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Chapter 8-HRM

Chapter 8 discusses the fundamentals of career management, emphasizing the importance of career planning, individual responsibility, and organizational support in employee development. It also covers aspects of mentorship, promotion, transfers, and the evolving psychological contract between employees and employers. Additionally, the chapter addresses retirement practices and the stages of a career, along with the reasons for managing dismissals.

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John Peter Pletado
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6 views

Chapter 8-HRM

Chapter 8 discusses the fundamentals of career management, emphasizing the importance of career planning, individual responsibility, and organizational support in employee development. It also covers aspects of mentorship, promotion, transfers, and the evolving psychological contract between employees and employers. Additionally, the chapter addresses retirement practices and the stages of a career, along with the reasons for managing dismissals.

Uploaded by

John Peter Pletado
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Chapter 8

MANAGING
CAREERS AND
RETENTION
The Basics of Career
Management
• 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.
The Basics of Career
Management
• 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.
• Careers today
• Employees now want to exchange performance
for training, learning, and development that
keep them marketable.
The Individual
• Accept responsibility for your own career.
• Assess your interests, skills, and values.
• Seek out career information and resources.
• Establish goals and career plans.
The Manager
• Provide timely performance feedback. Roles in
• Provide developmental assignments and Career
support.
• Participate in career development
Development
discussions.
• Support employee development plans.
The Organization
• Communicate mission, policies, and
procedures.
• Provide training and development
opportunities.
• Provide career information and career
Choosing a Mentor
• Choose an appropriate potential mentor.
• Don’t be surprised if you’re turned down.
• Be sure that the mentor understands what
you expect in terms of time and advice.

• Have an agenda.
• Respect the mentor’s time.
Managing Promotions
• Making promotion 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?
Managing Transfers
• Employees’ reasons for desiring transfers
• Personal enrichment and growth
• More interesting jobs
• Greater convenience (better hours, location)
• Greater advancement possibilities
• Employers’ reasons for transferring employees
• To vacate a position where an employee is no longer
needed.
• To fill a position where an employee is needed.
• To find a better fit for an employee within the firm.
• To boost productivity by consolidating positions.
Career Management and
Employee Commitment
• The “New Psychological Contract”
• Old contract: “Do your best and be loyal to us, and
we’ll take care of your career.”

• New contract: “Do your best for us and be loyal to


us for as long as you’re here, and we’ll provide you
with the developmental opportunities you’ll need to
move on and have a successful career.”
Retirement
• Retirement
• The point at which one gives up one’s work, usually between
the ages of 60 and 65.
• Preretirement practices
• Explanation of Social Security benefits
• Leisure time counseling
• Financial and investment counseling
• Health counseling
• Psychological counseling
• Counseling for second careers
• Counseling for second careers inside the company
Identify Your Career
Stage
• Growth stage
• Exploration stage
• Establishment stage
• Maintenance Stage
• Decline Stage
Managing Dismissals

1. Unsatisfactory performance
2. Misconduct
3. Lack of qualifications for the job
4. Changed requirements of the job
THANK YOU 

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