Career Development and Planning

1. Career development and planning Career Development and Planning Presentation

2. Members Presenting: • Tazeen Murtaza (MT-04-02) • Kamran Ashraf Gill (MT-04-07) • Farhan Karim (MT-04-17) • Waseem Aslam (MT-04-26) • Sana Ismail (MT-04-30)

3. Presentation plan • Tazeen Murtaza- Introduction • Farhan Karim- Creer development • Sana Ismail- Career planning • Waseem Aslam- Mobilink • Kamran Ashraf- Conclusion

4. Introduction to HRM

5. Management Functions • Planning • Organizing • “Human Resource Management” • Leading • Controlling

6. What is HUMAN RESOURCE MANAGEMENT • The management function that deals with recruitment, placement, training, development of organization members. • HRM is a process for staffing the organization and sustaining high employee performance. • HRM can be defined as all the practices, systems and procedures implemented to attract, acquire, develop and manage human resources to achieve the goals of an organization. • Simply it is managing the employment relationship

7. Importance of“Human Resource Management” • Staff is the most important resource of an organization. • Human resource is the key ingredient to success. • “Human resource” creates organizational accomplishments and innovations.

8. Components of a HRM System Career Development Human Resource Planning Compensation & Benefits HRM Performance Management Recruitment/ Decruitment Selection Orientation Training/ Development

9. Career Development

10. Career • A sequence of positions held by a person during his or her lifetime. • It is also defined as “advancement”.

11. Career Development An ongoing formalized effort of an organization that focuses on developing Human Resource in the light of both the employee’s and the organization need. It is • Ongoing • Formalized • Organizational • Development and Enrichment of HR • Fulfillment of employee and organization’s needs

12. Career Development(Past) Programs typically designed by organizations • To advance their work activities within specific organization. • Provide information ,assessment and training to help employees to realize their career goals. • Attract and retain highly talented people.

13. Career Development(Today) • Wide spread organizational changes have lead to uncertainty and chaos concerning the concept of traditional organizational career.

14. Importance • Reduce employee turn over • It has a positive effect on employees • It helps employees to view their jobs and their employer • Employee thinks that they are a part of the organization

15. Conti… Taking interest in employee career improve • Morale of the employee • Boost productivity of the employee and organization • Help the organization to become more effective

16. Objectives Waseem Aslam

17. Objectives (An organizational point of view) Career development has three major objectives • To meet the immediate and future human resource needs of organization on timely basis • To better inform the organization and the individual about potential career paths within the organization

18. Conti… • To utilize existing human resource programs to the fullest by integrating the activities that select, assign, develop and manage individual career with the organization’s plans

19. Who is responsible Successful career development requires actions from three sources • Organization • Employee • Employee’s immediate manager

20. Organizational responsibilities • To ensure that career development takes place • To develop and communicate career options within the organization • Should advise an employee concerning possible career paths to achieve that employee’s career goals

21. Conti… • Information about new jobs should be up to date • Accurate information should be communicated • Inter-relationship among different career paths are understood • Should promote the conditions and create the environment that facilitate the development of an individual’s career plans

22. Employee responsibilities • No body can plan for other, it comes from inside of the individual • Only that person can do this, who actually know what he/she wants to do • Find a time to develop a certain plan • Make themselves worthy of higher jobs by getting experience and training

23. Manager’s responsibilities “ The critical battle ground in career development is inside the mind of the person charged with supervisory responsibility” • Work as a catalyst • Help the employee to • How to go about the process • Evaluate the conclusions • Manager should consider counseling their job

24. Implementation of career development It involves four basic steps • Individual assessment of • His/her abilities • Interest • Career goals

25. Organizational assessment of • Individual’s potentials • Individual’s abilities • Communication of career options and opportunities within the organization • Career counseling to set realistic goals and plans for their accomplishment

26. Individuals assessment • One should know his/her strengths • He/she may go for further training and acquiring additional skills • Financial resources available to the individual play an important role also

27. Organizational assessment Organization should evaluate an employee’s performance continuously It is normally conducted by • HR personnel • Immediate managers

28. Significant Conclusion about Career Development? • The individual – not the organization is responsible for his/her own career! • Organizational members have to look out for themselves and become more self reliant. • Boundary less career is being established in which individual rather than organization define • Review the career progress • Organizational loyalty. • Important skills. • Market place value.

