career planning ratan global business school

Human Resource Audit &

Human Resource Planning

Presentation On: Career Planning AuditDr B Ratan Reddy RGBS

Individual Career PlanningCareer Planning is now the primary

responsibility of individuals.

Individual Career Planning Process

Self-Assessment

Explore Information

Explore Opportunities

Make Decision

Action Plan

Audit Results


Self-AssessmentStep 1: Self- AssessmentProcess of gathering information about self in order to make an informed career decision

What are my motivating skills, interests & values?

What new learning do I want?

What work-life role do I want?

Which work environment am I most suited to?

Explore InformationStep 2: Explore InformationProcess of assessing the data gathered about self and exploring it with an open perspective

How do I consolidate my self-assessment information?

How do I use self-assessment data to develop options?

Are these options compatible with my lifestyle?

Do I have any barriers/constraints at this point?


Explore OpportunitiesStep 3: Explore OpportunitiesGathering career information which includes- employment outlook, salary, education, training & job duties

What work-life options are available to me?

Who can I ask for guidance?

How can I check my work-life options?


Make DecisionStep 4: Make DecisionProcess of decision-making for future career option

Has the technique been adopted by me for deciding on my career option a valid one?

Who will listen to me and assist me with my decision making ?


Action PlanStep 5: Action PlanDevelop the steps needed to take in order to reach your goals

Have I planned what I need to do now and later?

What support is available to me to assist me in making it happen?

How do I market myself?

What should I put in my resume?

Do my interviewing and negotiating skills need improving?


Audit ResultsStep 6: Audit ResultsBy working through the earlier steps develop a better understanding of ones career situation and audit the results

Have my expectations been met?

Are the results beneficial to me?

What can I do to retain the benefits

What have I learnt from the transition process?


Individual Career Planning

Organizational Career Planning

Your career is not a matter of chance- it is a matter of choice.

It is not to be waited for, but to be achieved.


Is the process of planning one’s work life and involves evaluating abilities and interests, considering alternative career opportunities, establishing career goals, and planning practical development activities.

“Organizations have their own vision and individuals their own aspirations. Alignment and congruence of both create a win-win situation and the lack of such alignment can create movement in haphazard directions leading to loss of productivity, morale, etc.”

Types Of Career Programmes

Career Pathing

Career Counseling

Human Resources Planning

Career Information System

Management Faculty Development Programme

Training

Special Programmes


What is the average length of time an employee stays with the organization? Does this vary by position type?

How much does the organization spend annually (in total and per employee) on employee career planning?

Is there a formal training program for managers conducting career planning? If so, please describe it.

How are managers and supervisors trained and prepared for their roles?


Recommendation For The Employer:

Provide employer with the tools & opportunities to enhance their skills.

Create an environment for continuous learning by supporting & rewarding employee development & learning.

Provide opportunities for self-assessment.

Provide opportunities for additional training, including orientation & training.

Have managers trained as coaches & mentors to assist employees.


Recommendation For The Employer:

Use reward systems that support the organization's career development strategy.

Make sure the career programmes are integrated with other human resource programmes.


Tips For The Employer:

Talk with your employee about his or her interests.

Share information about your plan for his career growth.

Point out your employee's skills and interests and how they relate to various careers.

Don't pressure your employee to make choices – give him time to explore where his capabilities lie.

Provide appropriate information. Don't try to steer your employee in the direction

you feel is right. Career choice is a personal decision.


Individual Career Planning


Enhanced Individual and Organizational Performance

Case: Innovative Career Plan at AT & T

A unique company initiative at AT &T is on internal labour pool of more than 600 contract workmen.

Termed Resource Link, about 300 contingent labour joined the contract pool as a “career move”.

Resource Link promised employees an opportunity to increase their skills knowledge, visibility and marketability.

On selection, they are offered permanent positions at Resource Link and retain same salary and benefits.

It is only their assignments that remain temporary.

Rather than being in a traditional job and career path, the Resource Link Associates move from project to project.


AT &T is reaping innumerable benefits and successfully been able to retain and develop talented employees.

The company is spending much less on severance payments and makes huge savings on fees payable to external agencies for hiring temporary employees.


Number one employer by choice.

Mantra-talent acquisition with respect to long term prospects of an employee’s career.

Source potential employee’s

Case: Innovative Career Plan at Motorola India

Informing employee’s of career opportunities throughout the corporation & encouraging qualified employees to seek the coveted positions.

Formula for success- 4E’s + 1E

( Envision, Energize, Execute, Edge + Ethics)

Return to India program


Career management –plan based on performance & potential.

Reward’s philosophy

Performance culture- “Pay for Performance” Philosophy

Training & development


HR Policies

Health Program: Preventive health subsidy Wellness & health services Provident fund plan

Recognition Programs: Lump sum award recognition


The executive career development programme of HSBC in India- four and half year period.

Training on various aspects of banking by projects.

The executive trainee development programme- intensive 7 week course at HSBC group training facility in U.K.

Case: Innovative Career Plan at HSBC

Training gives appreciation of HSBC’s organization’s, products & services.

Objective of programme- to provide a perfect blend of formal training & informal activities to equip them with the skills.


Then a 3 week regional training more specific to HSBC’s business & products in India.

The executive career development programme provides them with cross-functional exposure trough postings to a variety of job’s in personnel banking, credit, cash management .


Advantages Of Career Planning

For Individuals: Knowledge Of Various Career

Opportunities, his Priorities Etc.

Internal Promotion ,Up gradation And Transfers

Improves Employee Performance

For Organizations: Availability Of Human Resources

It Ensures That The People Belonging To Backward Communities Get Equal Opportunities For Growth And Development.

Enhances Cultural Diversity

Promote Organizational Goodwill

Advantages Of Career Planning

Results Of Career Planning

More realistic approach of what is expected of them

Supervisory roles in career counseling are clarified

Personal career planning ability is increased

Human Resource Systems are effectively utilized.

Thank You

career planning ratan global business school

Recruiting & HR