HUMAN RESOURCE MANAGEMENT V S P RAO EXCEL BOOKS

1. CAREER AND SUCCESSION PLANNING Chapter EXCEL BOOKS 11-1 11

2. ANNOTATED OUTLINE 11-2 The concept of career A career comprises of a series of work related activities, that offer continuity, order and meaning to a person’s life. The underlying idea behind a career is that a person can shape his destiny through a number of well planned and well timed, positive steps. The success of one’s career, therefore, depends on the individual more than anything else. Career And Succession Planning

4. 11-4 Career stages A career includes many positions, stages and transitions just as a person’s life does. Career And Succession Planning

13. 11-13 Career Development Career And Succession Planning Career development consists of the personal actions one undertakes to achieve a career plan. The actions for career development may be initiated by the individual himself or by the organisation Individual career development: Some of the important steps that could help employees achieve their career goals could be listed thus;

17. 11-17 Career self assessment instrument Career And Succession Planning

18. 11-18 Career And Succession Planning Career self assessment instrument

21. 11-21 Career And Succession Planning Career Development Strategies Of Indian Companies Career development strategies followed by three Indian companies At the organisation level, let us examine the career development strategies adopted by three leading companies in India. Ernst & Young (India) The global consulting firm uses the same career development methodology in India that it uses elsewhere. Primarily, it seeks to align individual aspirations with organisational, business and functional goals, using the formal assessment system to check for skill gaps and career potential. While designing training tools, things that are given serious attention are past performance, future potential, the individual skill sets and competencies of each manager, and the need of the company. However, the firm often takes the assistance of professional trainers brought in from E&Y offices worldwide, or relevant institutions to design specific training programmes for different categories and levels of managers. Cont…

22. 11-22 Hyundai Motor (India) Most executives working for this South Korean car-maker, which started operations in India relatively recently, are middle-level recruits from different industries who have been chosen on the basis of their track record—a factor whose influence pervades the company’s career development system. The company aims to convert these managers into ‘achievers’ for Hyundai, with attributes like mental toughness, professional competence, and an ambition to advance. The HR department devises interventions keeping these goals in mind. The HR functionaries are expected to look at the development process holistically. The company also conducts a three-day process lab where the system is discussed using case studies. Seagram (India) The Canadian liquor major has a career development system that hinges on speedy induction. Among the inputs given during the induction programme, fitting in with the organisational culture is critical. The aim is to enable the new entrant to hit the ground running in terms of performance. The programmes also includes sessions on the history of the organisation, product portfolio, and operations. The programme includes visits to markets and bottling units and sessions with each functional head. Career And Succession Planning Career development strategies followed by three Indian companies

23. Career Management 11-23 Career management includes both organisational actions and individual efforts aimed at setting career goals, formulating and implementing strategies and monitoring the results. The career management model Career And Succession Planning

24. 11-24 Career And Succession Planning Advantages And Limitations Of Career Planning Career planning offers significant benefits to both the individual and the organisation. The employee has advance knowledge of available career opportunities. He or she can set appropriate career goals and plan to achieve them over a period of time. Organisations, too, can separate the stars from the mediocre and reward the efforts of those who are hard working and talented. This would, in turn, improve employer-employee relations. On the negative side, for small scale units, career planning may prove to be a difficult and costly exercise. Sometimes, local laws, union pressures could upset career planning efforts. Not every company would be able to resolve all career related issues successfully.

26. 11-26 Career And Succession Planning Succession Planning The basic purpose of succession planning is to identify and develop people to replace current job holders in key positions. Through succession planning organisations ensure a steady flow of internal talent to fill important vacancies. Succession planning encourages “hiring from within” and creates a healthy environment where employees have careers and not merely jobs. It should be noted here that career planning (which covers executives at all levels), by its very nature, includes succession planning (which covers key positions at higher levels)

27. 11-27 Career And Succession Planning Replacement Chart A replacement chart is a visual representation of who will replace whom if there is a job opening