STRATEGIC HUMAN RESOURCE MANAGEMENT

A person succeeds in their career in today's cutthroat environment by strategically planning and developing their career. Setting an objective is the first step in creating a successful career plan. Generally speaking, career planning entails learning about oneself, your professional goals, and the means to attain them. Transitioning from one stage of the professional life to the next is a constant process of career planning. Furthermore, it is critical for people to understand the adjustments required in order to successfully advance in their careers.

The primary goal of an organization's career planning process is to assist employees in aligning their personal aspirations with their professional objectives. To get the best outcomes, human resource development is an ongoing process. An employee may quit their position if they are unable to implement their career plan within the company. As a result, organizations support employees in their career planning efforts so that they can meet one another's needs. When an organization helps a worker pursue a better career path to fulfill personal objectives while working toward achieving corporate goals, that worker becomes more motivated.

CONCEPT OF CAREER

A person's career is characterized by the steps they take and the things they do in their lifetime, mostly related to their line of work. Instead of being exclusively related to one position, a career is made up of the jobs held, titles obtained, and work completed over a specific period of time. Many authors and academicians have defined careers in a variety of ways over the years.

The following are some common definitions of a career:

According to Schein, a person's career is the series of jobs they hold over the course of their lifetime. It consists of a number of work-related activities that give a person's life direction, structure, and purpose.

According to Hall, a person's career is made up of the shifts in their values, attitudes, and motivation that come with age.

A person's career is influenced by a multitude of intricate factors, such as performance, education, experience, powerful parents, caste ties, and a certain degree of luck, according to Sullivan.

According to Davis, however, people who rely primarily on luck are rarely ready for the career opportunities that present themselves. People who are successful have goals for their careers, make plans, and then act. For them, "luck" happens when preparation and opportunity come together.

A career, in Wilensky's definition, is a series of related jobs arranged in a hierarchy of prestige through which individuals advance in a predictable and orderly manner.

While workers in some cultures and economies hold a single position for the duration of their careers, a growing trend among workers today is to change jobs more frequently in order to pursue personal goals and take advantage of new opportunities. For instance, a lawyer may work as a legal consultant for several firms during the course of their career.

Several crucial aspects of a career include the following:

A career grows with time. It encompasses objective conditions like occupations, responsibilities, and duties. A career also encompasses subjective responses like excitement, boredom, etc.

The only person who can truly assess the success of their career is that person. The person must define their own standards for success in terms of money, adventure, meeting new people in a foreign setting, lending a hand to others, etc.

Feeling a sense of personal fulfillment and accomplishment, or psychological success, is a crucial component of a person's career. A person who experiences psychological success is more motivated to work hard, take on new tasks, and achieve greater heights, all of which contribute to the person's professional development over time.

Nowadays, a person's typical career would probably involve a number of jobs, moves, and organizations as opposed to earlier periods when employers were more stable and employees were less mobile.

CAREER ANCHORS

Career anchors are distinct patterns of self-perceived behaviors, motivations, and values that steer and steady a person's career following a variety of real-life events and feedback.

Renowned American professor Edgar H. Schein claims that a career anchor is that one aspect of a person's self-concept that they will not let go of, even when faced with tough decisions.

Edgar Schein has conducted additional research on the influence of personality, motivation, and values on career choices and preferences. He has employed the metaphor of an anchor to illustrate how certain roles in an individual's professional life are drawn to them.

Schein claims that a career's early phases are frequently the most important for learning and full of surprises. People typically need a "reality check" when their ideals of themselves and their careers diverge from their actual work experiences. Individuals' preferences and strengths begin to show as they gain experience. An individual begins to determine what is truly important to them only when confronted with difficult choices.

Schein has classified career anchors into eight categories:-

Technical expertise: Individuals possessing this kind of anchor are highly skilled in a specific field, such as engineering, teaching, etc. They would rather not work on any project unrelated to their area of expertise.

Managerial: Individuals possessing this kind of anchor are highly skilled in various aspects of leadership. They take pleasure in challenges and are adaptable to changing work environments. They take pleasure in socializing and do well in stressful or uncertain situations. They remain composed even in the face of difficulty.

Individuals who possess this kind of anchor, such as independence, are autonomous. They dislike adhering to the organization's set policies and procedures, such as dress codes, work schedules, etc.

Security/Stability: Those who possess this anchor tend to shy away from change. Because their job is stable, they feel more at ease. They typically prefer to be portrayed as dependable and obedient employees in order to keep their current positions. These folks accept whatever life throws at them and don't have many goals in life.

Entrepreneurial/Creative: Individuals possessing this kind of anchor are imaginative, highly inventive, and fully self-assured. They consistently attribute their success to their hard work and creativity.

Service or commitment to a cause: Individuals who possess this anchor type find motivation in helping others. For these people, serving others or being dedicated comes before their own objectives. One example would be someone who founds an NGO to advance a specific cause.

