Career Planning in Human Resource Management

life story Planning in Human Resource ManagementUntill recently talents or employees fuck associate an mold-up with the expectation of staying there for their entire c beer, now life dour life storys be a thing of the past. Employees wishing worldly experience and intellect still believe that they ar immune to the ongoing reductions because they argon doing a good meet and adding value to the system of rules. However rapid technological change, change magnitude completion, relentless restructuring and d throwsizing mean that high surgical operation no long-acting protects the employees form the termination or dismissal. People increasingly go out ap reboot movement from one opportunity to an different opportunity without regard to the traditional melodic line boundaries.Realistic life intend forces employees to foresee problems and opportunity and to be proactive. passage provision and maturement involves two answer of line of pass onment planning and mo ve trouble. Career management is integral to Human Resources planning. But Human Resources planning and life history management do not exist or are not integrated in around organization.Career planning and schooling should be seen as a fulfil that aligns the skills and interets of the employees with the want of the organization. This means that go mustiness be strategic bothy managed so the skills that are look ated by the organization strategic trade objectives are understood and a workforce with a matching profile of skills is developed. Career planning and increment play an beta share in ensuring that the organization has a knowledgeable workforce together with a competitive advantage.Human Resources planning and life planning and cultureThe grievous reasons why governance and employees are paying more forethought to move planning is because there are EEO legislation and AA pressures,employees educational direct and aspirations are rising, employees are more concern about their quality of life, employees are transiting from vertical careers to lateral careers and a worldwide talent war is created by the haplessage of skilled workers.Components of Career planning http//www.docstoc.com/docs/8714685/Career-Planning-1The Goal Matching case-by-case and Organization needA career development program should be viewed as a dynamic process that matches the un neutralizeably of the needs of the orgazation with needs of employees.Employees responsibilityEach and every employee should be concerned about his her confess career planning and development, but many employees ignore this , preferring it to leave it to the ecesis.By adopting much(prenominal) a passive stance employees give up their future career by limiting their future employability.This reduces the employees chances of achieving their career goals.Therefore employees has to take initiate in finding much(prenominal) oppurtunities and ways for career planning and development.Thou gh some of the composition provide in house traning and develop, this is often provided for the purpose of the arrangings needs and not for the needs of the soul employees.Individula career planning menas that employee him/herself should find his/her declare vocational interests,weakness present skills, ability levels and finally the career goal.The Organizational role http//www.authorstream.com/Presentation/shengvn-65920-session-8-career-development-education-pptVERY IMPORTANTEffective and proactive HR gutter impart recognize the importance of the career planning and development and testament satisfy the organizational and employees needs.If the HR subdivision is fully awrae of the organisation HR needs,career chances and traning and development oppurtunities than the HR department is well limitd to promote career planning amoung employeesORGANIZATIONS NEEDSStrategic OperationalCurrent competencies Employee turnover futurity competencies AbsenteeismMarket changes Talent po olMergers, and so onOutsourcingJoint ventures ProductivityInnovation processDownsizingRestructuringINDIVIDUAL NEEDSPersonal ProfessionalAge/ makeCareer stageFamily concernsEducation and trainingSpouse employment progress aspirationsMobility public presentationOutside interestPotentialCurrent career pathCAREER MANAGEMENTWhat is career development?Career development is which an individual takes individual(prenominal) improvements which he/she undertakes to achieve a personal career plan.Career development is also beta for the organisation to create and maintain a continuos look atedness environment.Factors in career developmentFor a lucky career development and growth include the following important factors.Exposure if the employee wants to succed, the employee has to become cognise to the top or the older management.Employees muckle be known to the senior management through performing superior work performance, giving presentations, makeup writing, taking initiate in and involveing organizations special events in organisng and arranging them in addition severally involveling friendship training and development programmes and social events.Performance Employees who perform the hypothesise up to the management expectation will be well recognized by the department heads and the senior management, but employees who performa severely will also be rescognised but for the career development oppurtunities are less likely to be offred to them.Qualification Strong correlation exsists among graduate earnings and the experience and the konledge that they mother.Employer reputation Some organisation bring forth an strong reputation that is well known around the globe as breeding ground for high potential employees.Therefore employees getting a work in these companies will be an important factor for a victoryful career and for a long term employability.Mentor Successful coachs will control a mentor or a sponsor who helps advance their career by offeri ng advice, providing instructions and opening career oppurtunities.Benefits of MenotoringMentoring provides the expression for the groeth and development of all employees within an organisation.Mentoring plays an important role in incite the employees and improves the employees job satisfaction.Mentoring also helps to impress