Though career planning helps an organization in numerous ways, it has a few limitations that undermine the importance and relevance of career planning. These arc:
Time Factor
Career planning is usually a long-term and time-consuming process. It is based on the logic of suffering short-term pain to get long-term gains. However, organizations may not be ready to spend a lot of time and resources on a process that would prove beneficial only in the long term.
Unsuitable for Large Workforce,
It may not be possible for organizations with a large workforce to develop individual career plans breach and every employee of the organizat ion. This is because the career plan process requires an in-depth analysis of each employee's strengths and weaknesses on a sustained basis.
Lack of Objectivity
Only those organizations which believe in strict observance of objectivity in promotion and transfers can succeed in career planning. In contrast, favouritism and nepotism in promotions often make career planning an unsuccessful exercise.
External Interventions
Government rules and regulations can also affect the Greer planning options of an organization. For example, the government may make it mandatory for the organization to adopt reservations in promotions, especially iUl is a government organization or a public sector enterprise.
Lack of Knowledge and Awareness
Career planning by an employee is essentially a self-management process. It requires the employees to be aware of the basics of career planning and management activities. However, the employees at the lower levels of the organizational hierarchy may not be familiar with the career planning process.
Lack of Flexibility
Many organizations treat career planning as a ritualistic, rigid exercise. They often fail to consider the uncertainties caused to the career planning activities by the changes in the situation. In fact, the absence of dynamic career planning programmes may limit the applicability of the career plans in uncertain and changing situations.
Difficulty in Measuring Career Success
Since career success is an abstract concept, it is interpreted differently by different persons. Some may consider a good performance in the job as career success. Others may consider the quality of life as an indicator of career success. Still others may consider the vertical mobility in the organizational structure as career success. This divergence of opinions may cause confusion and vagueness in interpreting career success.
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Without a doubt, the COVID-19 crisis is forcing many businesses to confront a new reality that puts their employer brand to the test. For some, the significant loss of business and accompanying disruptions will mean a reduction in force. On the other end of the spectrum, organisations with critical workforces such as healthcare, medical supplies, logistics and manufacturers face enormous pressure to ramp up staffing quickly to support global needs. Read: managing your employer brand during a crisis.
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Government rules and regulations can also affect the Greer planning options of an organization. For example, the government may make it mandatory for the organization to adopt reservations in promotions, especially iUl is a government organization or a public sector enterprise.
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