career based performance management system

By-

Avinash Kumar

Kumaravinash23@gmail.com

CAREER BASED PERFORMANCE

MANAGEMENT

Operational

Strategic

Matching Individual and Organizational Needs

Organization’s Needs

Professional

Individual’s Needs

Personal

Career Management

Gauging Employee Potential

CareerPlanning

Workbooks

CareerPlanning

Workshops

CareerCounseling

Career Development Initiatives

Determining Individual

Development Needs

Performance Appraisals

Using Assessment Centers

Inventorying Management

Requirements and Talent

Mentoring

Alternative Career Moves

Transfer

Promotion

Exit

Demotion

Why Provide Career Development In Your

Organization?

Employees who are skilled at managing their development are highly

motivated to perform well in their jobs.

They are more likely to remain productive and loyal.

The availability of development management training reduces both

turnover and absenteeism.

Organizations that consistently rank high in “Best Companies To Work

For” surveys are far more likely to provide performance and career

development training. These kinds of rankings attract and keep the best

people.

Reduces both internal and external “job shopping and hopping” and

keeps employees focused on the job at hand.

When employees have the opportunity to access first-rate "worklife

assessment", they are far less likely to consider that promotion is the

only career move.

The partnership between employee and manager can take on a whole

new dimension with very little effort or time expended by the manager.

Everyone wins.

When employees are clear about the real goals of

their development, the kind of development they

elect is better focused than just learning the next

competency that shows up in everyone's training

inbox

There are 4 critical areas of assessment

Style…How you do .

Motivation…Why you do.

Skills…What you use to do.

Internal Barriers…What blocks you from doing what you do

as well as possible.

MERITS ……

FOR INDIVIDUALS

-Knowledge of various career opportunities / individual priorities.

-Internal promotuions, Up gradation and transfers

-Improves employees performance

-career growth as professionals

-professional growth opportunities

-opportunities for learning

-rewards for achievements

-performance oriented working

FOR ORGANIZATIONS

-attracting and retaining talent

-Availability of human resources

-It ensures that people get equal opportunities for growth

and development.

-Enhances cultural diversity

-Promote organizational goodwill

-roles are clarified in career counseling .

-more realistic approach of what is expected of them.

-personal career planning ability is increased

-human resource systems are effectively utilized

DEMERITS

Costly

Trained people may leave after training.

Its Implementation is comlex job.

-individuals' short comings.

-individuals' lack of initiatives.

-individuals' lack of efforts.

ORGANIZATION

-poor management support.

-lack of sufficient resources.

-biased approach in appointments

Career Management Best Practices

Providing Employee Assessment and Career Planning

Workshops

Conducting Career Coaching Workshops for Managers

Establishing Employee Career Centers.

Giving Open Business Briefings

Creating an Internal Network of Information Providers

Maintaining Internal Job and Talent Banks

Establishing Individual Learning Accounts

Starting a Mentoring Program

Tools of Career Planning Programs

Self assessment tools

Individual counselling

Career Information within an Organization

job posting

skill inventory

career ladders

career resource center

Employee assessment programes

Employee development programes

Career programes for special groups