Chapter 2

Question 1

Related to business and organization

Answer 1

CAREER PLANNING AND DEVELOPMENT

Question 2

develop new skills available to the organization

Answer 2

ORGANIZATIONAL CAREER PLANNING

Question 3

Sequence of positions/jobs during the course of worklife

Answer 3

CAREER

Question 4

A career is a sequence of separate but related work activities that provide continuity, order, and meaning of a person’s life.”

Answer 4

EDWIN B. FLIPPO

Question 5

Represent various jobs performed during a course of work life.

Answer 5

CAREER PATH

Question 6

Programs to increase effectiveness of availability, potentiality,
and qualities

Answer 6

CAREER PLANNING

Question 7

PURPOSE /OBJECTIVES OF CAREER PLANNING:

Answer 7

Career Mapping and Development
- Talent Attraction and Retention
- Maximizing Managerial Talent
- Productivity Enhancement
- Employee Potential Development
- Morale and Motivation Improvement

Question 8

SCOPE OF ORGANIZATIONAL CAREER PLANNING:

Answer 8

• Human Resource Forecasting and Planning
• Career Information
• Career Counseling
• Career Pathing
• Skill Assessment Training

Question 9

ADVANTAGES OF CAREER PLANNING
A properly designed system of career planning can provide the following benefits:

Answer 9

Planning
Talent Retention
Skill Development
Succession Planning
Improved Organizational Image

Question 10

helps an employee to know the career opportunities
available in an organization.

Answer 10

Planning

Question 11

Effective career planning reduces turnover by
fostering loyalty and commitment among employees.

Answer 11

Talent Retention

Question 12

Career planning encourages him to avail of the training and development facilities in the organization so as to improve his ability to handle new and higher assignments.

Answer 12

Skill Development

Question 13

Organizations can identify and nurture future leaders, ensuring continuity and stability

Answer 13

Succession Planning

Question 14

A commitment to employee
development enhances the organization’s reputation, attracting top talent.

Answer 14

Improved Organizational Image-

Question 15

DISADVANTAGES OF CAREER PLANNING includes: 5

Answer 15

Lack of Objectivity
Time Consuming
Limited Flexibility
Difficulty Measuring Success
External Interventions

Question 16

Career planning has become an opportunity with an impossible small organization. It helps in developing the defined
targets.

Answer 16

Lack of Objectivity

Question 17

The process is often lengthy, requiring significant resources that organizations may hesitate to invest.

Answer 17

Time Consuming

Question 18

Rigid career paths may not adapt well to
changing circumstances, reducing their effectiveness.

Answer 18

Limited Flexibility-

Question 19

• Career success is subjective and varies among individuals, complicating assessments of progress.

Answer 19

Difficulty Measuring Success

Question 20

Government regulations can restrict organizational flexibility in career planning

Answer 20

External Interventions

Question 21

If the organization wants to get the best out of their employees,
it must plan the career developments programes continuously and
effectively in its organization.

Answer 21

PROCESS OF CAREER PLANNING

Question 22

10 STEPS IN CAREER PLANNING

Answer 22

1. ANALYSIS OF PERSONNEL SITUATION
2. PROJECTION OF PERSONNEL SITUATION
3. IDENTIFYING OF CAREER NEEDS
4. SELECTION OF PRIORITIES
5. DEVELOPMENT OF CAREER PLAN
6. WRITE-UP FORMULATED PLAN
7. MONITORING PLANNING (i.e MONITORING OF CAREER
   DEVELOPMENT PLAN)
8. IMPLEMENTATION (OF CAREER PLAN)
9. REVIEW AND EVALUATION OF CAREER PLANS
10. FUTURE NEEDS

Question 23

This relates to a time
from which career planning is to be introduced.
Total number of employees - their age, qualifications, position, specialization, etc.
● Structure - qualification required for each grade
● Personnel need of the organization
● Field staff at head office with necessary details
● Facilitates available for training and development within and outside organization.

Answer 23

ANALYSIS OF PERSONNEL SITUATION

Question 24

An attempts to find
out the situation likely to develop after completion of career plan.

Answer 24

PROJECTION OF PERSONNEL SITUATION

Question 25

Efforts are made to find our precisely the career development needs of the future period.

Answer 25

IDENTIFYING OF CAREER NEEDS

Question 26

It is rather difficult to meet all the needs of the employees and the organization for career development immediately through the career plan development.

Answer 26

SELECTION OF PRIORITIES

Question 27

This is the most important step in the process of career developing plan.

Answer 27

DEVELOPMENT OF CAREER PLAN

Question 28

DEVELOPMENT OF CAREER PLAN must describe the ff:

Answer 28

What is to be achieved? The extent to which it is to be attained? The employees involved The department in which the proposed plan will be operate; The length of time required in achieving the goals.

Question 29

After deciding the priorities of the career development plan, the next major step is to prepare a brief report of the career plan.

Answer 29

WRITE-UP FORMULATED PLAN

Question 30

Monitoring of the plan is essential for its effective execution.

Answer 30

MONITORING PLANNING (i.e MONITORING OF CAREER DEVELOPMENT PLAN) -

Question 31

Execution of the plan is an integral aspect of planning process itself

Answer 31

IMPLEMENTATION (OF CAREER PLAN)

Question 32

a plan needs periodical review.