the corporate values of the organisation.Mentoring also helps to avoid discrimination over women by helping them to overcome the gender related barriers to advancement.Helps companies and organisation to encourage and capitalize on diversity by identifying talents.Women some quantifys find them excluded from mentoring, this is because mentoring is repetadly or frequently based on personal relationships that is built outside the working hours.Development Rapid expansion of skills and knowledge makes the employee more valuable, where the employee will be more attracted and appreciated by the management.Language skills The internationalisation of business and the development of global business, business organisations seeks employees that not only let out English fluently but cleverness in a foster language, and the more languge the employee know the more the better.Networking It is extremely important for the employee to maintain or build a network of contacts with the people who are likely to be useful for the his/her career devellopement.Goal setting A succeseeful career planners are extremely self motivated.The have pre identified what goels they need to achieve and what they have to do to r separately and achieve it.Computer skills Computer literacy is an important skill, having that farther some better than other l is a competitive advantage amoung other employees.Intodays world high skilled employees must be technology capable.Fainacial planning skills To savvy employees understand that there is no life long employement gurantees.Apperance Apperaence plays an important role in compensation and career success.Factors involved in career development systemNeedsIn this step it defines the present system.It involves conducting a needs assessment as in a training programmes. It estabilhes roles and responsibilities of all employees and the organization.By identifying the needs it helps to establish, the target groups,mission or philosophy of the programe,cultural parameters, determine organisation nakedness and committal and support for the career development.VisionThe career system need to have a relation with the interjection. The vision creates a longterm philosophy.De chump intervention for the organization, its employees and managers.Organize and make nessecary career information that is required to support the programme. wee the objectives of the programme.Action planTo achieve the vision an action plan must be developed.And also the top management support is nessecarily important.Create a survey programmeEstablish a consultancy or consultatory group.Asses resources and competencies.Involving the adviso ry group in the programme design, implementation, and for the evaluation and monitoring.ResultsIdentifying Career Opportunities and RequirementsBegin with competency analysisIt is important for any organisation to learn its jobs carefully in order to identify and assign weights to the knowledge and skills each one requires.This can be achived with job analysis and evaluation systems such as those employ in compensation programs.The system used at sears measures cardinal basic competencies for each job, such as the know-how, problem solving and duty.Know how is divided in to three respective categories of knowledge technical, managerial and human relations.Problem solving and accountability also have different parts of dimensions.The scores of each of the higher up competencies are assigned to each job and total value is accumulated for each job.Identifying Job ProgressionsOnce the skill demands of jobs are identified and weighted jibe to their improvement , it than possible t o to plan job progressions. Employees without any experience ( saucy employees) will typicall assign a starting job. When the employee get experience from the flowing job, than the new employee can be promoted to a post that requires more knowledge and skill. most organization concentrate on developing job progression for managerial, overlord and technical jobs.But these organizations also can develop job progression to types of jobs.When job progressions are develop it serve as a baisi for developing the career paths of the individual employees. Organisation can also make informative and magnetic brouchers providing information in regarding the career paths that are available in the organisation for the employees.Recognize separate of possibilitiesCareer development and planning systems were once primaly pore on promotions and advancement. However in todyas ever changing business ennviroment and the pet o organizations and employees career development can occur in some(preno minal) different ways, which includes transfer to a from one place to another, demotion due to lack of competence and experience and job promotion to a better spatial relation or to a senior position within the organization. To provide the above possibilities HR policies have to be flexible enough to adapt and instinctive to help to support the career change.PromotionPromotion is the change from the stream position to a position that is high level within the organisation assigned with more responsibilities. The position that was promoted provides the employee lots of benefits based on the responsibilities it increases the pay, RR etc.The three principal criteria for determimg promotions are merit, seniority and potential.TransferA transfer is the spatial relation of an employement of an employee in another job for which the duties,responsibilities, status and renumerations are approximately competent to those of the previous job.A transfer can provide an individual to prepre for an eventual promotion.Trasfers make the path way for the employees to aquire more knowledge by tranfering from one organisation to another, to a different group, transferring to aboard or work shift.A transfer can also be a demotion, which the employee moves to a low level postion from the on-going position that can provide development oppurtunities. move ServicesRelocation services include a range of internal business process that the HR department engage to transfer the employee, employees famility or the entire department to new work location.Relocation also include help in moving, marketing a home, learning a new culture