Managing Careers and

Retention
Introduction

Career Development involves those personal improvement a person

undertakes to achieve a personal career plan. The individual takes control of
his or her status in an organization based on personal objective. The
organization must plan for employees career which is consistent to the
objectives of the employee and organization as well as the employee’s
skills and capabilities

Learning Objectives

• Understand what is Employee Engagement.

• Discuss How Employee Engagement Get the Team Truly Involved
• Discuss what employers and supervisors can do to support employees’ career develo
• Introduce the process and different strategies in career planning
• Create personal career plans and goals
 What is Retention?
 Employee retention is the organizational goal of keeping
talented employees and reducing turnover by fostering a
positive work atmosphere to promote engagement, showing
appreciation to employees, and providing competitive pay and
benefits and healthy work-life balance
 Employers use Retention Strategies or tactics to keep
employees from leaving their jobs.
 EMPLOYEE engagement
EMPLOYEE ENGAGEMENT (EE) refers to the level of
commitment that workers or employees make to their
employer, which is seen in their willingness to stay at the
firm and to go beyond the call of duty.

Firms want employees that are highly motivated and feel

Before an they have a real stake in the company’s success. Such
employee can employees are willing to finish tasks at their own time and
perform as see a strong link between the firm’s success and their own
expected, and career prospects. In short, motivated and empowered
start planning employees work hand in hand in an atmosphere of mutual
for his or her trust.
career in the
organization, his Companies with engaged employees or workforces have also
or her level of reported less absenteeism, more engagement with
engagement customers, greater employee satisfaction, less mistakes at
must first be doing tasks, fewer leaving or resigning, and naturally higher
checked. profits for the company.
Barriers to Employee Engagement
The barriers for effective Employee Engagement is the lack of
concern and appreciation for the concept of employee
engagement by some companies ad managers.

Also, when employees view engagement as a fad when the

company fails to demonstrate the necessary commitment
 11 Expert Employee Engagement Ideas:
Get Your Team Deeply Involved

#1: Recruit the right employees.

When proper and objective screening and
assessment is done during recruitment, and when
employees are fitted well for their jobs, employees
are expected to function well and enjoy their stay.

#2: Offer Training and Advancement

Opportunities to Make Career Paths Clear
Employees don't want to remain stagnant.
They're looking for a path forward.

#3: Encourage Autonomy, Not Micromanagement

Give them direction, set some deadlines, and generally
set them free to get the job done effectively. You can of course, as a
leader, guide them along the way. But do
not stand behind their backs peeking over their progress.
 11 Expert Employee Engagement Ideas:
Get Your Team Deeply Involved

#4: Establish a Rewards Program and Give

Positive Feedback
People like to feel acknowledged. They will be
motivated to work harder if they are praised for a job
well done.

#5: Make Onboarding a Breeze for All

No one likes coming into a new job and filling out
a ton of paperwork. The HR professionals do not like
to do all that work either. Make their first day
exciting allowing them to focus on the job they were
hired to do.

#6: Encourage Personal Projects

Encourage employees to have a life outside of work,
to pursue their passion and to create a work-life
balance.
#7: Build Relationships Through
Communication
Teams that like and appreciate each other work
better together, and help and encourage each other.
If they feel that competition for recognition in the
company is stiff, they may try to find another
organization that will appreciate them more.

#8: Welcome Employee Feedback and

Implement Changes
While most decisions should continue to come
from the top, your employees need to feel that their
voice is valued. This includes those who are not in
charge, per se.

#9: Hold Contests and Have Themed Office

Days
Who said work cannot be fun? Keep things
interesting by, when appropriate, holding little
games or themed days at the office. They can be
aligned with major holidays such as a cook-off for
Thanksgiving, costumes for Halloween, or a secret
Santa gift exchange for Christmas.
#10: Give Time to Volunteer, and Do It Together Many
enterprises make giving back to the community a priority. Don’t
just give money, make it more personal. Encourage your staff to
volunteer together instead of simply giving them time off to do
their own individual community service.

#11: Review Regularly to Gauge Happiness

Employees who regularly get to use their strengths,
skills, and abilities were found to be as much as six times
more likely to be engaged at work—and 8% more
productive. Use performance appraisal to gauge their
over-all well-being. It must be 2-way street—don’t just talk
at them, rather, always give them a chance to explain their
side. There’s always a “why,” If you don’t know then you
haven’t been listening.

#12: Meet Regularly, In and Outside of the Office

The most stressful part of their job is navigating
coworker relationships. That shouldn’t be the case.
Make sure to hold meetings regularly so that everyone
is on the same page. This gives opportunity to
collaborate and ask for help. Organize ways for your
people to meet up outside of work as well.
Important terms

• Career Management
The process through which employees
become aware of their interests, values
strengths and weaknesses.
• Career Development
Prepare a person for progression along a
designated career path
• Career
A general course that a person chooses to
pursue throughout his/ her working life.
• Career Planning
A process where an individual sets career
goals and identifies the means to achieve
them.
• Organization’s Career Pathing
Phase of HRM that sets up paths along which individual moves and
progresses over time in the organization
• Career Path
A flexible line of progression through which an employee typically
moves during employment with a company.
• Career Anchor
Self- concept based on differing work motives and abilities/guides;
stabilizes and integrates a person’s work experiences.
• Career Plateau
Process by which an employee and
his/her supervisor plan a career
progression that takes into the
account present experiences and
skills.
 Career Pathing
Process by which an employee and
his/her supervisor plan a career
progression that takes into the
account present experiences and
skills.

Career Ladder
 Create Your Own Personal Career Plan
The common questions you need to ask
yourself even this early are:

1. What kind of career do I want to pursue?

2. What are the various job options under
that career?
3. What are the skills that I need to develop
or build in order for me to be proficient in
my chosen job or career?
4. What are the possible pay grades and job
levels available in my chosen career/job?
5. What is the possibility for my chosen
career/job to be extinct years from now?
6. What are the personal benefits and
development that I will achieve in my
chosen career/job?
7. Is my chosen career/job consistent with
my own personal plans in life?
 Criteria

Content (Questions are all answered) -40%

Composition (Answers are clear & well composed) -25%
Presentation (Impressive lay-out) -20%
Timeliness (Submitted on time) -20%

Submission Date: MONDAY, 12 SEPTEMBER 2022

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