Page 207 - DCOM102_DMGT101_PRINCIPLES_AND_PRACTICES_OF_MANAGEMENT

Unit 11: Performance Appraisal and Career Strategy

counselling. Career Counselling provides guidance to the employees on occupational training, Notes
education and career goals.

Case Study Future of Career Planning and Development in India

n India, we do not have any empirical studies worth the name on career planning and
development. New challenges like, competition, market globalization, deregulation
Iand total quality management have now made it imperative for organisations to
restructure their career planning and development programmes to retain best talents.
Companies like, Bajaj Auto, Arvind Mills, Gujarat Ambuja, Essar Gujarat, Reliance
Industries, Bombay Dyeing, Hindustan Lever, Crompton Greaves, Tatas, etc., have now
brought in many perceptive changes which can be listed as below:

1. Most of the companies now consider employees as their important assets. The concept
of total quality management considers every employee as customers (internal) to
the organisation. Making employees entrepreneurs for the organisation and
empowering them, is now compelling the organisations to re-design career
progression tracks to attract and retain the best employees. Making people
psychologically prepared for ownership, some organisations are also experimenting
with flatter organisation structure with adequate decentralization.
2. For manning senior executive positions, organisations are now giving more
importance to knowledge than functional skills. This perhaps is the only reason for
selecting people even in their early thirties for senior managerial posts.
3. Organisations are now keen to get rid of those employees who are now redundant
due to changing requirements, by offering golden handshake, rather than developing
these persons for better redeployment.
4. Merit is now getting overriding priority than seniority. This, therefore, renders
career progression paths less important. Many, however, feel that even with greater
priority of merit over seniority, career progression paths do not become completely
meaningless, since for even promotion by merit, the lines of progression paths are
relevant. For any succession planning or promotion planning this is still important.

In addition, organisational restructuring programmes are now rendering many employees
surplus and it has become a major problem for the organisations to redeploy employees
in restructured jobs. Career panic has now become a global issue. Most of the organisations,
fearing employee turnover, are now working on designing jobs which can offer employees
recognition, creativity (by lateral transfers etc.), challenges and empowerment.
Question
How do you see the future of career development in our country?

11.14 Summary

The performance appraisal process provides an opportunity for introducing organisational
change.
It facilitates the process of change in the organisational culture.

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