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
Combinations of Career
Interests and Skills

High Explore Pursue

SKILLS

Avoid Develop
Low

Low High
INTERESTS
ISSUES IN CAREER PLANNING

 1. Dual career families

 2. Declining opportunities
 3. Career stages
 4. Restructuring
 5. Career plateaus
 6. 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