every employee because most individuals may not have a clear idea about these. For this purpose, a human resource inventory of the organization and employee potential areas concerned. 2. Analyzing career opportunities: The organizational set up, future plans and career system of the employees are analyzed to identify the career opportunities available within it. Career paths can be determined for each position. It can also necessary to analyze career demands in terms of knowledge, skill, experience, aptitude etc. 3. Identifying match and mismatch: A mechanism to identifying congruence between individual current aspirations and organizational career system is developed to identify and compare specific areas of match and mismatch for different categories of employees. 4. Formulating and implementing strategies: Alternative action plans and strategies for dealing with the match and mismatch are formulated and implemented. 5. Reviewing career plan
DIFFERENT STAGES OF CAREER DEVELOPMENT  Exploratory stage  Establishment stage  Maintenance stage  Stage of decline
EXPLORATORY STAGE  Ensure the availability of accurate information about the various occupations existing in the organization to the new employee  Create opportunities to enable new employees to get information with the organizational careers through job rotation, internship, visit different units, seminars, etc.  Sponsor educational and training programmes for ensuring supply of potential talent in future.
ESTABLISHMENT STAGE  Identification of the best possible talent for the organization  Communicating the correct and positive of the organization to the employee  Maximum learning and favorable attitudes of the employees towards the organization  Assigning challenging jobs to employees to enable them test their abilities and skills/  Designing of development plan, identification of development needs, deciding career steps, etc
MAINTANANCE STAGE  Strategies motivate employees, so that they can be productivity utilized even without promotion  Adequate opportunities for transition from specialist cadres to generalist position at higher levels of the organization  Help employees to adjust to their changing role s their career shifts from active position to advisory position  Help employees to prepare for retirement
DECLINE STAGE  Manage retirement without destroying the employee’s sense of self-worth  Invent new creative part-time roles for which can use their knowledge, experience and wisdom
INTERNAL MOBILITY 1. Growth and survival of the organization are the responsibilities of the top management 2. To fulfill such responsibilities each organization needs to plan management succession 3. Succession planning is done in different time frames to ensure the availability of right managerial personnel at the right time in right positions for continuing organizational vitality and strength 4. Good organizations try to make succession planning in three different time frames
CONT…… 4. The fourth step is to develop a good performance appraisal system to get feedback on managerial performance and to review their progress and shortfalls. 5. The fifth step is the preparation of the management resource inventory. Such inventory contains details of personal data, performance records, skills, potential, career goals and career paths of managerial personnel.
STEPS OF SUCCESSION PLANNING 1. Prepare and develop a management staffing plan for all anticipated needs in different time frames 2. The second step is staffing and development. Staffing is concerned with recruitment, selection and placement. Development means development of managerial personnel through training, job rotation, counseling and guidance 3. The third step is to ensure congenial organizational environment to retain the desired managerial personnel
CONT…… 4. The fourth step is to develop a good performance appraisal system to get feedback on managerial performance and to review their progress and shortfalls. 5. The fifth step is the preparation of the management resource inventory. Such inventory contains details of personal data, performance records, skills, potential, career goals and career paths of managerial personnel.
TRANSFER A transfer is a change in job assignment. It may involve a promotion or demotion Or no change at all in status and responsibility Purposes of transfer • To satisfy employee needs. • To utilize employees better. • To make the employee more versatile. • To adjust the workforce. • To provide relief to overburdened employees. • To reduce conflicts • To punish employees
Promotion • Employee movement from current job to another that is higher in pay, responsibility and/or organization level is known as “promotion”. • Promotion has powerful motivational value as it compels an employee to utilize his talents fully, and remain loyal and committed to his or her job and the organization.
