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Human Resource Management: Chapter No 9: Managing Careers

This document discusses human resource management and career management. It covers topics such as defining careers, the employer's role in career development through activities like job rotation, mentoring, and career-oriented performance appraisals. It also discusses managing promotions and transfers, factors in determining pay rates like direct/indirect compensation, and the importance of pay equity both internally and externally.

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Zain amjad
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29 views

Human Resource Management: Chapter No 9: Managing Careers

This document discusses human resource management and career management. It covers topics such as defining careers, the employer's role in career development through activities like job rotation, mentoring, and career-oriented performance appraisals. It also discusses managing promotions and transfers, factors in determining pay rates like direct/indirect compensation, and the importance of pay equity both internally and externally.

Uploaded by

Zain amjad
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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HUMAN

RESOURCE
MANAGEMENT
CHAPTER NO 9 : MANAGING CAREERS
What is 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
persons 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
The Employers Role in Career Management
 All or most of the employer HR activities can support career development
efforts
 Reality shock when the new employee have high job expected contrast the
reality of boring & challenging job
 Job rotation planned job rotation can helps the person develop more realistic
picture of what he or she is good at sort of future career moves that might best
 Career oriented appraisal in which manager trained not just to appraise the
employee but also to match the person strength & weaknesses with a feasible
career path
 Mentoring many company like Manort have formula mentoring programs aim is
to improve their performance & easier progress
Managing Promotions & Transfers
 Promotion & transfer are important part of most people career
 Promotion Advancement to positions of increasing responsibility
 Transfer reassignment to similar positions in other parts of the firm
 Making promotion decision most people look forward to promotions which
usually mean more pay, responsibility, and job satisfaction. Several decisions,
therefore, loom large in any firms promotion process.
 Decision 1: Is Seniority or Competence the Rule: whether give priority to
seniority or competence. Today more focus is on competence government
focused on seniority
 Decision 2: How Should We Measure Competence: If the firm opts for
competence, how should it define and measure competence. It is
 simple as define the job set standards & use one or more appraisal tool to record
performance. Written test can be conducted
 Decision 3: Is the Process Formal or Informal: Many firms have informal
promotion processes. They may or may not post open positions, and key
managers may use their own unpublished criteria to make decisions. Many use
formula process published policies and procedures
 Decision 4: Vertical, Horizontal, or Other: Promotions aren’t as simple as they
may appear. How you can motivate if you are closing downsizing in organization.
Horizontally to move production employee to human resources, to develop his or
her skill
BASIC FACTORS IN DETERMINING PAY RATES

 Employee compensation includes all forms of pay going to employees and


arising from their employment. It has two main components, direct financial
payments, indirect financial payments
 Direct financial payments: Pay in the form of wages, salaries, incentives,
commissions, and bonuses
 Indirect financial payments: Pay in the form of financial benefits like employer-
paid insurance and vacations
Equity and Its Impact on Pay Rates
 Everyone wants fair treatment when it comes to pay like to give sweet grapes if they
bring pebbles otherwise the cucumber slice in Emory university
 External four forms of equity
 External Equity: refers to how a jobs pay rate in one company compares to the jobs pay
rate in other companies.
 Internal Equity: refers to how fair the jobs pay rate is when compared to other jobs
within the same company
 Individual Equity: refers to the fairness of an individuals pay as compared with what his
or her coworkers are earning for the same or very similar jobs within the company,
based on each individuals performance.
 Procedural Equity: refers to the perceived fairness of the processes and procedures
used to make decisions regarding the allocation of pay

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