Companies nowadays are designing career programmes with a view to increasing employee productivity, prevent job “burnout” and obsolescence, and improve the quality of employees’ work lives. Thanks to the LPG era (liberalisation, privatisation and globalisation) individuals, too, are expected to develop new and better personal skills of self-assessment and career
planning to be in the race, especially since companies do not have the resources to completely plan individuals’ careers. Effective career planning should become an inescapable fact of organisational life because it helps companies meet internal staffing requirements and reduce turnover while it helps employees meet their needs for challenge and achievement of career goals.
Concept of Career Planning
Career planning is the process by which one selects career goals and the path to these goals. The major focus of career planning is on assisting the employees to achieve a better match between personal goals and the opportunities that are realistically available in the organisation. Career programmes should not concentrate only on career growth opportunities. Practically speaking, there may not be enough high-level positions to make upward mobility a reality for a large number of employees. Hence, career-planning efforts need to pinpoint and highlight those areas that offer psychological success instead of vertical growth.
Career planning is not an event or end in itself, but a continuous process of developing human resources for achieving optimum results. It must, however, be noted that individual and organisational careers are not separate and distinct. A person who is not able to translate his career plan into action within the organisation may probably quit the job if he has a choice.
Organisations, therefore, should help employees in career planning so that both can satisfy each other’s needs.