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Human Resources Planning And Outsourcing

What is Career Planning?                                                  
Career Planning begins with the premise that all associates should map out a career track that they understand, appreciate and view positively. Traditional employment reviews focus on past job performance. Typically, a supervisor meets with an associate at year-end to discuss past performance and planned compensation for the coming period. Career Planning seeks to understand the associate's goals for the future and to develop a track toward his or her ideal job of the future, including a discussion of how to get there, job requirements and financial rewards.
Career planning modules facilitate efficient career planning and streamlining the decision-making process. This is achieved by blending individual aspirations with the organization’s view of those individuals, thereby minimizing the potential of making incorrect assumptions about the career moves. This module leads the employee through every step of career development and succession planning and tracks information about candidates' levels of potential, performance over time as well as retention risk.
In most progressive and employee centric organizations, in order to enhance a spirit of looking forward rather than reviewing past performance,   it is recommended that the Career Planning function for the task force should be moved from year-end to mid-year.
Results of Career Planning are generally positive, with a vast majority of associates pleased with the company's efforts to invest in their careers & help them develop long-term goals and ambitions. An increased belief in the company's interest in the long-term goals of associates and a deeper trust that the company had their best interests in mind.

                                         

MERITS   of   Career   Planning   &   Development   Programs.
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FOR   INDIVIDUALS
-Knowledge of   various career opportunities / individual...