Succession planning is a function in HR management that is very vital for the future of organization. As the organization expands, there would be new roles to fill. As the time passing by, some key employees may go and leave an empty spots to be filled. Succession planning will guarantees that you will have employees ready to fill new roles and empty spots to ensuring company’s continuity.
Succession planning is important and beneficial for employer. A good succession planning will ensure each role; especially key roles in the company will be filled with strong players with enough knowledge and expertise in the correspondence fields. With succession planning, you will have the successor understand and used to the company culture and objective. Unlike recruiting new people, the successor from succession planning will easily adapt to his new role in the company and already have the same vision and mission with the company. In addition, the loyalty level commonly higher if you prepared your staffs from early stage.
Continue reading “Succession Planning – To Have Employees Ready to Fill New Roles”
Manpower planning or the human resource planning reefers o putting up the right amount and kind of people at the right time and place to do the right thing they are capable of for achieving the specific goal of a specific organization or company. Manpower planning is one of the important processes in building a company, for a reason that the success of a company can be determined within this process.
It is the process where the recruitment of employee lies. With this, the company can make a better way on how they can have the best and talented employees under control. Having a good plan regarding with the hiring of manpower is the foundation of the company for making it a successful one. Thus, this process can is the greatest step towards the goal that they most probably desired. It is an important aspect for every company to consider for a better start and a successful outcome. Continue reading “How to Conduct Manpower Planning Analysis?”
Career Planning. Career planning is the process of setting individual career objectives and creatively developing activities that will achieve them.
Career planning can also be seen as a personal process, consisting of three criteria: (1) broad life planning, (2) development planning, and (3) performance planning. The HRD practitioner has an obligation to encourage as well as provide for the utilization of career planning on the part of employees. Career planning is the employee’s counterpart to the organization’s overall human resource planning activity.
Career planning plays a crucial role particularly because it can assist an individual to manage the direction he/she aspires his/her career to take, the know-how and job skills you will require and how you can achieve them. Moreover, to aid you in planning your career, you can consider self-assessment for this will assist you to understand your personal as well as your career goals, strengths and weaknesses, your preferences and interests. Continue reading “Career Planning and Career Awareness”
Career Planning and Development– this refers to offering employees the guidance to formulate opportunities and realistic career goals in order to realize them.
• Trial Stage. This is the time from approximately age 25 up to 30 during which an individual identify whether or not the selected field is appropriate and if it is not, tries to alter it.
• Stabilization Stage. this is the period in which approximately from the age 30 up to 40, during which occupational objectives are set and clearer career planning is established in order to identify the progression of obtaining goals.
• Mid Career Crisis Stage. This refers to the period taking place between mid-30s and mid-40s during which individuals usually make a major re-evaluation of their progress comparative to their original goals and aspirations. Continue reading “Career Stage and Career Planning”