Organizations can hope to achieve high quality of work from their employees and foster positive attitudes and loyalty among workers through career planning. Career planning ensures that goals of individuals and organizations are in synergy and consequently tries to keep the motivation of managers high. This implies that once the individual becomes aware of his capabilities and opportunities within the organization, he chooses to develop himself in a direction that improves his chances of being able to handle new responsibilities.
Organizational Career Planning
Following activities should be included:
I. Human Resource Forecasting and Planning
This helps in identifying the number of people to be hired. Second. the organizations will be able to coordinate their selection procedure with the overall strategic goals.
2. Career information
This should he shared with employees and includes promotional policy and career paths. Role directions and critical attributes could he made available to employees for identifying possible career paths and competency requirements.
3. Career Counselling
Senior executives should have periodic discussions with their subordinates and offer career counselling to them.
4. Career Pathing
Organizations nowadays plan job sequences for their employees by which transfers and promotions are done more systematically.
5. Skill Assessment Training
Three types of analyses should be performed—organizational analysis, job analysis and job manpower requirement analysis. Organizational analysis and job analysis are the first steps in the training process.
6. Succession Planning
Here organizations assure that competent candidates are available in succession for critical positions. HR subsystems like promotions, terminations, transfers, retirements, etc. also make succession planning necessary.
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