Suspense Regards Career Planning

by Sunanda K. Chavan on Tuesday 18 January 2011, 11:24 AM | Category: Human Resources| View: 1009 views
 
 
Advertisements
 

Suspense Regards Career Planning 

 Career planning is estimating, predicting and calculating all the steps necessary to achieving your goals.  In the process, you are always making choices.  When you choose one alternative over another, this is called an opportunity cost.  An opportunity cost is the cost of passing up your next best choice when making a decision.  In career planning, we need to always be mindful of our opportunity costs and take into consideration all that will come our way.  Those who have successful careers understand how the game of work is played.  As you can see career planning is more than just looking at jobs and positions and working hard.

 

The career planning process can be divided into six steps:

Self-Assessment

Career Exploration

Targeting

Career Preparation

Marketing Yourself

Career Management              

                            

 Goal seeking is growth building.  Goal planning is life planning.  As you define your goal, it will define you.                  

 Life presents us with unexpected events all the time.  So when we set out a goal we must understand that there may be many roadblocks to reaching a goal.

 People's career aspirations can be categorized into limited number of types. The following are five examples of career aspirations:

Traditional career success: People who are motivated and inspired to advance their professional skills for achieving a progress in the organization's hierarchy level. People who seek a position that has a potential to establish status, responsibility, higher salary and authority

Security: People who seek a solid job that represent stability and predictability. Person who prefers to work at workplaces that offer a long term secured position over advancement.

Expertise: People who seek positions that offer technical/professional enhancement and technological interest. They would like to become experts in their professional area. 

Person who seek individualism. He wants to get autonomy for his thoughts and activities. People who are motivated by values such as freedom and independence

People who consider their job/career equal or lower as compared to other non-work values and interests such as family, religion and personal issues. They prefer jobs that respect their interests on their personal life.

 

Less job security: Gone is the era of high job security, with the same employer for life, where good employees automatically move up well-defined career ladders. Even in the federal sector, in response to increased pressures to reduce costs, solutions like restructuring, down-sizing and automation will continue to eliminate some jobs and drastically alter others. Workers will, of necessity, need to be more mobile in finding the right job--and employer.

 

 

Technical knowledge and skills obsolescence: Rapid advancements in technology and state-of-the-art knowledge requires employees to upgrade their skills and "re-tool" themselves just to remain current with their job requirements. For example, in high-tech organizations, some skills have a half-life of 18 months. Also, missions and projects end and new ones start up, often requiring new or different technical skills or expertise from the workforce.

FOR  INDIVIDUALS

 

Knowledge of  various career opportunities / individual priorities.

Internal promotuions, Up gradation  and  transfers

Improves  employees  performance

career  growth  as  professionals

professional  growth opportunities

opportunities  for learning

rewards  for  achievements

-performance  oriented working

 

FOR ORGANIZATIONS

-attracting and  retaining  talent

-Availability  of  human  resources

-It ensures  that  people get  equal opportunities  for  growth and  development.

-Enhances  cultural diversity

-Promote organizational goodwill

-roles   are  clarified  in career  counseling .

-more realistic approach of  what  is expected of  them.

-personal  career  planning ability  is increased

-human resource  systems  are  effectively  utilized

 

To succeed

To function effectively

Have added resources

Sharpen the competencies

Building skills

Adopting contemporary management system

Skills and competency based career can motivate and develop the potential development.

It reduces the stress of catching up with higher designations and provides opportunity to all

It enhances the internal communication.

Individuals can facilitate their career by assessing their skills and roles.

Competency based career planning helps to meet organizational goals, as it prepares the HR needed.

It nurtures future executives and manager

It encourages skills acquisition and leads to better retention.

Preservation/enhancement of external and internal corporate reputation

Promoted culture of employee responsibility/ownership of ones own Career Management

Promoted healthy/appropriate internal movement

Provided tools and resources to redeployed employees which enhance his/her ability to achieve an appropriate job-match(skill, competency, interest, style)

Dramatically reduces severance payments due to successful internal placement

Elimination of outplacement/transition fees as a result of successful redeployment

Reduced staffing (cost per hire) costs due to redeploying existing human resources

Diminished re-training dollars by redeploying internal talent fully versed in your culture and protocols

Helps  in  Developing curriculum for new training to advance in a career field;

Helps  in  Creating new job classifications that can provide additional “steps up” in a field;

Helps  in  Training workers to start Being more productive.

Helps  in  Working with employers to articulate paths or skill standards for advancement where

none existed previously;

Helps  in  Upgrading skills for low-skill workers;

Helps  in  Providing technical assistance to employers to demonstrate how to implement career

pathways;

Helps  in  Creating new strategies for credentialing workers;

Helps  in  Building education and training benefits packages where they don't already exist;

Helps  in  Investing in career counseling and mentoring programs for low-wage workers.

 

DEMERITS  OF  Career  Planning  &  Development  Programs.

THERE  ARE  NO  SPECIFIC  DEMERIT  POINTS.

THE  DEMERITS  COMES  FROM 

''HOW  CAREER  PLANNING  IS  HANDLED  BY THE  ORGANIZATION

AND  THE  INDIVIDUALS.

INDIVIDUALS

individuals'   short  comings.

individuals'  lack of  initiatives.

individuals'   lack of  efforts.

ORGANIZATION

poor  management  support.

lack  of   sufficient  resources.

biased  approach  in  appointments.

Advertisements
Print-Friendly Version Email to a Friend
 
Related to Suspense Regards Career Planning
 
 
 
 
 
 
STATS
 
Total articles: 7745
    Total Categories: 22
    Updated in Last Week: 0
LOGIN
 
   Login Id
   Password
  Forgot Password?
    
   
SEARCH ARTICLE
 
  Enter Keywords
 
CATEGORIES
 
    Banking and Finance
    Campus Articles
    Economy
INVITE FRIENDS
 
Invite your Friends, your Colleagues, your Group Members, your Seniors, your Team mates...and others.
 
 
Advertisements


 
spacer gif
Management Paradise
spacer gif
arrow gif About Us
Press
Jobs
MBA Projects
Kartik Raichura
spacer gif
spacer gif
spacer gif
Legal
spacer gif
spacer gif Terms & Conditions
spacer gif Privacy Policy
spacer gif Disclaimer
spacer gif Copyrights
spacer gif Contact Us
spacer gif
spacer gif
spacer gif
Help
spacer gif
spacer gif Zeitgeist
Support
FAQs
Tour
Feedback
Our Network

MBA B School Blog

MBA Buy Entrance Exam Forms

MBA BMS Blog

MBA MBA Blog

MBA BMM Network

Follow
       
   

 

Copyright 2004 - 2019 Management Paradise.