8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 1/10

Session seven

Career planning

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 2/10

Career Planning

• To prepare for career opportunities,successful employees develop careerplans!

• Career planning basically meansmanagement of a career through carefulplanning!

• HRD see career planning as away to

meet internal staffing needs• Career planning activities improve thevalue of human resources and a pool ofincreasingly more qualified people iscreated in an organisation.

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 3/10

Perceptions and wants of employeesregarding career planning:

• Career equity – fair treatment/access to opportunities• Supervisory concern- employees want supervisors to

play an active role• Awareness of opportunities – employees want to

informed about available opportunities• Employee interests- each employee has different

interests and goals• Career satisfaction – different employees are satisfied

differently• In general, what employees expect from career

programmes vary according to age, sex, occupation,educational level and other variables!!

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 4/10

HRD and career planning:Benefits of career planning to HRD

• Develops promotable employees• Lowers turnover

• Taps employee potential• Furthers growth• Reduces hoarding (career planning causes employees and

managers to become aware of available skills)

• Satisfies employee needs• Assists employment equity plans

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 5/10

HRD encourage career planning in threeways:

One: Career education• Increasing employee awareness and

education about career developmentopportunities – through such activitiesas workshops and seminars

• In the workshops, employees can setcareer goals, identify career paths anduncover specific career development

activities.

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 6/10

Encouraging career planning

Two: Career planning information• Employees need access to such information as

future human resource plans/future job openings

• When different jobs require similar skills, theyform job families – compensation could differ withone job paying as much as twice others in thesame job family. Some employees may need

just little additional training to advance topositions that are better for them!!

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 7/10

Encouraging career planning

Three :Career conselling A career counsellor with the individual’s

interests and specific job relatedinformation helps the employee to makechoices

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 8/10

Individual career development

A personal commitment results into the followingactions:

• Good job performance- first step in career

development• Exposure- Being known — and held in highregards

• Resignations – aiming at a promotion/pay raise/

new experience in a new job!• Organisational loyalty – career long dedication

to same organisation may open doors• Mentors, sponsors and coaches -

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 9/10

HR- Supported career development

Individual efforts towards career planning need tobe supplemented by the organisations trainingand development programmes

• Top management should support the HRM

career development activities• Discuss career development efforts duringperformance appraisal activities

• Succession planning – Through T&D and career

planning activities, an organisation should haveemployees ready to take over higher positionswhen the current leaders die/resign etc

8/12/2019 Session Seven for human resoucre

http://slidepdf.com/reader/full/session-seven-for-human-resoucre 10/10

PERFORMANCE MANAGEMENT

• Performance management(PM), as opposed toperformance appraisal (PA), focuses on the entireorganisations’ performance. It considers many variablessome of which are: PA, corporate culture, organisational

bench marks, human capital, systems and processes,current policies, programme directions, asking forstakeholder’s input etc!

• Simply put, performance management includes activitiesto ensure that goals are consistently being met in aneffective and efficient manner.

• The ideal PM should be practical (simple to use, simpleto understand, and simple to apply)