Session seven

Career planning

Career Planning
To prepare for career opportunities, successful employees develop career plans! Career planning basically means management of a career through careful planning! HRD see career planning as away to meet internal staffing needs Career planning activities improve the value of human resources and a pool of increasingly more qualified people is created in an organisation.

Perceptions and wants of employees regarding career planning:

Career equity fair treatment/access to opportunities Supervisory concern- employees want supervisors to play an active role Awareness of opportunities employees want to informed about available opportunities Employee interests- each employee has different interests and goals Career satisfaction different employees are satisfied differently In general, what employees expect from career programmes vary according to age, sex, occupation, educational level and other variables!!

HRD and career planning:

Benefits of career planning to HRD

Develops promotable employees Lowers turnover Taps employee potential Furthers growth Reduces hoarding (career planning causes employees and
managers to become aware of available skills)

Satisfies employee needs Assists employment equity plans

HRD encourage career planning in three ways:

One: Career education Increasing employee awareness and education about career development opportunities through such activities as workshops and seminars In the workshops, employees can set career goals, identify career paths and uncover specific career development activities.

Encouraging career planning

Two: Career planning information Employees need access to such information as future human resource plans/future job openings When different jobs require similar skills, they form job families compensation could differ with one job paying as much as twice others in the same job family. Some employees may need just little additional training to advance to positions that are better for them!!

Encouraging career planning

Three :Career conselling A career counsellor with the individuals interests and specific job related information helps the employee to make choices

Individual career development

A personal commitment results into the following actions: Good job performance- first step in career development Exposure- Being known and held in high regards Resignations aiming at a promotion/pay raise/ new experience in a new job! Organisational loyalty career long dedication to same organisation may open doors Mentors, sponsors and coaches -

HR- Supported career development

Individual efforts towards career planning need to be supplemented by the organisations training and development programmes Top management should support the HRM career development activities Discuss career development efforts during performance appraisal activities Succession planning Through T&D and career planning activities, an organisation should have employees ready to take over higher positions when the current leaders die/resign etc

PERFORMANCE MANAGEMENT
Performance management(PM), as opposed to performance appraisal (PA), focuses on the entire organisations performance. It considers many variables some of which are: PA, corporate culture, organisational bench marks, human capital, systems and processes, current policies, programme directions, asking for stakeholders input etc! Simply put, performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. The ideal PM should be practical (simple to use, simple to understand, and simple to apply)