C) CAREER

DEVELOPMENT
PERFORMANCE INTER-SUBSIDIARY
MANAGEMENT SYSTEM TRANSFER
(PMS)
1. Individual
information
(Database)
service
1 2 1.
2.
3.
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Job Rotatiom
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Promotion
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The way to retains
talented employees
2. Career Aspiration
3. Development
Program ASSESSMENT FOR POST
PROMOTION
TALENT POOL 1. Profiling test named
Harrison Assessment –
1. Succession planning
Executive Level
(long-term strategy)
SUCCES 2. To indentify a job specific
BUSINES
2. 396 Talents Available
in STalent Pools - all
level
4 3 for employee
S attitudes,
motivations, work values,
engagement factors, and
interpersonal skills
CAREER PATHWAY FOR NON EXECUTIVE

BRANCH
MANAGER

OPERATION
SUPERVISOR

SENIOR
VEHICLE
EXAMINER Developed modules aims to
VEHICLE enhance the knowledge, skills
EXAMINER and improve attitude
CAREER PATHWAY FOR EXECUTIVE
Senior Manager and above,
direct recruitment and GENERAL
appointment of external SENIOR MANAGER
talent MANAGER
MANAGER
ASSISTANT
MANAGER
SENIOR
EXECUTIVE
JUNIOR
EXECUTIVE
EFFECTIVE CAREER MANAGEMENT SYSTEMS
System is positioned as a response to a business need or supports
a business strategy
Employees and managers participate in development of the system
Employees are encouraged to take active roles in career management

Business units can customize the system for their own purposes

Employees need access to career information sources

Senior management supports the career system

Career management is linked to other human resource practices

such as training, recruiting systems, and performance management
System creates a large, diverse talent pool

Information about career plans and talent is accessible to all

managers
GUIDELINES FOR EMPLOYEE DEVELOPMENT

1. Many companies operate training Collecting information and providing

and development center
2. These may inculde:
• Classroom course
• Coaching
• Mentoring
• Leadership Forum
• Workshops
feedback to employees about their
behavior, communication style or
skills
Formal Assessment Assessment Tools
• Personality Test & Inventories
Education • Assessment Center
• Performance Appraisal
• 360 degree feedback system

Interpersonal
• Combination of tasks, Job Two types of interpersonal
relationships, problems, relationships relationships used to develop
demands and other features of Experince employees:
an employee’s jobs. • Mentoring
• Most employee development • Coaching
occurs through job experiences
• Include job assignment,
interpersonal relationships
EMPLOYEE DEVELOPMENT EXPERIENCES

Copyright@2002 by The Mc Graw-Hill Education, Inc