a ppt on career planning has been attached herewith.. hope its useful to anyone who needs it.. contributing somehting as a citehr member :)
From India, Mumbai
From India, Mumbai
Dear Asawari,
I viewed your power points. They were well presented and quite useful.
Some issues you might want to take further note of in carrer planning are as follows:
Global competitive pressures, IT breakthroughs, heightened customer expectations and other, sometimes discontinuous, events are transforming organisations and the nature of the employment contract.
Entrants to the labour market can no longer expect to have a stable career in the same organisation for all their working lives. Instead it is becoming much more common for individuals to experience a number of organisations and a number of ways of working. Against this background it has never been more important to manage one's own career.
From an organisational perspective, helping to manage the careers of others is a key aspect of personnel and development work. In doing so the personnel and development professional has to consider and balance:
aspirations and expectations of individual employees, who are increasingly aware both of their marketability and their vulnerability to market forces and therefore conscious of the need to acquire and maintain a portfolio of transferable capabilities
the organisation's need to secure its skills base, and develop people's potential and commitment, in the face of global competition for knowledge workers and scarce managerial talent.
the way people are increasingly concerned about maintaining a balance between work and 'quality of life'.
This Standard looks at the psychological and sociological factors that influence employee thinking about careers, and the strategic, managerial and operational issues associated with career management and development within organisations. It aims to help practitioners acquire an understanding of careers and career management; and develop the skills needed to manage their own career and the careers of others.
Performance indicators
Operational indicators
Practitioners must be able to:
Advise on how to integrate career management and a career advisory service with the strategic direction of an organisation.
Demonstrate to key organisational decision-makers the contribution that career management and development can make to recruitment, retention and commitment strategies.
Advise on current approaches to work and flexibility in employment contracts.
Design, implement and review internal processes and procedures for career development and succession planning within an organisation.
Identify and predict possible patterns of career development for individuals within organisations.
Support and counsel individuals who may be addressing the possibility of career change, whether voluntary or otherwise.
Communicate relevant messages to ensure that people in an organisation understand the rationale for, and implications of, changes that may impact upon their career.
Comply with all statutory and ethical requirements, obligations and conventions when practising or advising on job/work/career transitions.
Advise on the formation and implementation of an organisational outplacement policy.
Practise, role-model and teach the key skills needed for career management on oneself and others.
Provide guidance on the value and application of psychometric tests and other diagnostic tools that might be employed to facilitate career management and development.
Handle the emotional implications of career management and recognise and deal appropriately with various reactions to:
job loss
managed career change
difficult situations
disappointment
success.
Knowledge indicators
Practitioners must understand and be able to explain:
How the wider economic, technological, political and social environments affect the nature of the employment contract and the careers of individuals.
The relationship between the job/work/career aspirations of people in the labour market and organisational strategic goals.
External sources of support and specialist information on career management and development issues, including government programmes to support:
young people in training
those returning to work
new business ventures.
The benefits and added value of effective and professional career management and development for individuals, the organisation and the wider community.
The subjective and objective meanings of career as a dynamic concept.
The psychological impact of continuity and discontinuity in careers, and its implications for the psychological/commitment contract between individual and employer.
The tools and techniques available for diagnosis and assessment in the field of career management, development and guidance.
The role for outplacement and support networks.
The nature and importance of self-assessment, and the creation and maintenance of self-confidence in individuals as they face job or role changes.
The differing career development needs of a diverse population, and the differing way that work or role transitions affect and apply to individuals at various ages and stages of their working lives.
The legal and ethical dimensions of career management and development including equal opportunities, gender and ethnic monitoring, and confidentiality.
Mechanisms for evaluating the contribution and effectiveness of career management and development systems, practices and support agencies from the perspective of both individual and organisation.
Careers guidance and counselling
Approaches towards helping people to discover/clarify needs and directions, set goals and form action plans.
Exploring and acknowledging differences in motivation and commitment.
Encouraging creativity.
The skills of careers counselling, mentoring and coaching.
The emotional content of career decisions.
Diagnostic and assessment tools for career guidance.
Psychometrics and the available aptitude, interest and personality measures including what they can and cannot do.
Development and assessment centres.
Ethical principles, confidentiality, obligations and legal guidelines for careers guidance and counselling.
Hope it will be of some use.
Cheers
Prof.Lakshman
From Sri Lanka, Kolonnawa
32I viewed your power points. They were well presented and quite useful.
Some issues you might want to take further note of in carrer planning are as follows:
Global competitive pressures, IT breakthroughs, heightened customer expectations and other, sometimes discontinuous, events are transforming organisations and the nature of the employment contract.
Entrants to the labour market can no longer expect to have a stable career in the same organisation for all their working lives. Instead it is becoming much more common for individuals to experience a number of organisations and a number of ways of working. Against this background it has never been more important to manage one's own career.
From an organisational perspective, helping to manage the careers of others is a key aspect of personnel and development work. In doing so the personnel and development professional has to consider and balance:
aspirations and expectations of individual employees, who are increasingly aware both of their marketability and their vulnerability to market forces and therefore conscious of the need to acquire and maintain a portfolio of transferable capabilities
the organisation's need to secure its skills base, and develop people's potential and commitment, in the face of global competition for knowledge workers and scarce managerial talent.
the way people are increasingly concerned about maintaining a balance between work and 'quality of life'.
This Standard looks at the psychological and sociological factors that influence employee thinking about careers, and the strategic, managerial and operational issues associated with career management and development within organisations. It aims to help practitioners acquire an understanding of careers and career management; and develop the skills needed to manage their own career and the careers of others.
