HUMAN RESOURCE MANAGEMENT

Global Edition 16e

Chapter 9
Managing Career
and Retention

Copyright
Prepared
© 2011
by Chandeth
Pearson Education
Doeurn GARY DESSLER
LEARNING OBJECTIVES
1. Discuss what employers and supervisors can do to
support employees’ career development needs.
2. Explain why career development can improve employee
engagement.
3. Describe a comprehensive approach to retaining
employees.
4. List and briefly explain the main decisions employers
should address in reaching promotion and other
employee life-cycle career decisions.
5. Explain each of the main grounds for dismissal.

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Career
The occupational positions a person has had over many years.

Career management
The process for enabling employees to better understand and develop their
career skills and interests, and to use these skills and interests more
effectively.

Career development
The lifelong series of activities that contribute to a person’s career
exploration, establishment, success, and fulfillment.

Career planning
The deliberate process through which someone becomes aware of
personal skills, interests, knowledge, motivations, and other characteristics
and establishes action plans to attain specific goals.

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 The Employee’s Role in Career Management

• Employee must assess interests,

• skills, and values;
• seek out career information resources;
• and take steps to ensure a happy and fulfilling career.

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 Employer Career Management Methods

Self-help e-
learning tools

A career planning
workshop

Career Coaches

Coaching
Educating, instructing, and training subordinates.

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 FIGURE 10-2 Career Guideline Suggestions for Those with
Disabilities

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 Why career development can improve
employee engagement.

Performance appraisals provide an easy opportunity to link the

employee’s performance, career interests, and developmental
needs into a coherent career plan. With career-oriented
appraisals, the supervisor and employee jointly merge the latter’s
past performance, career preferences, and developmental needs
into a formal career plan.

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 Managing Employee Turnover and Retention

• Turnover—the rate at which employees leave the firm—varies

markedly among industries.
• For example, turnover in the accommodation and food services
industry is very high, with over half the industry’s employees
voluntarily leaving each year. In contrast, voluntary turnover in
educational services is about 12%.3

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 A Comprehensive Approach to Retaining Employees

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 A Comprehensive Approach to Retaining Employees

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 A Comprehensive Approach to Retaining Employees

Promotions traditionally mean advancements to positions of

increased responsibility.

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 Crucial promotion-related decisions

• DECISION 1: IS SENIORITY OR COMPETENCE THE RULE?

• DECISION 2: HOW SHOULD WE MEASURE COMPETENCE?
• DECISION 3: IS THE PROCESS FORMAL OR INFORMAL?
• DECISION 4: VERTICAL, HORIZONTAL, OR OTHER?

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 Managing Transfer

• A transfer is a move from one job to another, usually with no change in

salary or grade.

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 Managing Dismissals

Dismissal
Involuntary termination of an employee’s employment with the firm.

There are four bases for dismissal:

• unsatisfactory performance,
• misconduct,
• lack of qualifications for the job,
• and changed requirements of (or elimination of) the job.

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 Managing Dismissals

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

dismissal. The two basic categories of insubordination are unwillingness
to carry out the manager’s orders, and disrespectful behavior toward the
manager.

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 Examples of insubordination include the following

1. Direct disregard of the boss’s authority

2. Direct disobedience of, or refusal to obey, the boss’s orders, particularly
in front of others
3. Deliberate defiance of clearly stated company policies, rules,
regulations, and procedures.
4. Public criticism of the boss
5. Blatant disregard of reasonable instructions
6. Contemptuous display of disrespect
7. Disregard for the chain of command
8. Participation in (or leadership of) an effort to undermine and remove the
boss from power.

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 Termination at Will

In the absence of a contract, either the employer or the employee can

terminate at will the employment relationship.

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 Avoiding Wrongful Discharge Suits

Wrongful discharge (or wrongful termination) occurs when an employee’s

dismissal does not comply with the law or with the contractual arrangement
stated or implied by the employer. (In a wrongful constructive discharge claim,
the plaintiff argues that he or she was forced to quit because the employer
made the working conditions intolerable.)

First, have employment policies including grievance procedures That help

Show that you treat employees fairly.
Second, review and refine all employment-related policies, procedures, and
documents to limit challenges

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 The Termination Interview and Exit Process

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 The Termination Interview and Exit Process

Review
Describe Identify
Plan the Get to the the
the Listen the next
interview. point. severance
situation step
package

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 The Termination Interview and Exit Process

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 The Termination Interview and Exit Process

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