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Career
1. CAREER PLANING &DEVELOPMENT Presented By— Group-3 Roll No.-13-18
2. CONTENTS— CAREER CAREER PLANNING NEED FOR CAREER PLANNING & ITS PROCESS SUCCESSION PLANNING CAREER DEVELOPMENT CAREER PROBLEMS EFFECTIVE CAREER PLANNING ADVANTAGES OF CAREER PLANNING & DEVELPOMENT FUTURE OF CAREER PLANNING & DEVELOPMENT IN INDIA MODEL FOR PLANNING SELF DEVELOPMENT
3. THE CONCEPT OF CAREER The popular meaning of CAREER is reflected as – The idea of moving upward in one’s chosen line of work. Or ,we can say a career is a positions held by a person during the course of life time. It Consists of values, Attitude & Behavior.
4. CAREER CHOICES & PERSONALITY Choice of a career is an expression of personality And not a random event. SIX Personality types & career- 1.Realistic 2.Investigative 3.Artistic 4.Social 5.Enterprising 6.Conventional
5. CAREER PLANING It essentially means helping the employee plan his career in terms of his capabilities within the context of organizational needs. The employees fall in three groups— New recruits Employees who spent a long time Employees who are not doing well
6. IMPORTANT TERMS IN CAREER PLANNING CAREER GOALS CAREER CYCLE CAREER PATHS CAREER ANCHORS CARRER PROGRESSION CAREER COUNSELLING CARRER MANAGEMENT REALITY SHOCK PLATEAUING MENTOR ATTRITION
7. CAREER STAGES At different-different stages the needs & motives are different & we will go through the under mentioned stages— STAGE-1 EXPLORATION STAGE-2 ESTABLISHMENT STAGE- 3 MID-CAREER STAGE-4 LATE CAREER
8. CAUSES OF EARLY CAREER DIFFICULTIES Initial job Challenges. Initial job satisfaction. Initial job Performance Evaluation.
9. CAREER DEVELOPMENT DURING MIDCAREER Managers who reach the Midcareer Stage are typically key peoples. Circes with them- 1.Higher levels of stress comes with success. 2.Personal & Family problems. Career Development by- 1.Training 2.Midcareer Counseling. 3. Midcareer Alternatives.
10. NEED FOR CAREER PLANNING To attract competent persons & to retain them in organization To provide suitable promotional opportunities To correct employee placement To improve motivation & morale To reduce employee dissatisfaction & turnover To enable employees to meet the future challenges & to develop skills.
11. PROCESS OF CAREER PLANNING PROGRAM Identifying individual needs & aspirations Analyzing career opportunities Aligning needs & opportunities Action plans (career counselling)
12. SUCCESSION PLANNING A succession plan is a plan for identifying who is currently in post and who is available and qualified to take over in the event of retirement, voluntary retirement, dismissal & sickness. Good org. follow succession planning in 3 different time frame— Immediate, intermediate and long range succession planning.
13. CAREER DEVELOPMENT It consists of the personal actions one undertakes to achieve a career plan. It looks at the long-term career effectiveness of employees but employee development focuses on effectiveness of an employee in the immediate future.
14. STEPS INVOLVED IN CAREER DEVELOPMENT SYSTEM There are 4 steps— Step 1- Needs Step 2– Vision Step 3– Action plan Step 4— Results
17. CAREER DEVELOPMENT & PLANNING PROGRAMS:PROBLEMS & ISSUES— Integrating Career Development & workforce planning. Managing Dual Careers. Career planning & equal Employment opportunity. Downsizing & Job Loss.
18. 1.Integrating Career Development & workforce Planning Career Development provides a supply of Talents & Abilities, Workforce planning projects the Demand of Talents & Abilities. These difficulties are- 1 Different Specialist 2 Organizational Structure
19. 2 Managing Dual Careers 1. Conducting Survey 2. Present Realistic Preview 3. Revised Polices 4. Assistance in Career Management 5. Establish Corporate arrangements 6.Establish Flexible working hours
20. 3.Equal Employment Opportunities- There are still peoples who believes that womens & minorities do not have the abilities. 4.Downsizing & Job loss- 1 Stressful 2 Depression 3 Drug use 4 Less social Support
30. STAGES IN CAREER DEVELOPEMENT HIGH EXPLORATION ESTABLIS-H MENT MIDCA-REER LATE CAREER DECLINE P E R F O R M A N C E RETIR-EMENT THE ELDER STATES PERSION PERFORMANCE INCREASE OR DECREASE OR MAINTAIN TRANSITATION FROM COLLEGE TO WORK GETTING FIRST JOB AND BEING ACCEPTET LOW 25 35 Age
31. MODEL FOR PLANNING SELF DEVELOPMENT CONTINUOUS ASSESSMENT VENTURE LAVERAGE NETWORK DECISION MAKING OPPORTUNITY ANALYSIS SELF ASSESSMENT
