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5 views

Topic 6

Uploaded by

sofiyaahmad16
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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TOPIC 6 : EMPLOYEE CAREER DEVELOPMENT

CAREER DEVELOPMENT PROGRAM


 Career development refers to the lifelong process of managing learning,
work, leisure, and changes in order to move toward a personally
determined and evolving preferred future.
 It involves a series of intentional actions and decisions taken by an
individual to enhance their career prospects, achieve personal fulfillment,
and navigate through various stages of professional growth.

 Mentorship Programs
 Mentorship program is pair employees with more experienced mentors
who can provide guidance, advice, and support as they navigate their
careers.
 One primary aim of mentorship programs is to facilitate the transfer of
knowledge and the development of essential skills.
 For instance, in fields like technology or finance, mentors might impart
coding techniques or financial analysis strategies, thereby accelerating
employee’s professional growth.
 This knowledge transfer can encompass technical skills, soft skills, and
industry-specific knowledge that may not be easily taught through formal
training alone.
 Other than that, make employees become more productive. Through their
relationship with their mentor, employees can gain valuable insights into
their work and understand how they can improve. This will help them
perform better and be more productive.

 Leadership Development Programs


 Leadership Development Programs is Training workshops, leadership
assessments, executive coaching, and opportunities for high-potential
employees to take on leadership roles or special projects.
 Leadership Development programs focus on fostering personal growth
and self-awareness among participants.
 through activities such as coaching, self-assessment, and feedback
mechanisms, individuals develop a deeper understanding of their
strengths, weaknesses, and leadership style.
 This process helps leaders cultivate authenticity, confidence, and
resilience in their roles.
 Skills Training Workshop
 A Skills Training Workshop is Offer a variety of skills training programs
and workshops to help employees develop specific competencies
relevant to their roles or career aspirations.
 These workshops are typically practical in nature, aiming to enhance
employees knowledge, proficiency, and capabilities in a particular area.
 For example, the Basic Photography Skills workshop. Participants will
learn techniques for capturing compelling photos.
 Other than that, Participants gain hands-on experience and practical skills
relevant to their profession or interests. Workshops often simulate real-
world scenarios, allowing individuals to apply learning immediately.

 Education Assistance Programs


 Education Assistance Programs (EAPs) are initiatives implemented by
organizations to support employees' pursuit of further education, skill
development, and professional growth.
 These programs are designed to provide financial assistance, resources,
and sometimes time off to employees who wish to enhance their
knowledge and qualifications.
 For instance, Organizations may sponsor or partially fund employees'
participation in workshops, seminars, conferences, or certification
programs that enhance their professional skills and knowledge.
 This helps employees stay updated with industry trends, gain new
skills, and improve job performance, contributing to organizational
success.

 Job Rotation Programs


 Job rotation programs are allow employees to gain experience in
different roles or departments within the organization.
 By exposing employees to various functions, job rotation programs
enable individuals to acquire diverse skills and competencies.
 For instance, an engineer rotating through marketing gains insights into
customer perspectives and market trends, enhancing their ability to
innovate and collaborate across disciplines.
 Moreover, Job rotations increase job satisfaction, engagement, and
motivation by providing challenging opportunities for growth and
development.
 In conclusion, career development programs are essential for fostering a
culture of continuous learning, growth, and advancement within
organizations. By investing in employees' career aspirations and providing
them with the necessary support and opportunities, organizations can build
a talented workforce capable of driving innovation and achieving long-
term success.

TOPIC 7 :rPerformance appraisal

CHARACTERISTICS OF AN EFFECTIVE PERFORMANCE


APPRAISAL

 EMPLOYEE ACCESS TO RESULT


 Employees cannot perform better without having access to their
performance appraisal result.
 By allowing employee to review appraisal results will allow them to
detect any error that may have been made. Or, the employees may
disagree with the appraisal result.
 For example, after the performance review meeting, employees log into
the company’s employee portal. They navigate to the HR section, where
there's a tab labeled "Performance Appraisal."
 In the performance appraisal section, they can see a summary of
evaluation results, such as performance ratings. Ratings in various
categories like customer service, teamwork, and problem-solving skills
are displayed, showing where they excel and areas for improvement.

 QUALIFIED APPRASER
 Is Refers to Appraiser must know well the employees and must from the
same department.
 This is because employees trust the appraisal process when conducted by
a qualified appraiser, leading to greater acceptance and commitment to
performance improvement.
 For example, Norridah, a qualified appraiser at Teralogic Company. She
demonstrates deep understanding of Teralogic Company’s performance
standards and competencies relevant to different job roles.
 Additionally, She evaluates employees based on clear criteria and
evidence, avoiding personal biases and ensuring fairness in assessments.
TOPIC 5 : Induction

Contents of induction
There are a few contents of induction training.
 Firstly are organizational issues. New employees are introduced to the
organization's history, mission, vision, values, and overall organizational
structure. This helps them understand the company's purpose and how
their role fits into the larger picture.For instance, during induction training
at a tech startup, new hires learn about the company's founding story, its
innovative products, and its commitment to disrupting the industry with
cutting-edge technology. They also explore the company's core values of
creativity, collaboration, and customer-centricity.
 Secondly, Introductions. Introduction to key team members, department
heads, supervisors, trainers, and co-workers. Relationships early on help
new hires feel integrated into the team and facilitate collaboration.For
example, In a hospital setting, new nurses attend orientation sessions
where they meet nursing supervisors, medical staff, and support personnel.
They learn about the roles and responsibilities of each team member,
fostering teamwork and coordination in patient care.
 Thirdly, Policies & Procedures. Training on company policies, procedures,
and guidelines related to workplace conduct, safety regulations,
attendance, ethics, and use of company resources. This ensures that
employees are aware of the rules and regulations they must adhere to.For
example, At a corporate office, new employees undergo training on the
organization's code of conduct, including policies on respectful workplace
behavior, confidentiality, data security, and the proper use of company
equipment and software.
 Last but not least, Job Duties. Detailed explanation of the new employee's
job role, responsibilities, and key performance expectations. This section
ensures that employees understand what is expected of them and how their
contributions impact the organization.For example, In a retail
environment, new sales associates receive training on their specific duties,
such as greeting customers, assisting with product selection, processing
transactions, and maintaining store cleanliness. They also learn about sales
targets and customer service standards they are expected to meet.

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