ORGANIZATIONAL RESPONSIBILITY TOWARDS CAREER PLANNING
ORGANIZATIONAL RESPONSIBILITY TOWARDS CAREER PLANNING
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Home Page > Business > Human Resources > ORGANIZATIONAL RESPONSIBILITY TOWARDS CAREER PLANNING
ORGANIZATIONAL RESPONSIBILITY TOWARDS CAREER PLANNING
Posted: Oct 01, 2009 |Comments: 0
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ORGANIZATIONAL RESPONSIBILITY TOWARDS CAREER PLANNING
By: S.Saravanakumar
About the Author
(ArticlesBase SC #1289106)
Article Source: http://www.articlesbase.com/ – ORGANIZATIONAL RESPONSIBILITY TOWARDS CAREER PLANNING
Objectives of Career Planning
Offering career rather than job is the first and foremost objective of an organization
Effective utilization of human resources leads to produce greater profitability
Reducing employee job rotation and enhancing retention.
To ensure high Morale building
To provide opportunities to the executives to fulfill their career aspirations
Styles of Career Planning
The first important thing in career planning is the presentation of personal summary. Here the employees should put some questions to oneself like attitudes towards work, nature, confidence, initiative, future expectations etc. The answer to these and similar other questions will help in shaping the direction of career. While formulating one’s profile or summary both personal and professional competencies required. In order to attain their career plan successfully, there should be short term action plans required. An ideal career planning requires a systematic analysis of the environment for opportunities. The strength and weakness of a person should be matched with job requirements and environment opportunities. Different skill set is required for different jobs. The career plans are developed in the environment of uncertainty. Hence emergency plans are advisable for facing unforeseen situations. As a final point monitoring work is essential to have successful career plan. Usually the monitoring should be done at the time of performance appraisal compared with the benchmark level.
Fundamentals of Sound Career Planning
At earliest gathering of upto date job fine points and vacancy positions will give complete information regarding career planning. The collection work should contain details about annual employee intake, annual job turnover, monetary emoluments, retirement solutions, duties and responsibilities, personal growth path and future prospects about the industry. Secondly, the preparation of job fine points includes the information about the currently employed manpower resources, their academic qualifications, training, and experience of various positions and the performance appraisal.
Thirdly, while allocating jobs to the employees, management should take into consideration their personal interests, goals, needs aspiration and capabilities. If management failed to do this, the employees are not associated with their jobs, also they will not display their real worth and the management cannot avail full utilization of resources. Thus the management should provide a flexible organizational structure which will match the career paths wit the individual interests. At the same time, the individual employee in assigned a specific career path, he will be allowed to continue unless it is felt that the particular path does not suit the employee or that he will do better in another career path.
Fourthly, a very important segment of career management programme is the management development and introduction of development techniques which help in effective implementation of this programme. For developing skills of employee, lot of technique can be used. But the most important and commonly used techniques are training; this will enhance skills and knowledge, dignity and confidence, morale and attitude. Finally, implementing career planning system, it will be effective only if the individual organization is honest and informative about each other. Career planning system can generate date f great use in manpower planning process.
Benefits of career planning
It helps the employees to discover his talents, intellectual capacity, personality, leadership power, interpersonal skills, group behavior etc.
It reduces the employee job rotation.
It creates high employee morale in works place.
Conclusion
Career planning of employee is new concept now using in the industrial world. Labor is the more important factors of production. We can show improvement in other factors of production by means of increasing the availability of land, mobilizing additional capital. But the same concept is not followed for attraction and retention of employee. If the working atmosphere & infrastructure facility are not adequate, cumbersome, irritating in nature, they immediately quit their presence. Hence it is the right time to pay much attention towards the employee career planning.
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