Answer 32

REVIEW AND EVALUATION OF CAREER PLANS

Question 33

This is the last step and the first step on the next career plan

Answer 33

FUTURE NEEDS

Question 35

very few people stick to the same job throughout their life, most of the switch job. Chances are they change jobs depending on available opportunity, several times before retirement. Where opportunity is restricted they continue with the sane job.

Answer 35

CAREER STAGES

Question 36

5 career stages

Answer 36

EXPLORATION ESTABLISHMENTS MID-CAREER STAGE LATE CAREER DECLINE STAGE

Question 37

almost all candidates who start working after college are not sure about future prospects but take up a job in anticipation of rising higher up in the career graph later. Some candidates who come up from better economic background can wait and select a career of their choice under expert guidance from parents.

Answer 37

EXPLORATION

Question 38

This career stage begins with the candidate getting the first job getting hold of the right job is not an easy

Answer 38

ESTABLISHMENTS

Question 39

This career stage represents the fastest gainful leap for the competent employees who are commonly called “climbers”. There is continuous improvement in performance

Answer 39

MID-CAREER STAGE -

Question 40

This career stage is pleasant for the senior employee who like to survive on past glory. There is no desire to improve performance and improve past records.

Answer 40

LATE CAREER

Question 41

This stage represents the completion of one’s career usually culminating into retirement.

Answer 41

DECLINE STAGE

Question 42

consists of the personal actions one undertakes to achieve a career plan. The terms ‘career development’ and ‘employee development 'need to be differentiated at this stage. looks at the LONG-TERM career effectiveness of employees whereas employee development focuses on the effectiveness of an employee in the immediate future. The actions for career development may be initiated by the individual himself or by the organization.

Answer 42

CONCEPT OF CAREER DEVELOPMENT or CAREER DEVELOPMENT

Question 43

Focuses on the effectiveness of an employee in the immediate future

Answer 43

EMPLOYEE DEVELOPMENT

Question 44

Career progress and development is largely the outcome of actions on the part of an individual.

Answer 44

INDIVIDUAL CAREER DEVELOPMENT

Question 45

Some of the important steps that could help an individual cross the hurdles on the way ‘up’ may include (6)

Answer 45

PERFORMANCE EXPOSURE NETWORKING LEVERAGING LOYALTY TO CAREER MENTOR AND SPONSORS

Question 46

Career progress rests largely on performance

Answer 46

PERFORMANCE

Question 47

Career development comes through exposure, which implies becoming known by those who decide promotions, transfers and other career opportunities.

Answer 47

EXPOSURE

Question 48

implies professional and personal contacts that would help in striking good deals outside

Answer 48

NETWORKING

Question 49

Resigning to further one’s career with another employer is known as leveraging

Answer 49

LEVERAGING

Question 50

Professionals and recent college graduates generally jump jobs frequently when they start their career. They do not think that career long dedication to the same organization may not help them further their career ambitions.

Answer 50

LOYALTY TO CAREER

Question 51

A mentor is, generally speaking, an older person in a managerial role offering informal career advice to a junior employee. They act as role models. A sponsor, on the other hand, is someone in the organization who can create career development opportunities

Answer 51

MENTOR AND SPONSORS

Question 52

assistance from managers and the HR department is equally important in achieving individual career goals and meeting organizational needs.

Answer 52

ORGANIZATIONAL CAREER DEVELOPMENT

Question 53

employees go through a process in which they think through their life roles, interests, skills and work attitudes and preferences

Answer 53

a. Self-Assessment Tools

Question 54

● individuals complete their self-assessment ● share their findings with others in career workshops ● these workshops throw light on how to prepare and follow through individual career strategies

Answer 54

i.Career Planning Workshops

Question 55

consists of a form of career guide in the question-answer format outlining steps for realizing career goals

Answer 55

ii.Career Workbook

Question 56

● Employee counseling is a process whereby employees are guided in overcoming performance problems. ● Discussions of employees’ interests goals, current job activities and performance and career objectives ● Costly and time-consuming process

Answer 56

b. Individual Counseling

Question 57

These consist of skill assessment and training efforts that organizations use to groom their employees for future vacancies. Seminars, workshops, job rotations and mentoring programs are used to develop a broad base of skills as a part of such developmental activities

Answer 57

c. Employee Development Programs

Question 58

● dual career families developing tensions and frictions owing to their inability to reconcile the differences between the family roles and work demands - organizations are providing a place and a procedure for discussing such role conflicts and coping strategies

Answer 58

d. Career Programs for Special Group

Question 59

5 CAREER DEVELOPMENT ACTIONS

Answer 59

Job Performance Exposure Resignations Change the Job Career Guidance

Question 60

Employee must prove that his performance on the job is to the level of standards established if he wants career progress.

Answer 60

Job Performance

Question 61

Employee’s desire for career progress should expose their skills, knowledge, qualifications, achievements, performance, etc., to those who take the decision about career progress

Answer 61

Exposure

Question 62

Employees may resign the present job in the organization, if they find that career opportunities elsewhere are better than those of the present organization.

Answer 62

Resignations

Question 63

Employees who put organizational loyalty above career loyalty may change the job in the same organization are better than those in the present job.

Answer 63

Change the Job

Question 64

Counseling provides information, advice and encouragements to switch over to other career or organization, where career opportunities are better

Answer 64

Career Guidance