preparation of Human resource Inventory is very essential for management to know whether existing manpower is short of or is in surplus to requirements. If there is shortage, how many more persons are required and for what positions.

(2) Identifying Individual Career Needs:-

Human Resource manager help their employees in decision-making process regarding their career by providing such information as what type of work would suit him the most, considering his interest, skill, aptitude etc. The objective of such programme is to help individuals to do their own planning and to identify employees those who are fit & willing to take up higher responsibilities.

(3) Analysing Career Opportunities:-

Knowing that employees have definite career needs, there follows obligation of charting career paths through organisation & informating employees. For identifying career paths technique of job analysis may help in discovering several jobs. The example of career paths are-

Career paths for Various Types of Jobs

1) Unskilled Semi skilled  Skilled  Highly Skilled  Foreman (Worker)
2) Jr. Clerk  Asst. manager  Deputy Manager  Manager  Chief Manager
3) Supervisor  Asst. Manager  Deputy Manager  Manager  Chief Manager
4) Lecturer  Asst. Professor  Associate Professor  Professor- Head/Dean of Faculty  Pro-Vice-Chancellor  Chancellor.

(4) Matching of Employee’s Needs with Career Opportunities:-

When employees have assessed their career needs and have become aware of organisational career opportunities the next step is one of alignment. For matching or aligning career needs of employees to opportunities offered by organisation, special training and development techniques such as special assignment, supervisory coaching may be used.

(5) Formulation and Implementation of Training and Development programme-

Methods of training and nature of skills and knowledge to be imparted are generally different for different classes of employees. The emphasis may be on improving technical skills of skilled workers, technicians and shop floor supervisors and on improving leadership qualities, human relations and conceptual skills for semi-skilled workers or supervisors, and managers.

(6) Review of Career Plan:-

For effective career planning, a periodical review should be undertaken so that the employee may know in which direction organisation is moving, what changes are likely to take place and what resources and skills he needs to adopt, to changing organisational requirements. The following questions may be asked during review process:-

(a) Was the classification of employees justified?
(b) Are the job descriptions proper?
(c) Is there any employee unsuited to his job?

The answers to above questions will help review career planning process & bring necessary changes to make it more effective.

Career Planning and Succession Planning:-

A succession plan to fill key positions over time is essential for success & survival of an organisation. Its purpose is to identify & develop people to replace current incumbents in key positions in case of resignation, retirement, promotion, growth etc. succession can be within or from outside the organisation. Succession by people from within provides opportunities to employees for advancement in their careers. Complete dependence on internal sources may however cause conflicts & stagnation in the organisation. Similarly, complete dependence on outside talent may cause stagnation in career of present employees which may in turn lead to a sense of frustration and job dissatisfaction.

Career planning & succession planning appear to be similar but not synonymous. Career planning covers all levels of employees where as succession planning is generally required for higher level executives. Generally, career planning is based on a succession plan for higher level executives. A succession plan involves identification of vacancies that are likely to occur in higher levels and locating probable successors. Succession planning facilitates continuity of organisation. Career planning may consists of charts showing career paths of different categories of employees showing how they can advance up in the organisation. But a succession plan consists of a runner up chart or succession chart for a particular position such as General Manager.

Exhibit 1:- Career Paths for Various types of Jobs

S.No. Name Current Designation Age

1 Mr. A Marketing Manager 59
2 Mr. B HR. Manager 58
3 Mr. C Finance Manager 57
4 Mr. D Production Manager 54

About the Author
Stan Krantman has a unique approach to resume writing. While working on his Masters in Advertising at Northwestern University’s Medill School of Journalism, Mr. Krantman came up with the idea of incorporating rudimentary principles of marketing to the art of resume writing. He believes that by incorporating elements such as “consumer benefits,” the resume should be viewed as a marketing document, advertising the prospective employee, rather than as a bland summary of work experience. Unlike other resume books that encourage the job seeker to simply copy “tested” resumes, he feels every person should learn the skills needed to market themselves. This approach produces resumes that stand out.
Mr. Krantman himself tested this time and again when he ran Capital Writers, a successful resume company based in St. Louis, where he perfected the process. Besides working and lecturing in the field of job searching, Mr. Krantman has taught for more than twenty years. He has also worked in the publicity department for Cannon Films and as a screenwriter for Davis-Panzer Productions in Hollywood.

DOWNLOAD