What Makes Career Planning a Success
Some of the factors which can contribute towards the success in career planning are:
a) Expanding business enterprise for which long term projections of the requirements of the technical, managerial & personnel can be made suitably; career planning will be a success.
b) An organization must have clear corporate goal for the ensuing five, ten & fifteen years & on the basis of its corporate plan it should conduct analysis periodically to determine the types of changes its functions, activities, procedures, technology & materials; if this is not done, an organization cannot develop the manpower development system, thus reducing the need for career planning.
c) Interested, goal-directed, motivated & hardworking employees are essential for making career planning programme effective. An organization can create an environment & show genuine concern for the development of the employees, but the employees must be willing to make use of the resources & opportunities available. Employees should be interested in further developing themselves by making use of training & developing facilities provided by the organisation to make the career planning success.
d) Selection of right man for the right job is an essential pre-requisite for career planning. The right man should not only be qualified & have necessary experience for the job allocated, but he should also have enough potential & urge to develop himself & grow further in the organisation.
e) Maintenance of proper age balance is also required for making career planning a success. It is necessary to avoid rapid promotions & promotion blocks caused by an age structure which is over balanced either on the side of aged or that of the youth. Such blocks will not only create problems & difficulties for the smooth working of career plan but also may affect the growth & effective functioning of the organisation. Later it may have both the process of continuity & renewal in the management function & the personnel. Career
a) Expanding business enterprise for which long term projections of the requirements of the technical, managerial & personnel can be made suitably; career planning will be a success.
b) An organization must have clear corporate goal for the ensuing five, ten & fifteen years & on the basis of its corporate plan it should conduct analysis periodically to determine the types of changes its functions, activities, procedures, technology & materials; if this is not done, an organization cannot develop the manpower development system, thus reducing the need for career planning.
c) Interested, goal-directed, motivated & hardworking employees are essential for making career planning programme effective. An organization can create an environment & show genuine concern for the development of the employees, but the employees must be willing to make use of the resources & opportunities available. Employees should be interested in further developing themselves by making use of training & developing facilities provided by the organisation to make the career planning success.
d) Selection of right man for the right job is an essential pre-requisite for career planning. The right man should not only be qualified & have necessary experience for the job allocated, but he should also have enough potential & urge to develop himself & grow further in the organisation.
e) Maintenance of proper age balance is also required for making career planning a success. It is necessary to avoid rapid promotions & promotion blocks caused by an age structure which is over balanced either on the side of aged or that of the youth. Such blocks will not only create problems & difficulties for the smooth working of career plan but also may affect the growth & effective functioning of the organisation. Later it may have both the process of continuity & renewal in the management function & the personnel. Career