It helps the organization identify talented employees who can be promoted.It helps him select the career suitable to his lifestyle, preference, family environment, the scope for self-development, etc.Career planning helps the individual know various career opportunities, his priorities, etc.It ensures needed talents and promotes organizational goodwill.This preparation can contribute to meeting affirmative action timetables. Career planning can help members of protected groups prepare for more important jobs. It reduces employee frustration as the employee knows what he should do to the career goal-Assists affirmative action plans.Key subordinates can be placed in different departments. Career planning causes employees, managers, and the HR department to become aware of employee qualifications. Career plans and goals motivate employees to grow and develop without career planning, it is easier for managers to hoard key subordinates.Career planning encourages employees to tap more of their potential abilities because they have specific career goals.Career planning improves the organization’s ability to attract and retain high talent personnel. The increased attention and concern for individual careers generate more organizational loyalty and lower employee turnover.If vacancies occur, it is easy to locate a good successor. Career planning helps to develop internal supplies of promotable talent.Here is a partial list of those benefits: The involvement of HR managers in career planning has grown during recent years because of its benefits. When managers need to be replaced because of promotion, retirement, accident or illness, termination, or resignation, high-qualified people can quickly replace them. They want to ensure that managerial succession is orderly and efficient. Miller says that organizations have a different perspective on careers. They often handle career planning because their human resource plans indicate the organization’s future employment needs and related career opportunities.ĭ. The HR department should take an active interest in employee career planning. This small step acts as a pathway to the main aim. Once these small goals are achieved, we can see how much closer we are to our main aim and major goals. The best way to come with an action plan is to come up with small goals for oneself. This step requires him to make plans as to how he will achieve and fulfill the steps he has decided above. Once an individual has researched the feasibility of the factors that he has finalized in the above steps, the next step is to show some action and translate his plans on a piece of a page. Is there room for expansion in that career field?.Will that career pay him off in the future?.What is the scope of the career he has chosen?.
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