Soumendra sample.pptx
- 2. TABLE OF CONTENTS INTRODUCTION MEANING AND DEFINITION OBJECTIVES OF CAREER PLANNING CAREER PLANNING PROCESS CAREER DEVELOPMENT PROCESS SUCCESSION PLANNING NEED FOR SUCCESSION PLANNING CONCLUSION
- 3. All organizations like to improve constantly. One of the biggest channels to introduce improvements in any organization is through change. There can be no improvements without change. The same thing goes for the employee too. There can be no improvement in an employee’s career if he isn’t open to change. Nowadays, if someone expects all good things to happen to him without he doing any value addition, then he is living in a fool’s paradise. This is the reason why most of the organizations have self- development plans to help their employees improve their skill sets and become at par with the best talent globally. This acquisition of new skills helps them in gaining personal growth and successful long-term careers. The secret to career success has been encapsulated in the simple words, be the person with the right skills in the right place at the right time.
- 4. EMPLOYEE CAREER PLANNING – Career Planning stands for the forward looking employment policies of it which take into account the career of individual employees involved in various tasks. It unites organisational human resource planning with individual career needs. In Brief career planning is a managerial technique for mapping out the entire career of employees from the employment stage to retirement stage. EMPLOYEE CAREER DEVELOPMENT – Career Development consists of actions undertaken by the individual employee and the organisation to meet career aspirations and job requirements. Developing career paths that enable employees to understand their options to grow in the organization. Gathering the information to determine what skills they would need to achieve this
- 5. CAREER PLANNING IS DEFINED AS “ A Process whereby an individual sets career goals and identifies the means to achieve them” CAREER DEVELOPMENT IS DEFINED AS “ A formal approach used by organization to ensure that people with proper qualification and experience are available when needed”
- 6. The major objectives of career planning and Development are as follows: To identify positive characteristics of the employees. To develop awareness about each employee’s uniqueness. To respect feelings of other employees. To attract talented employees to the organization. To train employees towards team-building skills. To create healthy ways of dealing with conflicts, emotions, and stress. OBJECTIVES OF CAREER PLANNING
- 9. Organisation run on eternal basis. The survival and thrive of any organisation on continuous basis requires a succession of persons to fill key positions. This is done through “succession planning” . Succession planning can be defined as an executive inventory report indicating what individuals are ready to move into higher positions in the organisation. In an organisation, positions at higher levels falls vacant due to various reasons like retirement, resignation, promotion, transfer, death e.t.c. Therefore the very purpose of succession planning is to identify, groom, develop and make the people ready to occupy higher level jobs as and when they fall vacant.
- 10. 1. Ensures Business Continuity: Succession planning ensures business continuity. It means the organization does not cease to exist when the key positions become vacant due to sudden death, resignation or retirement. 2. Develops Potential Employees: Succession planning is important for grooming and developing competency of the next possible successor. The right training helps the potential successor to improve his strengths and overcome weaknesses. It also prepares him for various duties, challenges that he might face in future if he fills up the position. 3. Identifies Next Successor: The process helps to identify next possible successor in advance. Identification of successor in advance (before retirement/resignation/death of person on the key position) helps the organization to plan for future. Every business organization must invest in identifying the next successor for the organization.
- 11. 4. Smooth Functioning: Succession planning ensures smooth functioning of the organization. There is supply of competent and skilled employees to take up the role or responsibility of key manager whenever the need arises. Hence, temporary or sudden absence of key manager does not halt the activities of the organization. 5. Reduces Cost of the Organization: With succession planning, the demand for human resources is met within the organization. It lowers the cost of organization as the time, money, energy required to recruit employee from external source is saved. 6. Corporate Image: Organization invests in identifying and grooming employees. It also provides varied growth opportunities within the organization. This increases job satisfaction of employees, which results in increased performance and productivity. This ultimately improves image of the organization in market and attracts competent workforce towards the organization.
- 12. CONCLUSION Hence we conclude that Career Planning and development are must for every individual in order to become successful in life. Career planning and development bring out the best within the individual & help in utilizing person’s skills & abilities to the optimum level. • It is very important and increases employee’s productivity. • It Cuts costs through reducing employee turnover and redundancy. • It Increases customer satisfaction because of improved services. • It Aids in retaining the best personnel in all departments. The long and short of the matter is that career development and planning are the key factors for organization through which it able to accomplish and achieve its goals and objectives.