Professional Documents
Culture Documents
Asis 6 Chapter 10
Asis 6 Chapter 10
CAREER AND
RETENTION
HRM Tutorial 6
Chapter 10
LO1: Employees and Managers Role To Support Career Development Needs
Career Management: The process for Employee Role: Employer Career Management
enabling employees to better Method
understand and develop their career ● must assess interests, skills,
skills and interests, and to use these and values; ● Self-help e-learning tools
skills and interests more effectively. ● seek out career information ● Career planning workshop
resources; ● Career coaches
Career Development: The lifelong ● and take steps to ensure a
series of activities that contribute to a happy and fulfilling career. The Manager as Mentor and Coach
person’s career exploration,
establishment, success, and Employer Role: ● Mentoring: Advising,
fulfillment. counseling, and guiding
● Before hiring: make sure ● Coaching: Educating,
Career Planning: The deliberate person-job fit. instructing, and training
process through which someone ● The first job: provide subordinates.
becomes aware of personal KSAOs & challenging first job.
motivations and establishes action ● Job rotation: provide a more
plans to attain specific goals. realistic picture what career
moves are the best.
● After on the job: provide
career-oriented appraisal.
LO4: Promotions and
LO2: Career Management LO3: Retaining Employees Other Employee Life-Cycle
and Employee Engagement Career Decisions
“should I be loyal to you if you’re just A Comprehensive Approach To Promotion: Advancement to a
going to dump me when you decide to Retaining Employees → Voluntary position of increased responsibility.
cut costs again?” Turnover
● DECISION 1 : Is seniority or
Commitment-Oriented Career ● Raise Pay competence the rule?
Development Efforts ● Hire Smart ● DECISION 2 : How should we
● Discuss Careers measure competence?
● Career-oriented Appraisal ● Provide Direction ● DECISION 3: Is the process
● Career Grid ● Offer Flexibility formal or informal?
● Special Training & Development ● Use High-Performance HR ● DECISION 4 : Vertical,
Programs Practices horizontal, or others?
● Counteroffer → need specific
policies for people who eligible Transfers: Reassignments to similar
for this approach positions in other parts of the firm.
Dismissal: Involuntary termination of Termination at will: In the absence of Layoff: an employer sending
an employee’s employment with the a contract, either the employer or the employees home due to a lack of work
firm. employee can terminate at will the (typically a temporary situation)
employment relationship.
Grounds for Dismissal Downsizing: the process of reducing,
Termination Interview usually dramatically, the number of
● Unsatisfactory performance people employed by a firm.
● Misconduct 1. Plan the interview
● Lack of qualifications for the job 2. Get to the point Several consideration before
● Changed requirements of the 3. Describe the situation downsizing,
job 4. Listen
5. Review the severance package 1. Making sure the right people
Insubordination: Willful disregard or are let go.
disobedience of the boss’s authority or Outplacement Counselling: a formal 2. Compliance with all applicable
legitimate orders; criticizing the boss process by which a terminated person laws.
in public. is trained and counseled. 3. Executing the dismissals in a
manner that is just and fair.
Exit Interview: conducted for 4. Security.
obtaining information about the job 5. Reducing the remaining
related matters. employees’ uncertainty.
Career Management in The US Army
Did you know?