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Managing careers and retention - Coggle Diagram
Managing careers and retention
Support employees career development
Career management
Career
Career management
know how to management the career on experience
Career development
should develop career to improve ability and skills
Career planning
make planning so that we in a good line to continue show good performance in company
Employer's career management methods
training
to improve their knowledge about the organization and performance
planning workshops
to implement what their needs to do and know
career coaches
to employee need motivation that can make sure their performance perform well in the organization
Coaching and mentoring
set high standards
invest the time
actively steer proteges
requires trust
we need give trust to people so that they can easily share an opinion with us
professional competence
consistency
always do the job on a regular basis
ability to communicate
easy to share idea between employer and employees
can make good team work if we can communicate well to other people
share control
Career development improve employee engagement
Employee engagement guide for managers
career management
commitment-oriented career development efforts
Comprehensive approach to retaining employees
Comprehensive approach
exit interviews
attitude survey
we can know our attitude from other people perception and if there deficiency we can improve our attitude
open door
our company should practice open door to employee so that their employee easy to work with the organization
stay interviews
Main decision employers should reach promotion and employee life-cycle career decisions
Make promotion decisions
is seniority or competence the rule?
how we measure competence?
is he process formal or informal process?
vertical or horizontal or others type?
Steps to eliminate the barriers for women
eliminate barriers
as good employee, we need to overcome the barriers that we faced
improve networking and mentoring
to improve performance and ability
break the glass ceiling
adopt flexible career track
Main grounds for dismissal
Ground for dismissal
unsatisfactory performance
the employee should give good performance after training so that company will improve their quality through their employee
misconduct
in job sometimes the employer misconduct between employees without any proof
so to be a good company , the organization need to know what the truth so that the company will no lose any potential employee
lack of qualifications of the job
changed requirements of the job
insubordination
Fairness safeguards
allow a full explanation
before the organization dismiss the employee. the employer need to explain why the dismiss the employee
multiple step produce
after dismissal the employee can go to appeal process to apply back for their position in the organization
person who does dismissal
severance pay
Avoid wrongful discharge suits
wrongful discharge or termination - it occurs when employee dismissal does not comply with the law or a contractual agreement stated by the employer.
The exit process and termination process
plan the interview carefully
the organization need to know if the employee terminate, the organization need new employee or not
get to the point
describe the situations
look at the company situation, is the organization has fewer employees or not
listen
the organization need to hear what subordinate and other employees idea or suggestion
review the severance package
identify the next step
outplacement counseling
for the employee
exit interview
the exit process
Adjusting to downsizing and mergers
the right people are released
the organization must know and find the right employee to dismissal for company keep good employee to improve company performance
compliance with law
the company rule must follow with law
just and fair
security
the organization need to keep safe of organization data and employee
reducing uncertainty
