22054173-career-planning-ppt-120620143221-phpapp02
TRANSCRIPT
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Career Planning
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Organization of talk.
What is career planning ?
Glimpse of career planning process
How important is career planning
Career planning done by : Individuals
Organizations
Guidelines
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What is career??
Job vs. Career JobWhat can I do now to make money?
Career Chosen Profession for yourlife. Requires a willingness to get the
training needed to build your skills forthe future.
A career is the work a person does.It is the sequence of jobs that anindividual has held throughout hisor her working life E.g. occupationof nursing.
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Career planning whats that??
Career planning
consists of
activities andactions that you
take to achieve
your individualcareer goals
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Deeper insight
It is the life- long process a person goes through to
learn about himself such as purpose,
personality
interests
skills
talents
Develop a self- concept, learn about careers, and
work situations
Make a career choice, while developing and coping
social skills
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Career planning : An ongoing process
Here You
Explore your interests andabilities
Strategically plan yourcareer goals
Create your future worksuccess by designing
learning and action plansto help you achieve yourgoals.
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Contd..
The major focus is matching personal goals and
opportunities that are realistically available.
Career planning is building bridges from ones
current job/career to next job/career.
Well-conceived career plan is flexible to
accommodate changing opportunities for
development
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How important is career planning?
People leave an organisation due to lack of careergrowth
Deeper focus on an employees aims and
aspirations Degree of clarity
Helps in identifying handicaps & the blind spotsto overcome
Significant motivator
Key retention tool
Critical human resource strategy
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Contd
High-level vision and goals of company are
clearly made known to employees
Growth of an organisation is intrinsically linked
with the growth of an individual
Matching organization vision & employees
aspirations is must
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The top management
view it as a
tool for
succession planning
The manager
sees career
planning
as a retention
Andmotivational
tool
A typical
Employee
views a career
planning
Programme
as a path toupward
mobility
Win-Win situation
for all
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Whose responsible for planning ones career??
Individual Organization
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Self Assessment
Academic/ Career
options
Relevant /Practical
Experience
Job SearchIndividual career
planning process
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1. Self- Assessment
Aware of the interrelationshipbetween self and occupationalchoice
Start by:
Learning interests, abilities, skills,and work values
Listing accomplishments
Understanding physical andpsychological needs
Assessing aspirations andmotivation level
Deciphering personal traits andcharacteristics
Personality
Interests Abilities
Values
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1. Self- Assessment
Competency Areas
Gain self-awareness
Improve self-confidence
Understand time and stress
management
Develop
personal/professionalmanagement skills
Strategies For Gaining
Competencies
Take exploratory classes
Identify personality style
Identify work values
Demonstrate skills in
overcoming self-defeatingbehaviors
Identify symptoms of stress
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2. Academic / Career options
Investigate the world of work in greaterdepth, narrow a general occupationaldirection into a specific one
Start by:
Learning academic and career entrancerequirements
Learning related majors and careers toone's interests
Investigating education and trainingrequired
Learning skills and experience required
Planning academic and career alternatives
Learning job market trends
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2. Academic /
Career options
Competency Areas
Gain research and investigative
skills
Practice decision-making,problem solving and criticalthinking skills
Increase understanding of howabilities, interests, and valuesmatch career/academicrequirements
Strategies For GainingCompetencies
Read occupational resources
Get assistance from a counselor
Talk to people who work in yourareas of interest
Attend Job/Career Fairs and/orCareer Panels
transferable skills should be be
gained
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3. Relevant / Practical experience
Gain practical experience through internships,
cooperative education etc..
Start by:
Testing new skills and try diverse experiences Deciding the type of organization in which to
volunteer or work
Assessing likes and dislikes of work values, skills,
work environments, Assessing if additional/different coursework or skills
are needed for your targeted career goals
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3. Relevant / Practical experience
Competency Areas
Gain an appreciation for workingwith individuals from diversecultures
Understand and practice ethicalbehavior
Gain supervisory/leadership/
teamwork skills
Enhance self-management skills
Obtain work related, transferableskills
Develop conflict resolution skills
Strategies For GainingCompetencies
Attend relevant conferences andseminars
Become familiar with worksettings and job descriptions
Practice making decisions bysupervising a group of people
Talk to alumnus/a about your
career goals Work part-time or during summer
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4. Job Search
Start by:
Learning how to prepare resume and cover letters, and
complete employment applications
Learning and implementing job search strategies Learning and practicing interviewing skills
Narrow your choices
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4. Job Search
Competency Areas
Ability correspondent in acoherent, professional manner
Communicate verbally in a clear,concise manner
Effectively use networking,problem-solving, and decisionmaking to reach career goals
Develop budgeting skills inrelation to the job search, travel,and relocation
Strategies For GainingCompetencies
Register with Career Planning &Placement Services
Review resume with a careercounselor
Receive referrals
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Direction
Career Time
Transitions
Career planning options
Projected Outcome
Organizational career planning process
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Organizational career planning process
1. Direction Assessing employee wants and organizational needs
common goal setting
2. Career time
Relates to distance & speed of an employee
How far & how fast can employee move on career path??
3. Transition
Relates to changes expected to a career goal
Analyzing transition factors
Setting goals and a timetable
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Contd
4. Career planning options
Advancement.
Lateral
Change to Lower Grade
Mobility.
Job Enrichment
Exploratory Research5. Projected Outcome
Calculate the risks attached
How well will it pay off?
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Some important guidelines
Employees
Discuss any concerns regarding career or professional
development with supervisor
Its your career, take all necessary initiative
Supervisors/ Managers
Make career planning an ongoing process
Explain employees importance of growth, need for change
Personal commitment
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Contd
Acquire skills to be a good developer
Give essential feedback to employees
Provide a work environment that is conducive
Supportive and motivational atmosphere
Organizational
Existence of supportive organizational structuresuitable to employees needs
Provide resources dollars and time
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Career Planning is NOT Leaving the decision to chance
Getting information and never deciding
Going along with someone elses plans
Its OUR future. WE need to make
our career decision!!Visit
hrmba.blogspot.com
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