1. CAREER PLANNING

2. Team Members
Bhavna Dhapola 10
Anushri Parkar 33
Kilpa Sangoi 46
Jean Fernandes 12
Adelbert Fernandes 11

3. Introduction
 Career: Herbert Simon defines career as
“an honourable occupation with one
normally takes up during his/her youth
with the expectation of advancement and
pursues it until retirement
 Career planning and development is a
means by which an organisation can
sustain or increase its employees
productivity and at the same time
preparing them for a changing world.
According to Milkovich and Boudreau
Career development = Career management + Career planning

4. Objective of career planning
 Identifying and making clear opportunities
available.
 To reduce employee turnover.
 To Increase productivity.
 To identify the career stages and enhance
the motivational level.
 To achieve the organisation’s goal by
providing the employees paths to reach
higher order needs.

5. Career Planning Flow & Stages
Career Planning Career Goals
Career Paths
Career
Feed Back
Career stages and Important needs
Needs Safety, Safety, Achievement Esteem Self
Security Security esteem, actualization actualization
Physiological autonomy
Age 20 25 30 45 55 65
Career
Stages Exploration Establishment Advancement Maintenance Retirement

6. Scope Of Career Planning
 Human Resource forecasting and planning
 Career Information
 Career Counseling
 Career Pathing
 Skill Assessment training
 Succession Planning

7. Types of Career Test
 Career Interest Test
 Personality Test
 Skill Test

8. CAREER ANCHORS
 Technical Competence
 Managerial competence
 Stability and Security
 Creativity and Challenge
 Freedom and Autonomy
 Dedication to a cause
 Lifestyle

9. Why a career plan could fail !
 Efforts are insincere
 Look for immediate benefits
 Lack of interaction with hired agencies
 Impracticability in introduction
 No system to evaluate
 Bureaucratic model of organization

10. Importance of career planning
 Involvement of the employer and
employee
 Employees need to be aware of the
organizational opportunities.

11. Case Study – Colgate Palmolive
 Employees fill the IDP Form
 The form is sent to the managers
 Employees and managers discuss
 Employees interests
 Strengths
 Trainings
 HR arrange for the training

14. Cadbury – Case study
 Early Career
 Mid Career
 Senior career

15. Early Career
 First 5 years of employment
 Management skills training
 Internal- short term placements
 Workshops
 Mentoring
Aim – Understanding of Business structure.

16. Mid Career
 Team Management trainings
 Strategic leadership trainings
 International opportunities
 Ongoing career dialogues
Aim – Equip with capability to lead teams,
develop and deliver business stratergies

17. Senior Level
 Highest level
 Approximately 150 members globally
 Global leadership conference
 Executive development programme
 External expert coaching
Aim – Support personal leadership styles to
set business stratergies.

18. Steps in Career planning
(Employee perspective)
 Make Career Planning an Annual
Event
 Map Your Path Since Last Career
Planning
 Reflect on Your Likes and Dislikes,
Needs and Wants
 Examine Your Pastimes and Hobbies

19.  Look Beyond Your Current Job for
Transferable Skills
 Review Career and Job Trends
 Set Career and Job Goals
 Explore New Education/Training
Opportunities
 Research Further Career/Job
Advancement Opportunities

20. Thank You