CAREER PLANNING,SUCCESSION PLANNING AND

1. HUMAN RESOURCE
PLANNING
BY,
M.HIMA BINDU

2. Contents:
• Unit-4:
1. Career planning and
development
1. Succession planning
2. Potential appraisal
and development

3. Meaning
Career planning is the process by which one selects career
goals and the path to these goals. Career development is
those personal improvements one undertakes to achieve a
personal career plan.

4. Career management
• Career management is the process of designing and
implementing goals, plans and strategies to enable the
organization to satisfy employee needs while
allowing individuals to achieve their career goals.

5. Components of Career Planning

6. Need for Career Planning
Career Planning is necessary due to the following
reasons:
– To attract competent persons and to retain them in
the organization.
– To provide suitable promotional opportunities.
– To increase the utilization of managerial reserves
within an organization.

7. Need for Career Planning
– To correct employee
placement.
– To reduce employee
dissatisfaction and
turnover.
– To improve
motivation and
morale.

8. Process of Career Planning &
Development
The following are the steps in Career Planning and
Development:
1. Analysis of individual skills, knowledge,
abilities, aptitudes etc.

9. Process of Career Planning &
Development
2. Analysis of career opportunities both within and
outside the organization.
3. Analysis of career demands on the incumbent in
terms of skills, knowledge, abilities, aptitude
etc., and in terms of qualifications, experience and
training received etc.

10. Process of Career Planning &
Development
4. Relating specific jobs to different career
opportunities.
5. Establishing realistic goals both short-term and
long-term.

11. 6. Formulating career strategy covering areas of
change and adjustment.
7. Preparing and implementing action plan
including acquiring resources for achieving goals

12. Steps involved in Career
Development System
There are four steps in establishing a career development
system. They are:
1. Needs: -Defining the present system i.e. this step
involves in the conducting a needs assessment as in a
training program.

13. • Establish roles and responsibilities of employees,
managers, and the organization.
• Identify needs; establish target groups.
• Establish cultural parameters; determine
organizational receptivity, support, and commitment
to career development.

14. Steps involved in Career
Development System
2. Vision: -The needs of the career system must be
linked with the interventions. An ideal career
development system known as the vision links the
needs with the interventions.
• Create a long-term philosophy.

15. • Establish the vision or objectives of the programme.
• Design interventions for employees, managers, and
the organization.
• Organize and make available career information
needed to support the programme.

16. 3. Action Plan: -An action plan should be formulated in
order to achieve the vision. The support of the top
management should be obtained in this process.
• Assess the plan and obtain support from top
management
• Create a pilot programme

17. • Assess resources and competencies.
• Establish an advisory group.
• Involve advisory group in data gathering, programme
design, implementation, evaluation and monitoring

18. • Results: -Career development programme should be
integrated with the organization’s on-going employee
training and management development programmes.
The programme should be evaluated from time to time
in order to revise the program.

19. • Publicize the program.
• Create long-term formalized approaches.
• Evaluate and redesign the program and its
components.

20. Advantages of Career Planning
and Development
•For Individuals:
•The process of career planning helps the individual to
have the knowledge of various career opportunities, his
priorities etc.

21. • This knowledge helps him select the career that is
suitable to his life styles, preferences, family
environment, scope for self-development etc.
• It helps the organization identify internal employees
who can be promoted.

22. For Organizations: -
 A long-term focus of career planning and
development will increase the effectiveness of human
resource management. More specifically, the
advantages of career planning and development for
an organization include:

23. – Efficient career planning and development ensures
the availability of human resources with required
skill, knowledge and talent.
– The efficient policies and practices improve the
organization’s ability to attract and retain highly
skilled and talent employees.

24. – The proper career planning ensures that the women
and people belong to backward communities get
opportunities for growth and development.
– The career plan continuously tries to satisfy the
employee expectations and as such minimizes
employee frustration.

25. – By attracting and retaining the people from
different cultures, enhances cultural diversity.
– Protecting employees’ interest results in promoting
organizational goodwill.

26. Limitations of Career Planning
• Dual Career Families
• Low ceiling careers
• Declining Career Opportunities
• Downsizing/De-layering and careers

27. Succession planning
• To ensure the availability
of right managerial
personnel at the right time
in right position for
continuing organizational
vitality and strength.

28. Steps in succession planning:
• Prepare & develop a management staffing plan
• Staffing & development---recruitment, selection,
placement.
• Ensure congenial organizational environment to retain the
desired managerial personnel
• Develop a good performance appraisal system to get
feedback.

29. • Prepare management resource inventor
-- personal data
-- performance records
-- skills
-- potential
-- career goals
-- career paths of managerial personnel

30. Potential appraisal and
development:
• Potential appraisals are required to:
1. Inform employees about their future prospects
2. Help the organization chalk out a suitable succession
plan
3. Update training efforts from time to time
4. Advice employees about what they must do to
improve their career prospects.

31. Steps followed while introducing a
good potential appraisal system:
• Role description
• Qualities needed to perform the roles
• Rating mechanism
--- rating by others
--- tests
--- games
---- records

32. • Organizing the system
• Feed back
THE PHILIPS MODEL:
Problem child Stars
Planned separation Solid citizens

33. • The Philips model:
1. Low potential, high performance
2. High potential, low performance
3. Low potential, high performance
4. High potential , high performance

34. Attributes in a potential
employee:
• Ability to foresee future opportunities
• Consistency in approach and performance
• Responsive to conditions whatever come in the way
• Person with high level of integrity
• Broader vision and micro perception.

35. Factors affecting potential appraisal:
• Conceptual effectiveness:
1. Vision
2. Business organization
3. Entrepreneurial orientation
4. Sense of reality

36. • Operational effectiveness:
1. Result orientation
2. Individual effectiveness
3. Risk taking
4. Control

37. • Inter personnel effectiveness:
1. Network directedness
2. Negotiating power
3. Personal influence
4. Verbal behavior

38. • Achievement motivation:
1. Drive
2. Professional ambition
3. Innovativeness
4. stability

39. Best practices:
• Build the appraisal and reward of potential into your
assessment system
• Clearly separate reward for potential from reward for
past performance
• Start evaluating potential as early as possible to
identify the best talent

40. • Factors used to evaluate potential must be explained
to every employee
• Communicate potential assessment to each individual
at regular intervals.