A career is the sequence of positions, roles and work experiences a person goes through over the course of working life. It is not a single job; it is a long-term progression of work roles.
Career planning is a systematic process through which an individual sets career goals and identifies the career path to achieve them, with organisational support.
Objectives of career planning:
Career development refers to organisational actions and programmes that help employees grow and progress in their careers. It includes training, counselling, job rotation, promotions, mentoring and succession planning.
Career path is the sequence of jobs through which employees move in an organisation. Career ladder shows vertical growth opportunities (promotions). Modern organisations also encourage:
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Career stages include exploration (entry, learning and self-assessment), establishment (building competence and seeking recognition), mid-career (stabilisation, advancement and reassessment), late-career (maintaining performance and mentoring others) and retirement/decline (transition and knowledge transfer). Understanding stages helps in planning suitable HRD support.
Career planning is concerned with setting career goals and identifying the path for growth. Career development is the implementation and organisational support provided through training, job rotation, counselling, mentoring and promotions to help employees achieve career goals. Planning gives direction; development provides programmes and opportunities.
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A career is the sequence of positions, roles and work experiences a person goes through over the course of working life. It is not a single job; it is a long-term progression of work roles.
Career planning is a systematic process through which an individual sets career goals and identifies the career path to achieve them, with organisational support.
Objectives of career planning:
Career development refers to organisational actions and programmes that help employees grow and progress in their careers. It includes training, counselling, job rotation, promotions, mentoring and succession planning.
Career path is the sequence of jobs through which employees move in an organisation. Career ladder shows vertical growth opportunities (promotions). Modern organisations also encourage:
Succession planning is the process of identifying and developing internal employees to fill key leadership and critical positions when they become vacant.
Mentoring is a developmental relationship in which an experienced person (mentor) guides and supports a less experienced employee (mentee) to improve skills, confidence and career growth.
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Career planning is a systematic process through which an individual sets career goals and identifies the career path to achieve them, with organisational support. Career development is the set of organisational programmes and actions that help employees grow and progress, such as training, counselling, job rotation, promotions and mentoring.
Career stages:
Tools for career development: Organisations use performance appraisal feedback to identify competency gaps, provide training and development, career counselling, job rotation and job enrichment, internal mobility and promotions, mentoring/coaching, development centres and succession planning for critical roles. These tools align employee aspirations with organisational needs and build a leadership pipeline.
Thus, career planning provides direction, while career development provides practical support and opportunities for long-term growth.