Demotion Employee movement that occurs when an employee is moved from one job to another that is lower in pay, responsibility and/or organization level is called demotion. Causes of demotion • Employee unable to meet job requirements. • Organization forced to demote employees because of adverse business condition. • Demotions happening to check errant employees
Employee Separations • Resignation: A voluntary separation initiated by the employee himself is called resignation. It is always better to find why the employee has decided to quit the organization. Properly conducted exit interviews would help throw light on factors behind the curtain. • Retirement: Termination of service on reaching the age of superannuation is called retirement. To avoid problems, organizations normally plan replacements to retiring employees beforehand. • Death: Some employees may die in service. Death caused by occupational hazards, of course, would attract the provisions of Workmen's Compensation Act, 1923. The normal separation of people from an organization due to resignation, retirement or death is known as attrition. • Lay off: Alay off entails the separation of the employee from the organization temporarily for economic or business reasons.

More Related Content

Career planning and internal mobility

  • 2. DEFINATION OF CAREER PLANNING 1.Career is a sequence of attitudes and behaviors associated with the series of job and work related activities over a person’s life time. 2. Internal mobility related jobs ,arranged in hierarchical order, through which a person moves in an organization.
  • 3. OBJECTIVE OF CAREER PLANNING: •To attract and retain the right type of person in the organization. •To map out career of employees suitable to their ability and their willingness to be trained and developed for higher positions. •To have a more stable workforce by reducing labour turnover and absenteeism. •It contributes to man power planning as well as organizational development and effective achievement of corporate goals. •To increasingly utilize the managerial talent available at all levels within the organization. • To improve employee morale and motivation by matching skills to job requirement and by providing opportunities for promotion.
  • 4. Cont…… •To provide guidance and encourage employees to fulfill their potentials. •To achieve higher productivity and organizational development. •To ensure better use of human resource through more satisfied and productive employees. •To meet the immediate and future human resource needs of the organization on the timely basis.
  • 5. NEED FOR CAREER PLANNING- • To desire to grow and scale new heights. • Realize and achieve the goals. • Performance measure. • To reduce high employee turnover. • To educate the employees. • It motivates employees to grow. • It motivates employees to avail training and development. • It increases employee loyalty as they feel organization cares about them.
  • 6. ADVANTAGES OF CAREER PLANNING & DEVELOPMENT In fact both individuals and the organization are going to benefit from career planning and development. So the advantages are described below: For Individuals 1.The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc. 2. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc. 3. It helps the organization identify internal employees who can be promoted. 4. Internal promotions, up gradation and transfers motivate the employees, boost up their morale and also result in increased job satisfaction.
  • 7. Cont…… 5. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization. 6. Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover. 7. It improves employee’s performance on the job by taping their potential abilities and reduce employee turnover. 8. It satisfies employee esteem needs.
  • 8. 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: 1.Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent. 2. The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees. 3. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development. 4. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration. 5. By attracting and retaining the people from different cultures, enhances cultural diversity. 6. Protecting employees’ interest results in promoting organizational goodwill
  • 9.   CAREER PLANNING AND DEVELOPMENT PROCESS  
  • 10. 1. Identifying individual needs and aspirations: It’s necessary to identify and communicate the career goals, aspiration and career anchors of every employee because most individuals may not have a clear idea about these. For this purpose, a human resource inventory of the organization and employee potential areas concerned. 2. Analyzing career opportunities: The organizational set up, future plans and career system of the employees are analyzed to identify the career opportunities available within it. Career paths can be determined for each position. It can also necessary to analyze career demands in terms of knowledge, skill, experience, aptitude etc. 3. Identifying match and mismatch: A mechanism to identifying congruence between individual current aspirations and organizational career system is developed to identify and compare specific areas of match and mismatch for different categories of employees. 4. Formulating and implementing strategies: Alternative action plans and strategies for dealing with the match and mismatch are formulated and implemented. 5. Reviewing career plan
  • 11. DIFFERENT STAGES OF CAREER DEVELOPMENT  Exploratory stage  Establishment stage  Maintenance stage  Stage of decline
  • 12. EXPLORATORY STAGE  Ensure the availability of accurate information about the various occupations existing in the organization to the new employee  Create opportunities to enable new employees to get information with the organizational careers through job rotation, internship, visit different units, seminars, etc.  Sponsor educational and training programmes for ensuring supply of potential talent in future.
