Documente Academic
Documente Profesional
Documente Cultură
PLANNING
Prepared By:
Purna Parasuraman
(A47)
Rahul D. Kulkarni (A48)
Richika Agarwala (A49)
Rishabh Lal
(A50)
Rohit Bharadwaj (A51)
What is Career?
Herbert Simon defines career as an
honorable occupation which one normally
takes up during his/her youth with the
expectation of advancement and pursues it
until retirement.
Career Goals
Career Paths
Career
Feed Back
Age
Career
Stages
Safety,
Security
Physiological
20
Exploration
Safety,
Security
25
Achievement
esteem,
autonomy
30
Establishment Mid-career
Self
Esteem
actualization actualization
45
Late career
55
65
Decline
PROCESS OF
CAREER PLANNING
Challenges of Career
Development
Laissez-Faire attitude of Management : The
management restricts itself to identify talents
Assumption that job rotation or an overseas
assignment
is
itself
a
developmental
experience
Making
promotions or lateral moves that
stretch the person to the point of breaking
Moving high potential individual from one role
to another too quickly
Some individuals are too ambitious, impatient
and greedy
SUCCESSION PLANNING
Employees
Leave
They always
do!
What is Succession
Planning?
Succession Planning is
the Process of identifying
and developing suitable
Team Members who are
able to replace Key
Positions as and when
required.
In nutshell Strategic Planning will help :1. To prepare Team Members for leadership roles and make
them ready for new roles as & when need arises.
2. To plan Career Path for talented Team Members.
3. Risk Management.
Critical Task
Specialized Competency
Organizational Structure
Work Load
If answer of any criteria is Yes then it is Critical Position
High
Potential
Promotion
Potential
Promotion
due as per
Career Plan
Well Placed
Performance evaluation
score
Prepare Replacement
Inventory
Key
Position-1
<Name>
Key
Position-2
<Name>
Successor 1
<Name>
Successor 1
<Name>
Successor 2
<Name>
Successor 2
<Name>
Successor 3
<Name>
Key
Position-3
<Name>
Key
Position-4
<Name>
Readiness
Scale
Ready Now
Successor 1
<Name>
Ready within
one year
Successor 1
<Name>
Ready within
2-3 years
No
Competency
Action Oriented
Influence Ability
Composure
Conflict
Management
Interpersonal Savvy
Listening
Negotiating
Organizational
Agility
Perseverance
10
Presentation Skills
Others
Training Need
Priority Gaps
TM s Strengths
THANK YOU!!