Human Resources Management

Pricillea Hanov - 2501985155

Managing Careers and Retentions

(Session 19)
The Importance of Managing Careers
The organization needs to manage the employees’ careers because.
1. To ensure the sustainability of the company, so that we have the employees when we
want to do something
2. Retention, mean that it can ensure that the talented and capable employee will stay
and can motivate the employees and make them work better by giving them the career
development program for the employee

Career Management’s Terminology

Career: The occupational positions a person hold over the years.
: The formal position that a person holds in a business.
Career management: The process for enabling employees to better understand and
develop their career skills and interests and to use these skills and interests most
effectively both within the company and after they leave the firm.
Career development: Lifelong series of activities (such as workshops) that contribute to
a person’s career exploration, establishment, success, and fulfillment.
Career planning: Deliberate process through which someone becomes aware of personal
skills, interests, knowledge, motivations, and other characteristics; acquires information
about opportunities and choices; identifies career-related goals; establishes action plans to
attain specific goals.
Psychological contract: “An unwritten agreement that exists between employers and
employees.” The psychological contract identifies each party’s mutual expectations.
: Communication or commitment between the employers and
employees about the career development but it’s not written, and only agreed verbally.

The Responsible Person

The person who bears the responsibility for career planning is the employee. Because
when we manage our career planning, we need to know our interests then arrange our
plan for the future. The employer usually only gives us advice, etc.
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Pricillea Hanov - 2501985155
The person who bears the responsibility for career development is the employer.
Because the person who arranges the employee needs like training is the employer or
companies side.

The Employee’s Role in Career Management

The employee responsible to:
- Assess interests, skills, and values
- Seek out career information resources
- To ensure a happy and fulfilling career
- Matching individual strengths and weaknesses with occupational opportunities and
threats
- Pursue occupations, jobs, and a career that capitalize on his or her interests, aptitudes,
values, and skills

The Employer’s Role in Career Management

- Before hiring, realistic job interviews can help prospective employees more
accurately gauge whether the job is a good fit for them.
- periodic job rotation can help the person develop a more realistic picture of what he
or she is good at, and thus the career moves that might be best.
- Finally On the job for a while, career-oriented appraisals are important.
- Here the manager not only appraises the employees but also helps the person to match
his or her strengths and weaknesses with a feasible career plan.

The Manager as Mentor and Coach

The manager can do several things to support subordinates’ career development needs.
- First starts, make sure he or she develops the skills required to do the job well.
- Schedule regular performance appraisals.
- Provide the employee with an informal development.
- Mentoring: advising, counseling, and guiding. It’s more private and friendly and it’s
more about helping the employee to consult about the problem they faced or discuss
with the employee about the problem they faced, more about development.
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Pricillea Hanov - 2501985155
- Coaching: educating, instructing, and training subordinates. It’s usually conducted
with a lot of employees and usually discusses how to do or improve your job, a more
technical thing.

Managing Employee Turnover and Retention

Turnover is the rate at which employees leave the firm.
Turnover varies markedly among the industry.
There are 2 kinds of turnover: Voluntary turnover (the employee resign because of their
own will) and involuntary turnover (the company ask the employee to leave)
For example, turnover in the accommodation and food services voluntarily leaving each
year. In contrast, voluntary turnover in education services is about 12%.
Computing/calculate turnover as follows: “First calculate turnover for each month by
dividing the month by the average number of employees during that month and
multiplying by 100. Then calculate the annual turnover rate by adding the 12 months of
turnover percentages together.
Dec Jan Feb Mar Apr Dec
Out 1 1 1 1 1
In 1 1 1 1 1
Total 100 100 100 100 100 100

12 months
Turnover= =12 %
100 ( total employees per month )
Dec Jan Feb Mar Apr May Dec
Out 1 2 1 1 2 1
In - - 4 3 -
Total 100 99 97 100 102 100 100
0,01 0,02 0,01 0,01 0,02

Managing Voluntary Turnover

Five top reasons employees leaving:
1. Pay
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Pricillea Hanov - 2501985155
2. Promotional opportunities
3. Wok-life balance
4. Career development
5. Health-care benefits
Employers rank top five reasons employees leave:
1. Promotion
2. Career development
3. Pay
4. Relationship with supervisor
5. Work-life balance
Other reasons employees voluntarily leave include unfairness, not having their voices
heard, and lack of recognition.

A Comprehensive Approach to Retaining Employees

- Raise pay or salary
- Hire smart, like you offer a stock rate that the employees could get if they work for a
certain period
- Discuss career
- Provide direction
- Offer flexibility, like flexible work arrangement
- Counteroffer, like you offer a higher salary or offer to the employees compared to the
competitor

Making Promotion Decision

Promotion traditionally refers to advancements to positions of increased responsibility.
Decision 1: Is seniority or competence?
Decision 2: How should we measure competence?
Defining and measuring past performance is relatively straightforward. Many others use
tests or assessment centers, or tools such as the 9-box grid.
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Pricillea Hanov - 2501985155

Decision 3: Is the process formal or informal?

Decision 4: Vertical, horizontal, or other?
Promotion isn’t necessarily upward. Thus some employees, such as engineers, may have
little or no interest in the promotion to managerial roles.

Manage Dismissal
Ground for dismissal:
- Unsatisfactory performance refers to a persistent failure to perform assigned
- Misconduct is a deliberate and willful violation of the employer’s rules and may
include stealing and rowdy behavior
- Lack of qualifications for the job is an employer’s inability to do the assigned work,
although he or she is diligent
- Change requirements of the job is an employee’s incapability of doing the job after
the nature of the job has changed.

Insubordination, a form of misconduct, is sometimes the grounds for dismissal.

- Direct disregard of the boss’s authority
- Direct disobedience of, or refusal to obey, the boss’s order, particularly in front of
others
- Deliberate defiance of clearly stated company policies, rules, regulations, and
procedures
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Pricillea Hanov - 2501985155
- Public criticism of the boss
- Blatant disregard of reasonable instructions
- Contemptuous display of disrespect
- Disregard for the chain of command
- Participation in (or leadership of) an effort to undermine and remove the boss from
power