Pure challenge: Those who possess this kind of anchor enjoy winning and thrive on challenges. They enjoy taking on new challenges and strive to succeed by finding solutions to issues. In essence, they don't give up easily. Their motivation comes from the process of succeeding, not from the work itself.

Lifestyle: By striking a balance between their work, family, and self, people with this kind of anchor lead a specific lifestyle. They would like to work for a company that respects their social and familial obligations. They prefer to put in more time at work in order to make up for the time they would have spent on family or social causes.

As a person's career develops and they gain experience, their type will become increasingly significant. Finding an anchor without having to make a difficult decision between two types—for instance, between technical proficiency and technical dedication, or between a secure role and a managerial one—can be challenging.

CAREER PHASES

In their professional lives, people go through five career stages, regardless of the kind of work they do.

Exploration: This phase is when a person starts to fantasize about potential career paths. An individual has a lot of unrealistic expectations about his or her career before starting work. During childhood, a person's perception of career options is greatly influenced by the career and financial status of their parents. The exploration phase ends when a person reaches their mid-20s.

Establishment: This phase begins when a person begins looking for work. He or she eventually succeeds, gains experience, and is accepted by peers. An individual goes through a period of anxiety, risks, and uncertainties.With time, he or she begins to accept responsibility and learn from mistakes.

Mid-career: This is an extremely important time in a person's career.

At this point in their careers, people typically make good progress, receive promotions, and take on more responsibility. Failing or falling behind at this point forces people to reevaluate their careers, look for new employment, or rearrange their priorities at work.

Late career: For those who succeed in the mid-career stage, this is typically the most enjoyable time in their lives. They have time to unwind and are treated with the utmost respect by juniors.

Decline: This is the last phase of a person's professional life. Following a number of fruitful years at work, marked by significant accomplishments and above-average performance, this is the typical retirement age for the individual.

INTRODUCTION TO CAREER PLANNING :-

The process by which a person determines his or her career goals and the course to take in order to attain them is known as career planning.

Career planning is the process of choosing one's career goals and the route to achieving them, according to Wrether and Davis.

Armstrong claims that career planning determines how people advance within an organization based on evaluations of organizational needs as well as the capabilities, preferences, and performance of individual employees of the company.

An expert career counselor assists the worker in accomplishing their individual objectives from the options that are practically offered by the companies.

The psychological well-being of the staff members is another area of focus for the career counselor. A company cannot have an efficient workforce if it does not have appropriate career planning.

OBJECTIVES OF CAREER PLANNING

These days, career planning is a popular profession. The following are the goals that career counselors and other professionals in the field strive to accomplish:

attracting and keeping skilled workers by providing careers rather than just jobs

Making effective and efficient use of human resources in order to increase productivity

reducing the amount of employee churn

Increasing motivation and morale among employees

satisfying the organization's ongoing and future demands for human resources in a timely manner

Correcting past mistakes in the placement of employees

FEATURES OF CAREER PLANNING

Career planning provides guidance to workers on a range of topics, including where they want to be in five or ten years and how they can advance within the company. Consequently, it's critical to comprehend the following key elements of career planning: It's a procedure that enhances the organization's human capital. It is not an end in and of itself; rather, it provides a way to manage people in order to achieve the best results. It is an iterative process rather than a singular event because of the continuous approach. It seeks to combine organizational objectives with individual needs.

NEED FOR CAREER PLANNING

Every person wants to advance and reach new levels of expertise, experience, and professional development opportunities at work. Every person in an organization can fully realize their potential when there are future career prospects. When an organization provides a clear route for accomplishing both personal and corporate goals, an employee feels inspired.

The real need for career planning emerges when workers have been contributing to a certain organization for a number of years but are not seeing any advancement. These workers become demotivated and look for other opportunities, which worsens the performance of the company.

A lack of career planning could result in expensive hiring and training expenses since choosing new hires would require more money.

Therefore, companies ought to have a career plan and inform important staff members of the internal opportunities available to them.

PROCESS OF CAREER PLANNING

Because career planning is done in a methodical way, it can also be thought of as a process.

1.Recognizing personal needs and objectives: This involves rearranging people's professional aspirations. The majority of people lack a clear understanding of their career goals, anchors, and objectives. As a result, human resource specialists in businesses need to assist their staff members by offering as much information as they can. Employees can use this information to get advice on a variety of topics, including what kind of work would be best for them based on their aptitude, skills, and experience. This kind of support is given through workshops or seminars where staff members participate in role-playing games and psychological evaluations. The main goal of this kind of exercise is to help staff members decide how best to develop and progress their careers within a company. By assisting them in defining career goals, identifying career paths, and identifying particular career development activities, workshops and seminars may heighten employees' interest in career planning.

