Career Planning: 3 Key Steps and 7 Limitations

There are a few steps in the process of career planning. These actions help a person in making decisions regarding his future and career planning. 

Three Steps in Career Planning

  1. Self-evaluation.
  2. Thorough research for personal growth.
  3. Creating an action form.

The following are the key steps:

1. Self Evaluation

Self-evaluation is the process that aids a person in evaluating their abilities, potential, capabilities, and capacity to achieve their goals. The person evaluates himself before formulating a plan based on his analysis and bearing in mind his strengths and flaws.

By “drafting the plan,” we mean that carrying it out helps the person decide on the professional path and the profession he wants to pursue. The second step that requires your attention once you have conducted a self-analysis is to close the gaps that you found in the preceding stage. This means that you must determine the traits and talents you will need to assist you to reach your objectives in this step. For instance, you can determine that for the career you have selected, you require training or a specific degree in a subject.

2. Through research for personal growth 

The next step requires a person to conduct extensive research to determine what findings are related to career options and the skills that are necessary to make him a champion in that. This is done after the person has listed the careers that are advantageous in his case and the skills and improvements that are required to achieve excellence.

3. Creating an action form 

The final step is to demonstrate some action and translate an individual’s intentions on a piece of paper after researching the viability of the components that he has decided upon in the phases above.

He must now plan how he will carry out the actions he has decided to take in the previous phase. Making small goals for oneself is the greatest strategy to develop an action plan.

When these minor objectives are completed, we may gauge our progress toward our primary objective and larger objectives. This minor stage serves as a springboard to the major objective.

Limitations of Career Planning 

Limitations of Career Planning
Career Planning: 3 Key Steps and 7 Limitations 3

Everyone is aware of the benefits of career planning and how it helps in climbing the ladder of success but there are some limitations to it as well. Below are some limitations of career planning that one should be aware of. 

1. Time Issue

Typically, career planning takes a lot of time and effort.

2. Unfit for a Big Workforce

It might not be feasible for companies with a large staff to create personalised career plans for each employee. This is because the career planning process necessitates a prolonged, in-depth review of each employee’s strengths and shortcomings.

3. Inadequate objectivity

Career planning can only be successful in companies that adhere strictly to impartiality in promotions and transfers. Contrarily, favouritism and nepotism in hiring and promotion processes can render career planning a fruitless endeavour.

4. Outside Intervention 

The career planning options available to a company may also be impacted by laws and regulations. For instance, the government can mandate that the company use reservations in promotions.

5. Absence of Information and Awareness

Employee career planning is mostly a self-management activity. Employees must be familiar with the fundamentals of career planning and management activities.

6. Unwillingness to Change

Career planning is frequently viewed in businesses as a rigorous and ritualistic procedure. They frequently overlook the uncertainty brought on by situational changes to career planning efforts. The inability of career plans to be applied in uncertain and changing circumstances may be a limitation of the absence of dynamic career planning systems.

7. Career Success can’t be measured 

Since career success is an abstract idea, different people will have diverse interpretations of it. A successful career for some people may include a job well done. Others might look at a person’s quality of life as a sign of professional achievement. Others may, however, view career success as vertical mobility within the organisational structure. This difference in viewpoints could make it difficult to define and assess job success.

Succession Planning Vs Career Planning 

As discussed above, career planning is seen as a methodical process whereby a person establishes career goals and develops plans to meet them. It helps someone discover, choose, and pursue their life objectives to be happy in their profession. It is the first phase in the career management process in which a person decides the kind of career they want to pursue and the routes or steps they need to take to get there. It aids in assessing one’s aptitude and interests, locating alternative employment alternatives, establishing career objectives, and scheduling professional development activities.

Whereas succession planning can be defined as the ongoing process of identifying and preparing new leaders to fill essential positions and retire the incumbents. It is a plan that outlines the actions to be followed to accomplish the organization’s goals and mission. Finding possible replacements from both within and outside the organisation is the goal. When the incumbents leave the organisation owing to factors like resignation, superannuation, promotion, transfer, etc., the employees are screened and trained to fill the important leadership positions.

Key differences between Succession Planning and Career Planning 

The following factors make it easy to distinguish between succession planning and career planning:

  1. Career planning is the process through which an employee selects the objectives for his professional life and looks for means of achieving those objectives. Contrarily, succession planning focuses on identifying and advancing the workers who will fill key roles in the organisation when they become vacant.
  1. While succession planning is a phase in succession management, career planning is a component of career management.
  1. Career planning is simply the process that a person does to plan out their career. In contrast, succession planning is an organisational approach used to replace important incumbents with the person who is most suited for that job to maintain the firm.
  1. One person holds a variety of positions in his professional life while career planning. On the other hand, with succession planning, various employees within an organisation hold the same position.
  1. To succeed in one’s job, career planning is beneficial. On the other hand, succession planning makes sure that critical positions in the organisation have consistent leadership.

Conclusion 

While succession planning benefits the entire organisation, proper career planning will benefit the person. Career planning and succession planning are both proactive and future-oriented processes.

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Admin
Author: Admin

Careers, development, Work