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Chapter 10 Managing Careers and Retention - Coggle Diagram
Chapter 10
Managing Careers and Retention
Career Management
Career
Career Management
Career Development
Career Planning
Psychological Contract
What the employer and employee expect of each other
Employee's Role in Career Management
assess interests, skills and values
seek out career information resources
matching individual strengths and weaknesses with occupational opportunities and threats
Employer's Career Management Methods
Career Development Training
Planning Workshops
Career Coaches
Integrated Software
integrate its career planning with its other HR activities efforts
succession plans should reflect employees’ career interests
Coaching and Mentoring
Set high standards
Invest the Time
Actively steer proteges
Requires Trust
Professional Competence
Consistency
Ability to Communicate
Share Control
Strategic human resource management
formulating HR policies and practices that produce the employee skills and behaviors the company needs to achieve its strategic aims
Employee Engagement Guide
Career Management
process for enabling employees to better understand and develop their career skills and interests
Commitment Oriented Career Development Efforts
Managing Employee Turnover and Retention
Turnover
the rate at which employees leave the firm
Reasons Voluntary Turnover
pay
promotional opportunities
work/life balance
career development
healthcare benefits
unfairness
not having voices heard
lack of recognition
Retaining Employees through:
exit interviews
attitude surveys
open doors/hotlines
stay interview
Job Withdrawal
Absences
Voluntary turnover
Employee Life Cycle Career Management
Making Promotion Decisions
seniority vs. competence
measuring competence
formal vs. informal process
vertical, horizontal or other
Managing Transfers
a move from one job to another, usually with no change in salary or grade
Managing Retirement
should also help the employer to retain, in some capacity, the skills and brainpower of those who would normally retire and leave the firm
Gender Gap
Step towards equality
Eliminate Barriers
Improve Networking and Mentoring
Break the Glass Ceiling
Adopt Flexible Career Tracks
Dismissal
Bases of Dismissal
Unsatisfactory Performance
Misconduct
Lack of Qualification of the Job
Changed Job Requirements
Insubordination
Fairness Safeguards
Allow a Full Explanation
Multistep Procedure
Person who does dismissal
Severance Pay
Avoiding Wrongful Discharge
have employment policies include grievance procedures
review and refine all employment related policies, procedures and documents
Exit Process and Termination Interview
Plan the interview carefully
Get to the Point
Describe the Situation
Listen
Review the severance package
Identify the next step
Outplacement Counselling
For the Employee
Exit Interview
Exit Process
Adjusting to Downsizing & Mergers
the right people are released
compliance with law
just and fair
security
reducing uncertainty