2.Analyzing career opportunities is the process of carefully examining the various career paths that employees can take after determining their desired careers. Career paths outline the opportunities for advancement within the field as well as the different roles that, with sufficient performance, employees can eventually occupy. Over time, career paths shift to accommodate the needs of employees and organizational mandates. The claims of experienced individuals without professional degrees and those of inexperienced individuals with outstanding degrees must be fairly balanced when describing the career paths of employees.

3.Finding and addressing the gaps between the needs of employees and the opportunities offered by the company is known as "aligning needs and opportunities." The process of matching needs and opportunities involves two stages: determining an employee's potential and starting career development programs with the goal of matching the needs of the workforce with organizational opportunities. Employee potential can be reached through performance reviews, which highlight each worker's advantages and disadvantages as well as the need for additional training for certain staff members. Following the identification of potential, employees can have their knowledge and skills upgraded through the use of various development techniques, including special assignments, planned position rotation, supervisory coaching, job enrichment, understudy programs, etc.

4.Creating action plans and conducting periodic reviews: These tasks necessitate the career development plans of individuals and the occasional assistance from organizations. It is essential to evaluate the entire career plan and its execution after starting the earlier steps. The creation of action plans assists staff members in identifying the course of their professional journeys, the adjustments necessary for their careers, and the competencies required to meet novel and developing organizational challenges. From an organizational perspective, it's also critical to learn about workers' performance, goals, and aspirations, as well as whether or not career paths align with both personal needs and the broader business goals.

BENEFITS OF CAREER PLANNING

Individuals can more easily define their future plans when they have established career plans. The following advantages of effective career planning are enjoyed by both the organization and the individuals:

Motivates staff members to take advantage of their career opportunities.

Assists people in choosing a career that fits their preferences, way of life, family culture, and potential for personal growth.

Helps the company find the qualified and talented workers who deserve promotions.

Increases the morale of the staff, which inspires them. This leads to internal promotions, upgrades, and transfers, which increase job satisfaction.

Decreases employee churn within the company because career planning guarantees employees' advancement within the company.

Increases workers' productivity by utilizing their potential and fostering their personal development.

Increases workers' job satisfaction, which in turn strengthens workers' commitment and gives them a feeling of loyalty and belonging to the company.

Helps the organization and individual grow, as well as successfully achieving the company's objectives.

Allows the company to improve its reputation in the labor market, which aids in luring and keeping qualified candidates.

PROBLEMS IN CAREER PLANNING

Environmental factor changes: These have an impact on the organization's and the industry's business. Government policies are frequently changed in developing nations like India. As a result, long-term career planning may not be beneficial because people need to adjust or change their career path frequently.

Prejudices and interventions exist, which makes systematic career planning challenging. For example, political interference in appointments and favoritism and nepotism in promotions impact and influence career planning.

Lack of scope in some jobs: This limits people's ability to advance in their careers because they are unable to get promoted despite their necessary abilities and efficient career planning.

Career opportunities are declining as a result of economic or technological factors affecting particular job categories. For example, computerization reduced statisticians' career options. A change in career path is the answer to the reduction in employment prospects.

Complicacy of the professional problems: This happens when career concerns and employees' and their families' life stages are not properly aligned. For instance, a 51-year-old worker assigned to a sales representative position would not be able to do the work as well as a 21-year-old worker, who is more energetic and has greater endurance. This is an illustration of a mismatch between an employee's life stage and career issues.

EMPLOYEE CAREER DEVELOPMENT PROGRAMMES

These days, companies are even more interested in helping their employees advance their careers than they were in the past since employee development fosters organizational growth and vice versa. Numerous scholarly investigations have demonstrated a correlation between an organization's capacity to maximize performance and the extent of its personnel investment. Consequently, it makes sense for organizations to provide career development opportunities for their staff members. When workers are engaged through career development, there are numerous benefits. Among these benefits are:

A more pleasant work atmosphere arises from happier employees.

Their increased productivity leads to improved organizational performance.

Their customer focus increases, leading to a higher level of customer satisfaction.

There is a lower likelihood of them quitting the company, which lowers employee turnover.

Put differently, career development programs provide individuals with the tools they need to perform while also motivating them to do so more effectively and deliberately.

However, implementing a career development program successfully can be difficult, particularly in a difficult economic climate. An organization needs innovative answers to the fundamental question of how it can maximize returns on investment by forming the required connections by guiding its staff to use the right resources at the right time.

The answer to this query is found in a strong career development program that helps staff members construct a long-term career with the organization. A "one-size-fits-all" approach to career development is impractical, so this program must offer integrated career development resources to each employee individually.

Employees must be regularly informed throughout the program, and the necessary career development resources must be given to them, and the organization needs to pay attention to their opinions and recommendations on how to make the program better. Employers should take into account the business plan and the career paths of their employees when evaluating a career development program. A successful career development program implementation will undoubtedly increase the organization's return on investment.

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