Career Planning

Career Planning

Need for it and factors affecting …

Career 

Career is a sequence of positions held by a person during the course of a life time.



Career Stages

• • • •

Exploration Establishment Maintenance Disengagement

CAREER LIFECYCLE  Five

aspects of Career Life cycle LEARNING STAGE + Needs to make Technical / Functional Skill Guide + ( Right Industry / Professional Learning Opportunities )

CAREER LIFECYCLE DEMONSTRATION STAGE + He / She demonstrates his competencies and begins to be Notified + This usually puts him into a certain carrier track and he begins to signal his potential for Leadership or other roles Guide + Learning Opportunities, Opportunities to demonstrate Performance

CAREER LIFECYCLE KEY CONTRIBUTOR STAGE + He is fully matured at his role and is a critical part of them that drives results and is a an important influencer or decision maker in his area. Guide + Role Growth opportunities

CAREER LIFECYCLE PEAK STAGE He is able to build on all his competencies and experience to play the maximum role he can in his career Guide + Role Opportunities to make noticeable impact

CAREER LIFECYCLE WINDING DOWN STAGE + When individuals begin to think of life beyond just a professional career. Personal views of success and satisfaction are more important parameters in making career choices. Guide + Job Satisfaction

CAREER LIFECYCLE Compensation and Career growth are a function of the individual’s competencies first and being in a right place that enables deploying those competencies successfully Planning a career therefore means first acquiring the competencies that are relevant for the desired career path

CAREER PATH 

- It is the sequential pattern of jobs that form a career

Career goals  They

are the future positions that an individual strives to reach as part of career

CAREER PLANNING

It is the process by which an individual selects career goals and path to these goals. 1. Individual career planning 2. Organization career planning.

Career Planning and Development A. 1. Does it make sense to speak of career planning in today’s business climate? 2. Why is career planning important? 3. Who is responsible for career planning?

BENEFITS OF CAREER PLANNING TO AN OGANIZATION.  

 

1. Ensures availability of resources for future. 2. Enhances organization stability to attract and retain talent. 3. Ensures growth opportunity for all. 4. Handles employee frustrations

CAREER ANCHORS

Proposed by Edgar Schein. These are the basic attitudinal characteristics that guide people throughout their careers. Formed at early stages of life.  Technical/functional competence  Managerial competence  Security and stability  Entrepreneurial / creativity  Autonomy and independence 

Technical/functional competence 

Characteristics:

• • •



Excited by work itself Willing to forgo promotions Dislikes general management and corporate politics

Typical career paths:

• • •

Research oriented positions Technical jobs Specialized consulting and project management

Managerial competence  Characteristics:

• Likes to analyze business problems • Likes to influence and harness people to work •

together Enjoys exercise of power

 Typical

career paths:

• Higher positions in organizations • Plant and sales management • More keen on joining prestigious firms

Security and stability 

Characteristics:

• • •



Motivated by job security and long term careers with one firm Dislikes travel and relocation Tends to be conformist and complaint to organisation

Typical career paths:

• • •

Government jobs Small and family owed businesses Large government regulated or bureaucratic industries

Entrepreneurial / creativity 

Characteristics:

• Enjoys launching own business • Enjoys the risks of decisions • Wants to move from project to project 

Typical career paths:

• Entreprenurial ventures • Higher positions involving mergers, acquisitions •

and new business setup Small upcoming firms to well established ones

Autonomy/independence 

Characteristics:

• • •



Desires freedom from organisational constraints Wants tp be on own and to set own pace Avoids large businesses and government agencies

Typical career paths:

• • •

Academia Writing and publishing Small business proprietorship

CAREER MGT .

The process of designing and implementing goals, plans and strategies that enable the organisation to satisfy the workforce needs and allows individuals to achieve career objectives.

Career development program Help in achieving career objectives

Balancing Individual and Organizational Needs

Figure 7.2

Career Planning Process

High

Combinations of Career Interests and Skills Pursue

Avoid

Develop

Low

SKILLS

Explore

Low

High

INTERESTS

ISSUES IN CAREER PLANNING      

1. 2. 3. 4. 5. 6.

Dual career families Declining opportunities Career stages Restructuring Career plateaus Work-family issues.

The Plateauing Trap  Career

Plateau

• Situation in which for either organizational or

personal reasons the probability of moving up the career ladder is low.

 Types

of Plateaus

• Structural plateau: end of advancement • Content plateau: lack of challenge • Life plateau: crisis of personal identity

Career Development for Women 

The “Glass Ceiling”

•



Artificial barriers based on attitudinal or organizational bias that prevent qualified women from advancing upward in their organizations into management level positions.

Eliminating Barriers to Advancement

• • •

Development of women’s networks Diminishing stereotyping of women Presence of women in significant managerial positions

Career Development