Performance indicators
Operational indicators
Practitioners must be able to:
Advise on how to integrate career management and a career advisory service with the strategic direction of an organisation.
Demonstrate to key organisational decision-makers the contribution that career management and development can make to recruitment, retention and commitment strategies.
Advise on current approaches to work and flexibility in employment contracts.
Design, implement and review internal processes and procedures for career development and succession planning within an organisation.
Identify and predict possible patterns of career development for individuals within organisations.
Support and counsel individuals who may be addressing the possibility of career change, whether voluntary or otherwise.
Communicate relevant messages to ensure that people in an organisation understand the rationale for, and implications of, changes that may impact upon their career.
Comply with all statutory and ethical requirements, obligations and conventions when practising or advising on job/work/career transitions.
Advise on the formation and implementation of an organisational outplacement policy.
Practise, role-model and teach the key skills needed for career management on oneself and others.
Provide guidance on the value and application of psychometric tests and other diagnostic tools that might be employed to facilitate career management and development.
Handle the emotional implications of career management and recognise and deal appropriately with various reactions to:
job loss
managed career change
difficult situations
disappointment
success.
Knowledge indicators
Practitioners must understand and be able to explain:
How the wider economic, technological, political and social environments affect the nature of the employment contract and the careers of individuals.
The relationship between the job/work/career aspirations of people in the labour market and organisational strategic goals.
External sources of support and specialist information on career management and development issues, including government programmes to support:
young people in training
those returning to work
new business ventures.
The benefits and added value of effective and professional career management and development for individuals, the organisation and the wider community.
The subjective and objective meanings of career as a dynamic concept.
The psychological impact of continuity and discontinuity in careers, and its implications for the psychological/commitment contract between individual and employer.
The tools and techniques available for diagnosis and assessment in the field of career management, development and guidance.
The role for outplacement and support networks.
The nature and importance of self-assessment, and the creation and maintenance of self-confidence in individuals as they face job or role changes.
The differing career development needs of a diverse population, and the differing way that work or role transitions affect and apply to individuals at various ages and stages of their working lives.
The legal and ethical dimensions of career management and development including equal opportunities, gender and ethnic monitoring, and confidentiality.
Mechanisms for evaluating the contribution and effectiveness of career management and development systems, practices and support agencies from the perspective of both individual and organisation.
Careers guidance and counselling
Approaches towards helping people to discover/clarify needs and directions, set goals and form action plans.
Exploring and acknowledging differences in motivation and commitment.
Encouraging creativity.
The skills of careers counselling, mentoring and coaching.
The emotional content of career decisions.
Diagnostic and assessment tools for career guidance.
Psychometrics and the available aptitude, interest and personality measures including what they can and cannot do.
Development and assessment centres.
Ethical principles, confidentiality, obligations and legal guidelines for careers guidance and counselling.
Hope it will be of some use.
Cheers
Prof.Lakshman
From Sri Lanka, Kolonnawa
Asawari, your ppt on career planning is an excellent work. It is very useful for the persons who are planning for their bright career. Keep sending these kind of useful tips......... Thanks Anand
From United States, Brockton
From United States, Brockton
hats off for u guys !!! em danish from pakistan .... had my presentation on career planning and just came thru this page ... i mean ... im impressed ... real nice material ... thanx a bulk every 1 !!!
Dear Asawari & Prof. Lakshman,
Thank you for sharing your views on Career Planning.
I had been looking for some information on this topic, and thanks to you both I have good understanding of the concept.
With warm regards
From India, New Delhi
Thank you for sharing your views on Career Planning.
I had been looking for some information on this topic, and thanks to you both I have good understanding of the concept.
With warm regards
From India, New Delhi
GOOD JOB DONE
MAY I SUGGEST U
SOME EXAMPLES COULD HAVE BEEN SIGHTED
LIKE AN EXAMPLE COULD BE
A COMPANY WHICH TAKES CARE OF CAREER PROGRESSION/PLANNIN
IS..... SAY
FOR INSTANCE ...
GOOGLE....... AND SO ON..
THANKS
KRISHNAKUMAR S
From India, Madras
MAY I SUGGEST U
SOME EXAMPLES COULD HAVE BEEN SIGHTED
LIKE AN EXAMPLE COULD BE
A COMPANY WHICH TAKES CARE OF CAREER PROGRESSION/PLANNIN
IS..... SAY
FOR INSTANCE ...
GOOGLE....... AND SO ON..
THANKS
KRISHNAKUMAR S
From India, Madras
Dear Asawari, A very well prepared and goog insight about how to go about with one’s Career.Good Work DONE............KEEP IT UP!!!!! Regards, Rivti
From India, Delhi
From India, Delhi
Hi all,
Can you provide me the importance of carrer plannin from the perspective of
a) employee
b) Manager
c) Management
I have a presentation tomorrow please provide me detail document.
regards
Tasneem
From India, Mumbai
Can you provide me the importance of carrer plannin from the perspective of
a) employee
b) Manager
c) Management
I have a presentation tomorrow please provide me detail document.
regards
Tasneem
From India, Mumbai
Dear Ansari and other friends who made this power point.,
The powerpoint is very good and useful. Continue doing such work. kindly inform if you have made any power points on indian case studies in hrd.Thanks.
From India, Coimbatore
The powerpoint is very good and useful. Continue doing such work. kindly inform if you have made any power points on indian case studies in hrd.Thanks.
From India, Coimbatore
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