Career Objectives, Benefits and Types The Purpose of Career Planning for Companies Organizations also benefit from creating or directing their employees in career design. So, what is the purpose of organizations directing career planning programs for thei employees? Here are some of the benefits of career planning on the company side: 1. Encourage Employee Growth Good career planning will encourage employees to have enthusiasm for work and grow and develop because they have a clear reference, which is good for the company. 2. Maintain Employee Loyalty that Lowers Employee Turnover Paying attention to the career path of each employee can give them a clear goal to continue to stay in the same company. This means that the company will have loyal individuals who continue to improve in quality due to their clear motivation at work. With employee loyalty maintained, employee turnover in the company can also be suppressed. 3. Provide Certainty This planning can provide the certainty that workers need through information or potential paths for their careers within the company. 4. Ready for Regeneration The company becomes more prepared for regeneration, because each individual already has a good mapping to fill positions that will be vacant in the future. 5. Prepare for Overseas Placement For companies that are organizationally global, creating a good career design can help companies identify and prepare for overseas placements. 6. Develop Employee Promotion Career planning can also develop employees who can be promoted. In this case, an internal supply of promotable employees will be built so that the company can easily find replacements for employee vacancies caused by retirement, employee resignation, or others. 7. Satisfy Employee Needs to Support Potential Employees Career planning can also provide a way for potential employees. They become more courageous to step forward and improve their potential abilities because of specific career goals. 8. Creating Workforce Diversity When employees are given assistance in career design, even though they start from different backgrounds, they can learn about the organization's expectations for their growth as individuals as well as their future position to meet the company's development needs. 9. An Important Aspect in the Design of Future Company Plans With career design, group members or employees will be prepared for important positions in the future, thus helping the company execute long-term plans with good achievements for the approved activity plans. 10. Avoid employee hoarding so that the number of employees is more controlled Career planning can provide an overview for employees, managers and human resource departments when it comes to hiring new employees. They can be more careful about employee qualifications. Benefits of Career Planning for Companies 1. Reducing employee turnover, where attention to individual careers in predetermined career planning will increase loyalty to the company where they work, so it will be possible to reduce employee turnover rates. 2. Encourage growth, where good career planning will be able to encourage employee morale to grow and develop. Thus, employee motivation can be maintained. 3. Meet the organization's needs for human resources in the future. 4. Provide organizations and individuals with better information about potential career paths within an organization. 5. Develop promotable employees, career planning helps build an internal supply of promotable talent to match vacancies caused by retirement, leaving and development. 6. Facilitating international placements, global organizations use career planning to help identify and prepare for overseas placements. 7. Help create a diverse workforce, when they are given career planning assistance, workers with different backgrounds can learn about the organization's expectations for their own growth and development. 8. Paving the way for potential employees, career planning gives employees the courage to step up to their potential capabilities because they have specific career goals, not just preparing workers for future vacancies. 9. Reduces excess, career planning causes employees, managers and human resource departments to be mindful of employee qualifications, preventing self-serving managers from restricting key sub-ordinates. 10. Helps the implementation of approved activity plans, career planning can help group members to be prepared for important positions, this preparation will help the achievement of approved activity plans. Types of Careers 1. Organization-Centered Career Development Organization-Centered Career Development is a type of career that focuses on the job and identifying career paths that provide logical progression to employees within the organization. Example: salesperson - sales director. 2. Individual Career Development Can be done with career development activities including: a. Work Achievement The most important activity to advance a career is good work performance because it underlies all other career development activities. Career advancement is highly dependent on job performance. b. Exposure Career advancement is also determined by exposure, which means becoming known to the people who decide on promotions, transfers and other career opportunities. Without exposure, employees who perform well may not have the opportunity to achieve their career goals. Managers gain "exposure" mainly through their achievements, written reports, oral presentations, committee work, community service and even the length of their working hours. 3. Quit Request This is a way to achieve career goals if career opportunities exist elsewhere. So that with the request to quit, the person concerned changes his place of duty / work. For some professional managers, moving around is part of their career strategy. 4. Organizational Loyalty Loyalty to the organization in which a person serves / works also determines the career progress concerned. Low organizational loyalty is generally found among new graduates (who have high expectations, but are often disappointed with their first assignment) and professionals (whose first loyalty is to their profession). 5. Mentors and Sponsors Mentors or informal career advisors, if successful in guiding an employee's career or further career development, can become their sponsors. A sponsor is a person in the organization who can create career development opportunities for others. Often an employee's sponsor is their immediate supervisor. 6. Growth Opportunities This happens when employees improve their skills, for example through training programs, taking courses or adding degrees and so on. This is useful both for the personnel department in developing internal human resources and for achieving the employee's career plan.