  • 13. ESTABLISHMENT STAGE  Identification of the best possible talent for the organization  Communicating the correct and positive of the organization to the employee  Maximum learning and favorable attitudes of the employees towards the organization  Assigning challenging jobs to employees to enable them test their abilities and skills/  Designing of development plan, identification of development needs, deciding career steps, etc
  • 14. MAINTANANCE STAGE  Strategies motivate employees, so that they can be productivity utilized even without promotion  Adequate opportunities for transition from specialist cadres to generalist position at higher levels of the organization  Help employees to adjust to their changing role s their career shifts from active position to advisory position  Help employees to prepare for retirement
  • 15. DECLINE STAGE  Manage retirement without destroying the employee’s sense of self-worth  Invent new creative part-time roles for which can use their knowledge, experience and wisdom
  • 16. INTERNAL MOBILITY 1. Growth and survival of the organization are the responsibilities of the top management 2. To fulfill such responsibilities each organization needs to plan management succession 3. Succession planning is done in different time frames to ensure the availability of right managerial personnel at the right time in right positions for continuing organizational vitality and strength 4. Good organizations try to make succession planning in three different time frames
  • 17. CONT…… 4. The fourth step is to develop a good performance appraisal system to get feedback on managerial performance and to review their progress and shortfalls. 5. The fifth step is the preparation of the management resource inventory. Such inventory contains details of personal data, performance records, skills, potential, career goals and career paths of managerial personnel.
  • 18. STEPS OF SUCCESSION PLANNING 1. Prepare and develop a management staffing plan for all anticipated needs in different time frames 2. The second step is staffing and development. Staffing is concerned with recruitment, selection and placement. Development means development of managerial personnel through training, job rotation, counseling and guidance 3. The third step is to ensure congenial organizational environment to retain the desired managerial personnel
  • 19. CONT…… 4. The fourth step is to develop a good performance appraisal system to get feedback on managerial performance and to review their progress and shortfalls. 5. The fifth step is the preparation of the management resource inventory. Such inventory contains details of personal data, performance records, skills, potential, career goals and career paths of managerial personnel.
  • 20. TRANSFER A transfer is a change in job assignment. It may involve a promotion or demotion Or no change at all in status and responsibility Purposes of transfer • To satisfy employee needs. • To utilize employees better. • To make the employee more versatile. • To adjust the workforce. • To provide relief to overburdened employees. • To reduce conflicts • To punish employees
  • 21. Promotion • Employee movement from current job to another that is higher in pay, responsibility and/or organization level is known as “promotion”. • Promotion has powerful motivational value as it compels an employee to utilize his talents fully, and remain loyal and committed to his or her job and the organization.
  • 22. Demotion Employee movement that occurs when an employee is moved from one job to another that is lower in pay, responsibility and/or organization level is called demotion. Causes of demotion • Employee unable to meet job requirements. • Organization forced to demote employees because of adverse business condition. • Demotions happening to check errant employees
  • 23. Employee Separations • Resignation: A voluntary separation initiated by the employee himself is called resignation. It is always better to find why the employee has decided to quit the organization. Properly conducted exit interviews would help throw light on factors behind the curtain. • Retirement: Termination of service on reaching the age of superannuation is called retirement. To avoid problems, organizations normally plan replacements to retiring employees beforehand. • Death: Some employees may die in service. Death caused by occupational hazards, of course, would attract the provisions of Workmen's Compensation Act, 1923. The normal separation of people from an organization due to resignation, retirement or death is known as attrition. • Lay off: Alay off entails the separation of the employee from the organization temporarily for economic or business reasons.