3rd Chap Career Planning & Development

8/3/2019 3rd Chap Career Planning & Development

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CAREERPLANNING &

DEVELOPMENT

PROVIDING

EMPLOYEES THEASSISTANCE TO

FORM REALISTIC

CAREER GOALS & THEOPPORTUNITIES TO

REALISE THEM


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Job vs. Career

Job What can I do now to make money?

Career Chosen Profession for your life. Requires awillingness to get the training needed to build yourskills for the future.

It is the sequence of jobs that an individual hasheld throughout his or her working life.


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Career planning

consists of

activities and

actions that you

take to ach

ieveyour individual

career goals


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Career Planning Involves matching an

individuals career aspirations with theopportunities available in an organization.

Career Pathing the sequencing of the specific

jobs associated with the opportunities availablein the organization.


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Succession planning tends to be directed

towards a longer range time horizon & is

more focused on development. It is also moreconcerned with the development of pools of

potential replacement.

AS

uccession Plan involves identification ofvacancies that are likely to occur in the higherlevels & locating the probable successors.


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Succession of person is to fill key positionwhich are essential for the survival & success

of an organization. Succession planning isgenerally required for higher levelexecutives.

The purpose of Succession planning is toidentify & develop people to replace current

incumbents in key position in the cases of

resignation, retirement, promotion,expansion, & creation of new position.


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Engage senior magt in a disciplined review oforganizational talent

Guide to development activities of staff

Assures continuity of key positionsAvoid transition problems

New managers prepared for their job

Establishment of recruitment strategyDeveloping strategies for developmet plans

Establishment of retention plan


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Assessment of keyposition

Identification ofkey talent

Assessment of keytalent

Generation ofdevelopment plan

Developmentmonitoring &

review


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Cyrus P Mistry:

Tata Sons'

deputy chairmana reticent man

with strategic

vision, humility


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In August, 2010, the board of directors of TataSons, formed a selection committee, comprising

five members for deciding on a suitable successorto Ratan Tata, who is due to retire in December2012. Tata Sons is the promoter of all key Tatacompanies and holds the bulk of shareholding in

these companies.The chairman of Tata Sons hastraditionally been the chairman of the Tata group.Various candidates, including Tata's half-brotherand son-in-law of Pallonji Mistry, Noel Tata and

PepsiCo Chairperson Indra Nooyi were speculatedto succeed Ratan Tata.


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On November 23, 2011, Mistry was namedas the Deputy Chairman as a result of a

unanimous vote of the Tata Sons Board ofDirectors and selection committee. He willbegin serving as chairman when Tata retires

in December 2012. When Mistry begins serving in his new role

in 2012, it will be the second time in the

company's 143-year-old history that theTata group will have a non-Tata family

member as its chairman.


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In 1932, Sir Nowroji Saklatwala headed the groupas its third chairman till his death in 1938.SirNowroji was succeeded by JRD Tata, who headedthe group for 53 years before handing over thebaton to Ratan Tata in 1991. Sir Nowroji was thenephew of Tata Group chairman JamsetjiNusserwanji Tata and could assert himself aschairman, due to his family connections. JRD Tatawas not a direct descendant of JamsetjiNusserwanji Tata either. He was also related to theTata Group founder through his grandfather,Ratanji Dadabhoy Tata. While Mistry is not a Tatadescendant, his sister is married to Noel Tata,Ratan Tata's half-brother, who was considered as a

candidate to serve as chairman ofTata Group.

Documents

3rd Chap Career Planning & Development