Career Planning

Career Planning

1. What is it?

   • process through which a person becomes aware of personal career, related attributes and lifelong series of activities that contrribute to his or her career fulfillment

2. WHy important?

   • It play a significant role in employee retention and reducing turnover of valued workers

3. Key Factors in Retention

   • Organizational culture that values and nurtures talented employees, fair processes in people decisions and managers who understand what motivates employees.

4. Vocational Preference test

   • suggest that a person's personality determines their ocupational orientations

5. Occupational Orientation theory

   • the theory that there are 6 basic personal orientations that determine the sorts of careers to which people are drawn
   • Types
     • Realistic Orientation
       • attracted to physical occupation requiring skill and strength
     • Investigative
       • careers involving in cognitive abilities (thinkingorganizing and understanding)
     • Social
       • Attracted to careers involved in interpersonal ( sales, ect)
     • Conventional
       • careers involving structure and rule regulated activities and where the employee should put the organizations need over theirs
     • Enterprising
       • Verbal activities aimed at influencing others ( lawyers, managers, lawyer, PR)
     • Artistic
       • careers involved in self expression, artistic creation, expression of emotion

6. Career Anchor

   • A concern or value a person will not give up if a choice has to be maid concerning their job
   • Types
     • Technical
       • People who have a strong functional career tend to avoid decisions that would drive them toward general management. Rather grow in their feild
     • Managerial Competance
       • These people want to become managers and their careers convinces them that they have the skill and values required to rise to general management positions
     • Creativity
       • People want to become entrapenurial where their product or company bears their name
     • AUtonomy
       • want to freelance or be one of their own
     • Security
       • Want a long career stability and job security, good benefits/ retirment programs
     • Service
       • want to do something meaningful
     • Pure Challenge
       • over coming impossible odds
     • Lifestyle
       • define their careers as part of their larger life

7. Succession Planning

   • A process through which senior-level and critical strategic job openings are planned for and eventually filled.
   • Steps
     • Establish strategic direction of organization, Identify core skills and competencies needed in critical jobs, Identify employees who have, or can acquire, the skills and provide developmental opportunities
   • Development ManagementTechniques
     • developmental job rotation coaching/understudy approach action learning outside seminars college/university-related programs in-house development centres behaviour modelling