Class 18
CHAPTER -18
Career planning and
management
Introduction
• Career: Career can be defined as a general course of action a person chooses
to pursue throughout his or her working life.
• Career management: CM is the process for enabling employees to
understand better and develop their career skills and interests and to use these
skills and interest most effectively both within the company and after they
leave the company.
• Career planning: It is an ongoing process whereby an individual sets career
goals and identifies the means to achieve them.
• Career development: It is a formal approach used by the organization to
ensure that people with the proper qualifications and experiences are
available when needed.
• Career plateau: Career plateau occurs when an employee has reached the
highest position level they can possibly obtain within an organization and
have no future prospect of being promoted due to a lack of skills, corporate
restructuring or other factors.
Career Anchor
A Career Anchor is something that develops over time and evolves into a
self-concept, shaping an individual's personal identity or self-image and
includes: Talents, skills and abilities - the things that we believe we are good at,
and not so good at.
E.H. Schein has identified dominant motives which underline people’s career
choices and long range goals. Schein refers to these basic motivating factors as
career anchors. He has identified 8 career anchors:
1.Security/Stability
2.Autonomy/Independence
3. Managerial competence
4. Technical competence
5. Creativity & Entrepreneurship
6. Sense of service
7. Pure challenge
8.Lifestyle
Career Anchor
Career Path
A career path is flexible line of progression through which an employee may
move during his or her employment with a company.
Four type of career path:
1. Traditional career path:An employee progresses vertically upward in the
organization from one specific job to the next.
2. Network career path: A method of career pathing that contains both a
vertical sequence of jobs and a series of horizontal opportunities.
3. Lateral skill path:lateral move within the firm that can be taken to allow an
employee to become revitalized and find new challenges.
4. Dual career path: A career path method that recognizes that technical
specialist can and should be allowed to continue to contribute their expertise
to a company without having to become managers.
Stages of Career Development
A book “ Career development : Exploration and planning” by D E Super and
D T Hall, career stages have various phases.
Stages of Career Development
1. Exploration: Exploration refers to the stage before gaining permanent
employment. Those in this stage may be finishing an undergraduate or
graduate degree. This stage shapes the direction of your professional
ambitions.
2. Establishment: The establishment stage includes your initial job search,
applying for a job and accepting your first long-term position. You are likely
to accept an entry-level or mid-level position with comparably minor
responsibilities. Learning, career development and establishing your place
characterize this stage.
Stages of Career Development
3. Mid Career: Mid-career is the professional stage in which you have earned
experience and expertise but still have many years left in your career to gain
more experience, advance your qualifications, pursue leadership roles and earn a
higher salary. Some other elements of being mid-career include: Changing needs
and new ambitions.
4. Late Career:You will likely not have any job changes during this stage,
relying on your reputation and good standing as security for your position. You
can begin to envision what your life will look like after retirement and may
spend less time working and more time doing activities you enjoy outside of
work.
Stages of Career Development
5. Decline:This is the last stage of career development. At this stage, an
individual has to step out of his work or get a retirement from his official
commitments. It is considered as one of the difficult stages, as it is very hard for
the employees to leave the firm who are doing excellent even after their late
career.
Career Choice Model
According to John Holland’s theory , most people are one of the following six
personality types(RIASEC). People make their career choices , based on type of
one of six personality types :
1. Realistic
2. Investigative
3. Artistic
4. Social:
5. Enterprising:
6. Conventional
Career Choice Model
Succession planning
Succession planning : It is a process through which an organization ensures
that employees are recruited and developed to fill each key role within the
company. In this process, you ensure that you will never have a key role open
for which another employee is not prepared.
• There are 3 types of succession planning programme:
A. Role-based programme: Here focus is on the key positions that are difficult
to fill or critical to business success.
B. Individual based programme: Focus is given on particular people with
potential for advancement.
C. Pool –based programme: focus is given on number of high potential people
who could move into any of several different leadership positions within the
organization.
Succession planning
In order to do this effectively succession planning must be
addressed on five levels:
1. management succession
2. ownership succession
3. relationship succession
4. cultural succession
5. leadership succession
Succession planning
Replacement Charts: RC are a forecasting techniques used in succession
planning to help companies visualize key job roles, current employees and
existing and future vacancies. Positions are mapped alongside information such
as potential replacements, gender, promotion potential.
Talent Management
Talent management is how employers recruit and develop a workforce that is
as productive as possible and likely to stay with their organization long
term. When implemented strategically, this process can help improve the
overall performance of the business and ensure that it remains competitive.
Other term
1. Career Resilience: extent to which people struggle with career barriers or
disruptions affecting their work
2. Career Insight: Extent to which people are realistic about themselves and
their careers.
3. Career identity: extent to which people define themselves by their work
QUESTIONS & ANSWERS
QUESTION & ANSWERS
1. Which of the following gives the basic attitudinal characteristic that
guide people throughout their career.
a. Career path
b. Career planning
c. Career anchors
d. Career goals
QUESTION & ANSWERS
2. A method of career pathing that contains both a vertical sequence of jobs
and a series of horizontal opportunities is called?
a. Lateral career path
b. Dual-career career path
c. Network career path
a. Spiral career path
QUESTION & ANSWERS
3.Arrange the following stages of career development model in correct order:?
a. Late stage
b. establishment
c. Mid career
d. Exploration
e. decline
QUESTION & ANSWERS
1. c
2.c
3.b
Thank You
