Human Resource Planning Career Management and Development

Human Resource Planning
Career Management and Development

Objectives
 Human Resource Planning and its Importance

 Human Resource Planning Process
 Evaluating HR Planning Process
 Objective of Career Development
 Career Stages
 Career Management responsibilities (Manager and
HR, company and employee)
 Benefits of Career Development System
Human Resource Planning
HR planning is both a process and a set of plans. It is how organizations

assess the future supply and demand for human resources. In addition, an
effective HR plan also provides mechanisms to eliminate any gap that exists
between supply and demand. Thus, HR planning determines the numbers
and types of employees to be recruited into the organizations.
Human Resource Planning Process
1. Situation analysis and environmental scanning

2. Forecasting demand for employees
3. Analyzing the current supply of employees
4. Forecasting HR supply
5. Reconciling HR requirements and supply forecasts
6. Action plan development
Like other HR functions, it is important for managers to evaluate
the HR planning process on a regular and ongoing basis. An ideal
Benefits of Career HR planning process would enable an organization to always hire
exactly the right number of people at exactly the right time. Such
Development System perfection is seldom achieved. However, the planning process can
be assessed in terms of relative accuracy and ability to provide the
right mix of HR.
That is, if the organization is usually able to hire the right kind of
employees at around the time they are needed and the organization
seldom has a surprise or a shortage of qualified workers, then its
planning process may be deemed to be working effectively. On the
other hand, if the organization is often scrambling to hire people
on short notice, if it is often hiring the wrong kind of people, or if
it ends up having too many people in the payroll, then the
planning process might be flawed or defective.
Objective of Career
Development
1. To meet the immediate and future HR needs of the organization

on a timely basis
2. To inform the organization and the individual about potential
career path within the organization
3. To utilize existing HR programs to the fullest by integrating the
activities that select, assign, develop, and manage individual
careers with the organization's plans
Career Stages
1. Growth stage - the period from birth to age 14 when a
person develops a self concept by identifying and
interacting with other people such as family, friends, and
teachers. Toward the end of this stage, the adolescent
(who by time has developed preliminary ideas about what
his or her interests and abilities are) begins to think
realistically about alternative occupations.
2. Exploration stage - the period (roughly from 15 to 25)

during which a person seriously explores various
occupational alternatives, attempting to match these
alternatives with his/her interests and abilities.
3. Establishment stage - the period roughly from ages 26
to 44 that is the heart of most people's working lives.
During this period, it is hoped a suitable occupation is
found and the person engages in those activities that help
him/her earn a permanent place in it. This also involves
creating a meaningful and relevant role in the
organization.
Career Stages
4. Maintenance stage - between the ages 45 to 60 during
which the person receives his/her place in the world of
work and most efforts are now directed at maintaining
that place. If the employee has been in the same position
for several years, then one must recognize the possibility
of changing job requirements, lateral job movement,
lessening of promotional opportunities, and even
possible, job loss or layoff. At this stage, the individual
should already prepare for the next stage while preparing
to cope with becoming plateaued.
5. Decline or disengagement stage - (60 and above) the

period during which many people are faced with the
prospect of having to accept reduced levels of power and
responsibility and learn to accept and develop new roles
as mentor and confidant for those who are younger.
There is then the more or less inevitable retirement, after
which the person finds alternative uses for the time and
effort formerly spent on his/her occupation.
Career Development Interventions and Career Stages
Stages Career Development Needs Interventions
Establishment Appropriate initial job Realistic job preview

Varied job activities Job pathing
Skill improvement Performance feedback and
Performance feedback coaching
Advancement Job challenge Challenging/visible assignments,
Exposure and visibility sponsorship/mentoring assessment
Balanced career with outside centers/
responsibilities Dual career accommodation
Maintenance Autonomy Developmental training
Opportunity to develop others Mentoring roles
Redefine role in the company Rotation to job requiring new skills
Use experience and wisdom Consultative roles
Withdrawal Adjust to role as leisured person Phased retirement
Career Management Responsibilities of the Manager,
HR, the company and the Employee
Manager
1. P r o v i d e c h a l l e n g i n g j o b
2. P r o v i d e p e r i o d i c j o b r o t a t i o n a n d j o b
pathing
3. P r o v i d e o p p o r t u n i t i e s f o r m e n t o r i n g
HR Manager
The HR manager should provide information or
advice about training and development
opportunities or provide specialized services
such as testing to determine employees'
values, interests and skills, help prepare
employees for job searches, and o ff e r
c o u n s e l i n g o n c a r e e r- r e l a t e d p r o b l e m s .
Companies are responsible for providing employees with the
resources needed to be successful in career planning.
This entails providing some or all the following for the

employees:
Company’s 1. Career workshops

2. Information on career and job opportunities
Role
3. Career planning workbooks - printed guides that direct
employees through a series of exercises, discussions, and
guidelines related to career planning.
4. Career counseling - advice from a professionally trained
counselor who specializes in working with employees seeking
assistance with career
issues.
5. Career paths - planning job sequences, identifying skills
needed for advancement within and across job families such
as moving from technical jobs to management jobs.
Employee’s
Role
1. Take the initiative to ask for feedback from supervisors and peers regarding their strengths and weaknesses.
2. Identify their stage of career development and development needs.
3. Gain exposure to a range of learning opportunities (i.e., sales assignments, product design assignments, administrative
assignments).
4. Interact with employees from different work groups inside and outside the company (i.e., professional associations like People
Management Association of the Philippines or PMAP, Association of Marketing Educators, Council of Management Educators, etc.)
Thank you!

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Human Resource Planning

Career Management and Development

 Human Resource Planning and its Importance

HR planning is both a process and a set of plans. It is how organizations

1. Situation analysis and environmental scanning

1. To meet the immediate and future HR needs of the organization

2. Exploration stage - the period (roughly from 15 to 25)

5. Decline or disengagement stage - (60 and above) the

Establishment Appropriate initial job Realistic job preview

This entails providing some or all the following for the

Company’s 1. Career workshops

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