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CHAPTER 10: MANAGING CAREERS AND RETENTION - Coggle Diagram
CHAPTER 10: MANAGING CAREERS AND
RETENTION
Steps to eliminate barriers for women
Eliminate barriers
Improve networking and mentoring
Break the glass ceiling
Adopt flexible career tracks
Adjusting to downsizing and mergers
The right people are released
Compliance with law
Just and fair
Security
Reducing uncertainty
Career Management
Career
Career Management
Career Development
Career Planning
Employer's Career Management Methods
Training
Planning Workshop
Career Coaches
Exit Process and Termination Interview
Plan interview carefully
Get to the point
Describe the situation
Listen
Review the severance package
Identify the next step
Outplacement counselling
A comprehensive approach to retaining employees
Exit Interviews
provide useful insights into turnover problem areas
Attitude Surveys
Monitor employees about matters such as
supervision and pay
Open door/Hotlines
Help management identify and remedy morale
problems
Stay Interviews
Head off retention problems by finding out "how the
employee is doing"
Making Promotions Decisions
Is seniority or competence the rule?
How should we measure competence?
Is the process formal or informal?
Vertical, horizontal or other?
Managing Dismissals
Grounds for dismissal
Unsatisfactory Performance
Misconduct
Lack of qualifications for the job
Changed requirements for the job
Insubordination
Fairness Safeguards
Allow a full explanation
Multistep procedure/appeal process
Person who does the dismissal
Severance pay
Wrongful Discharge
Occurs when an employee's dismissal does not comply with the law or with the contractual arrangement stated or implied by the employer