etc.OutplacementOutplacement is type rede that is given help the employees that are terminated to locate or find a new career.The consultation provided by the consultant turn but it includes, career evaluation, termination procedures , phycological appraisals, interview traning preparing resumes, certain techniques to search for jobs etc.Dual CareersAs more women are entering the workforce HR managers has to develop specific policies and programmes for accomodationg the dual career aspirations of employees and their spouces.HR mangers has to particularly pay heed to the implications of an employed spouse when providing career counseling to an employee.Dual career couples need to be flexible , to be mutually committed to both careers to adopt head mechanisums to develop the skills of career planning.Therefore inturn organisation can provide flexible work schedules, effective career management, counseling, child care support etc.Career plateauCareer plateau menas that high points in ones career where the luck and the motivation is minimal.When this happens the employees finds it ambitious or trapped which it unables to achieve further advancement.If an employee is avoide plateauing it is difficult for the employee to get adapated and develop in the cheek of change or transition.Intodays business environment employees are now reaching pletaues earlier than before, it is extremely important for the organizations and individuals today to prepare to cope with the phenomenon successfully.and most importantly when there is sign of impending plateuea are observed. Significant decline in the competiveness is less if the organisation accept responsibility for employee development and if the employees are willing to invest time for their development.Work family conflictWork family conflict is commonly exsisting isn dual-income family and single parent family.People today are facing problem in identifying the deffrence or what is meant bu success and how to balance work and family.Specially for women it is difficult to balance the work and family responsibilities because the job demand competes with the traditional family demand being the mother, wife etc.Other than women, men also face the same problem if they place the family first, therefore they have to face lots of problem with their co-workers and with the company. http//www.scribd.com/doc/18002097/Career-Planning-and-DevelopmentWhat is career management?Career management is the process of designing and implementing goals, plans and strategies to enable the organization to fulfill the employee needs which this allows the individual employees to achieve their career goals. It is also the process whereby the employee indentify their own interest values and their own weakness and strengths And also the individuals establish action plans to achieve their career goals. .In todays global world each and every organization felt the need of career planning and development. The reason why career management is important because if the organization fails to motivate their employees to plan their career, the organization will face the following issues, such as loss or shortage of employees to fill the vacant positions, commitment by the employees become lower and high training cost.The career management process includesSelf assesement employees determine t he values, interests,aptitudes and dehaviroual tendencies.The self assessment is uaully involves phsycological tests.Reality witness Using the available information employees identify how the organisation or the company evaluate their skills and knowledge and where they fit in the companys plan.Goal setting in this process employees establish and develope longterm and short term onjectives.Action plan later on the individual establish his/her goal, the individual developes an actional plan determimg how they will achieve their short and long term career goals.Employee role in career mangementThe employees individually has to initiative to ask for feedback from managers and peers in regarding their skill in the work place and their strengths and weaknesses. This will help the individual employees to further improve their performance where improvements is needed.The employees have to seek challenges by gaining exposure to a range of learning opportunities.The employee has to act wi th employees from different work groups and organizations inside and outside the company environment.The employees has to create visibility through good performance skillsHR managers role in career managementThe HR manager to provide relevant information to the employees in regarding the training and development opportunities that are available in the organization.The HR manager has to help the employees for to search for jobs.The HR manger is responsible to provide counseling services to the employees who have career related problems.Organization role in Career mangementOraganizations or companies are responsible to provide nessecary resources needed by the employees for their career planning.Career planning workshopsWorkshops offer interchangeable experiences that are provided in the workbooks.Comparing to workbooks, workshop has several advantages to employees, such as the employees has the chance to dicuss their ideas, concerns, attitudes and plans with others in similar situat ions.Diffrent workshops has different focus. Some workshops focus on the employees current job performance and development plans.And some focus on broader life and career plans and values.Career workshops assit the employees to learn how to make decisions, find career planning information, set career goals and bbuild authorisation and self esteem within the employees.Career planning workbooksThese workbooks are on the watch by the organization to guide their employees through systematic self estemm of values,abilities, personal development plans and interests.Career cousellingCareer counseling is usually done by HR department. Career counseling involves talking with employees with their personal interests and goals, about their current job activities, their personal skills and career development objectives.In some organization career conselling is done annually and partially.Career counseling is usuallyvoluntary.