CAREER PLANNING

(How to build a long-term career plan, 2018)

CAREER     PLANNING IN AN ORGANIZATION

The process of choosing one's career goals and the route to achieving them is known as "career planning." The main goal of career planning is to help employees better align their personal objectives with the opportunities that are really accessible inside the company. Career programmers shouldn't just focus on prospects for professional advancement. Practically, it's possible that there aren't enough high-level jobs to give a lot of workers the opportunity to advance their careers. Therefore, career planning initiatives must identify and emphasize those fields that promote psychological achievement rather than vertical advancement.

Career planning is a constant process of growth rather than an event or end in itself.

human resources to achieve the best outcomes. The distinction between individual and organizational careers, however, must be made clear. If he has a choice, a person who is unable to implement his career plan within the company is likely to resign from his position. Therefore, organizations should support employees in career planning so that both parties may meet their needs.(Career Planning, 2010)

Career Planning vs. Human Resource Planning

The process of examining and estimating the need for and availability of people is known as human resource planning. The Personnel Department can compile a list of the abilities and potentials that are already within the company using human resource planning. Career planning helps identify workers who, based on their performance, could be trained for higher-level positions.

The availability of human resources for growth, expansion, and other purposes is vital information provided by human resource planning (expansion of facilities, construction of a new plant, opening a new branch, launching a new product, etc.). However, career planning simply shows us who might succeed in the event of any significant events, such as the retirement, death, or resignation of current employees.

Planning for human resources is part of the organization's broader strategic planning process. If career planning is not done correctly, there cannot be an efficient personnel strategy.(Career Planning, 2010)

Career Planning – Support, Goals, Reward the Performance, Placement, Career Paths, Continuous Tracking and Publicity

It is a proven truth that career plans have numerous advantages for both the company and the individual employee.(Career Planning: Meaning, Objectives, Need, Process, Benefits and Importance, 2020)

You could take the following actions to make it effective:

(i) Support – It should be supported by the top management;

(ii) Goals – Corporate goals must be clear in order to prepare the appropriate goals for HR;

(iii) Reward the Performance – Appropriate rewards for people who show their efficiency helps the employee to put his/her optimum efficiency at work;

(iv) Placement – Employees must be properly placed to use their talents;

(v) Career Paths – Career paths for different categories of employees must be laid down clearly;

(vi) Continuous Tracking – Continuous career planning, by accommodating the changing needs of the organisation and individuals, ensures proper career movement.

(vii) Publicity – Every individual employee should be aware of the career opportunities available within the organization.

References

01.How to build a long-term career plan (2018) Deccan Herald. Available at: https://www.deccanherald.com/supplements/dh-education/how-build-long-term-career-plan-673624.html (Accessed: November 14, 2022).

02.How to build a long-term career plan (2018) Deccan Herald. Available at: https://www.deccanherald.com/supplements/dh-education/how-build-long-term-career-plan-673624.html (Accessed: November 14, 2022).

03.Career Planning: Meaning, Objectives, Need, Process, Benefits and Importance (2020) PreserveArticles.com: Preserving Your Articles for Eternity. Available at: https://www.preservearticles.com/human-resource-management/career-planning/career-planning/31781 (Accessed: November 14, 2022).