Carrier Planning Report for Mba Student

CAREER think ASSIGNMENT DEEPENDRA SINGH A30101911072 Sec- B, Sem-IV A Career has been defined as the sequence of a souls experiences on different wrinkles overthe period of clock. It is viewed as fundamentally a relationship between one or much make-ups and the individual. A go is a sequence of positions/jobs held by a person during the course of his workinglife. Many of todays employees have high expectations about their jobs. There has been a generalincrease in the concern of the quality of life.Workers expect more(prenominal) from their jobs than justincome. A provided impetus to charge readying is the need for organizations to make the best accomplishable use of their most valuable picks the plenty in a conviction of rapid technologicalgrowth and change. Career mean as a concern is of late(a) origin. The reason for thislack of concern regarding travel planning for a long time has been the careless,unrealistic assumption about employees functioning smoothly along the right lines and the whimsy that the employees guide themselves in their line of achievements.Modern personnel administration has to be futuristic, it has to look beyond the present tasks,since neither the requirements of the organization nor the attitudes and abilities of employeesare constant. It is too costly to leave occupational group to the tyranny of time and casualty ofcircumstances, for it is something which requires to be handled carefully with rationalization and professional promoting. Fortunately, there has lately been someappreciation of the value of career planning and word meaning of validity of career study as a major introduce in organizational breeding.Career formulation aims at get wording personal skills, interest, knowledge and new(prenominal) featuresand establishes specific plans to attain specific goals. Aims and Objectives of Career Planning Career Planning aims at matching individual potential for promotion and individualaspirations with organ izational need and opportunities. Career Planning is making sure thatthe organization has the right people with the right skills at the right time. In particular it proves what training and development would be necessary for advancing in the careeraltering the career path or staying in the current position.Its tenseness is on prox needs andopportunities and removal of stagnation, obsolescence & dissatis incidention of the employee. OBJECTIVE OF CAREER PLANNING To attract and hold open the right type of person in the organization. To map out career of employees suitable to their ability and their willingness to betrained and developed for higher positions. To have a more stable workforce by reducing labour turnover and absenteeism. It contributes to firearm power planning as well as organizational development andeffectiv all(prenominal)ievement of corporate goals. To increasingly utilize the managerial talent available at all levels within theorganization. It helps employee in t hinking of long term exponentiation with the organization. To provide guidance and encourage employees to fulfill their potentials. To achieve higher productiveness and organizational development. To ensure better use of sympathetic resource through more satisfied and productiveemployees. To meet the immediate and future military personnel resource needs of the organization on thetimely basis. NEED FOR CAREER PLANNING relish to grow and scale new heights. Realize and achieve the goals. Performance measure. full(prenominal) 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 In fact both individuals and the organization are going to benefit from career planning anddevelopment. For Individuals 1. The process of career planning helps the individual to have the knowledge of variouscareer opportunitie s, his priorities and so on . 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 hear internal employees who can be promoted. 4. Internal promotions, up gradation and transfers motivate the employees, boost uptheir morale and also result in increased job satisfaction. 5. Increased job satisfaction enhances employee commitment and creates a senseof belongingness and loyalty to the organization. . Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover. 7. It mitigates employees performance on the job by taping their potential abilities andfurther employee turnover. 8. It satisfies employee esteem needs. For Organizations A long-term focus of career planning and development will increase the effectiveness ofhuman resource management. The advantages of career planning anddevelopment for an organi zation include 1.Efficient career planning and development ensures the availability of human resourceswith required skill, knowledge and talent. 2. The efficient policies and practices improve the organizations ability to attract and retainhighly skilled and talent employees. 3. The proper career planning ensures that the women and people belong to backwardcommunities get opportunities for growth and development. 4. The career plan continuously tries to satisfy the employee expectations and as suchminimizes employee frustration. 5.By attracting and retaining the people from different cultures, enhances ethnical diversity. 6. Protecting employees interest results in promoting organizational goodwill. CAREER PLANNING AND DEVELOPMENT PROCESS 1. Identifying individual needs and aspirations Its necessary to identify and communicate the career goals, aspiration and career anchors ofevery employee because most individuals may not have a clear idea about these. For thispurpose, a human re source inventory of the organization and employee potential areasconcerned. 2. Analyzing career opportunitiesThe organizational set up, future plans and career system of the employees are analyzed toidentify the career opportunities available within it. Career paths can be determined for eachposition. It can also necessary to analyze career demands in price of knowledge, skill,experience, aptitude etc. 3. Identifying match and mismatch A mechanism to identifying congruity between individual current aspirations andorganizational career system is developed to identify and compare specific areas of matchand mismatch for different categories of employees. 4.Formulating and implementing strategies Alternative action plans and strategies for dealing with the match and mismatch areformulated and implemented. 5. Reviewing career plans A periodic review of the career plan is necessary to know whether the plan is contributing toeffective utilization of human resources by matching employee objectives to job needs. Review will also indicate to employees in which direction the organization is moving, whatchanges are likely to take office and what skills are needed to adapt to the changing needs ofthe organization.