29. Organization’s responsibilities • Posting and advertising job vacancies • Identify possible paths of advancements • Share human resource forecasts with employees

30. Career Decisions • Career choice. • Initiate Job search. • How to survive and excel in your career. • Opportunities for personnel development. • Benefits. • Recognition for good performance. • Job location. • Money. • Working as a team.

31. Successful Management for Career Development • Develop a network. • Continue upgrading your skills. • Stay mobile. • Support your boss. • Don’t stay too long in your first job. • Stay visible. • Gain control of organization resources. • Learn the power structure. • Present the right image. • Do Good work.

32. Career counseling Characteristics that make people likeable and effective are basically the same qualities that contribute to the successful counseling • Counselor works as a catalyst • Confidential – Ethics point • Be honest, open and sincere

33. Career planning Sana Ismail

34. Career planning(Mapping your future)

35. Career planning • Process by which an individual formulates career goals and develops plan for reaching them • It should be realistic- look at available opportunities in relation to the abilities • It provides satisfaction to the employee if he moves along the career path • Achievements increases an individuals sense of achievement and motivation

36. Career path • Career path provides milestones along the way • It’s a sequence of developmental activities • Informal and formal educational, training and job experience

37. Career self management • Keep pace with the speed of change as it occurs in the organization and environment • Obtaining new skills • Provision of self development • programs

38. Employees Performance Management

39. Employee Performance Management • Performance management is a process used within organization to establish and evaluate an individual’s job performance to achieve goals and objectives.

40. Performance Management Performance Appraisal • A process of systematically evaluating performance and providing feedback upon which performance adjustments can be made. • Performance appraisal should be based on job analysis, job description, and job specifications.

41. Types of Performance Appraisal • Informal Performance Appraisal: “The process of continually feeding back to subordinates information regarding their work performance” • Formal Performance Appraisal: “A formalized appraisal process for rating work performance, identifying deserving raises or promotions, and identifying those in need of further training”.

42. 360 Degree Feedback Written Essays Multiperson Comparisons Graphic Rating Scale BARS Behavioral Anchored Rating Scales Critical Incidents Performance Appraisal Methods

43. Performance Management(conclusion) • To be meaningful, an appraisal system must be: • Reliable— provide consistent results across time. • Valid— actually measure people on relevant job content. • Measurement errors can threaten the reliability or validity of performance appraisals.

44. Practical implementation Mobilink (An Orascom subsidiary)

45. Orascom telecom • Orascom Telecom Holding S.A.E. or OTH is part of the Orascom group of companies • Established in 1976 • Distribute IT and telecom equipments in Egypt • It represents Microsoft, Hewlett Packard, Compaq, IBM, Lucent Technologies (AT&T), Oracle and Novell.

46. Conti… • In April 2000, OTH purchased a 38.6% stake in PMCL- Mobilink in Pakistan • Have operations is Benin, Burkina Faso, Burundi, CAR, Cote d’Ivoire, Democratic Republic of Congo, Gabon, Togo, Uganda, Zambia, Zimbabwe, Iraq and Niger • In August 2001, OTH acquired a further 20% stake in PMCL and increased its ownership to 88.69%

47. Conti… • In July 2004, OTH agreed to renew the license of its Pakistani GSM subsidiary, Mobilink, for another 15 years to begin after the expiration of its current license in July 2007 and ending in July 2022 • Also started working in Bangladesh with the name “Banglalink”

48. Vision To become one of the world’s leading GSM operators providing the best quality services to our customers, value to our shareholders and a dynamic, challenging and fun environment for our employees

49. Mission statement Our mission is to satisfy all communication needs of the developing markets which we serve. It is our belief that there is viable economic model to serve emerging markets while availing affordable quality. We are racing to serve the largest possible number of customers, covering the most populous countries in the world. We believe that by positioning ourselves as the primary provider of communication services, we are shaping the future of the markets we serve

50. Mobilink Farhan Karim