Chapter#10

CAREER AND TALENT MANAGEMENT

CAREER MANAGEMENT BASICS:

Career Terminology:

• Career management:

Occupational position a person is having from time to time.

• Career development:

Is the lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment.

• Career planning:

The deliberate process through which someone becomes aware of personal skills interest, knowledge, motivation and other characteristics and establishes action plans to attain the specific goals.

CONTINUED….. Career Today:• services and activities intended to assist individuals,• Any age and at any point throughout their lives,• to make educational,• training and occupational choices and to manage their careers.• First thing required to choose the right career is to know your interest. • Schools should play their role; teachers should educate students with different kind

of career options they could avail according to their interests and resources. • It is very important for the students to know about job searching strategies, such as

writing a resume and cover letter, learning interview skills.

In a country like Pakistan where literacy rate is quiet low, only 26% of students make their way to the higher education so, 74 percent of the students drop out due to many reasons

CONTINUED…. The Employee’s Role:Some things that the employee should consider in their own development include

seeking a variety of assignments, tackling tough problems and asking for feedback.

Some things the employee should have and consider when beginning work towards development:

• Specific goals; identify goals for new skills and look for ways to meet those goals• Energy to make the development possible• A variety of work assignments• Asking for feedback• Opportunities to coach others and finding good coaches for him or herself• Developmental relationships that provide a variety of learning

CAREER MANAGEMENT METHOD:

The Employer’s Role:

Employers should carefully prepare what they are going to do in order to meet their responsibilities to make a risk assessment, and put in place the measures necessary for the safety and health of workers.

Some Innovative Employer Career Initiatives

• lifelong learning budget• Long Reversal• Organize Career Success Teams• Provide Career Coaches• Offer Online Programs

• The employer’s career planning and development activities can and should pay a central role here. Managed effectively the employer’s career development process should send the signal that the employee cares about the employee’s career success and thus deserves the employee’s commitment.

COMMITMENT ORIENTED CAREER DEVELOPMENT EFFORTS:

• The annual or semi-annual appraisal provides an excellent opportunity to review career related issue.

• Provide the ideal occasion to link the employee’s performance, career interests and developmental needs into a coherent career plan.

CAREER ORIENTED APPRAISALS

MANAGING THE NEW WORKFORCE:

The Manager’s Role:

• As a manager, it is important to:

• Make good use of all of the time that you are given, as well as your coworker’s time.

• It is of extreme importance to be efficient in all daily dealings.

• In order to be an effective manager need to use formal sets of knowledge as well as trusting employees “gut feelings” as a person.

BUILDING YOUR MENTORING SKILLS:

Mentoring:It is a partnership in which both individuals are contributing and

learning. As the efforts of two people to grow through experiencing

Shared discoveries.

The Effective Mentor:• like friends in that their goal is to create a safe context for growth. • High standard and do lots of effort on mentoring relationship

required.

• The protégés is largely responsible for making the relationship work. Suggestions for Protégés:

• Choose an appropriate potential mentor.

• Don’t be surprised if you’re turned down.

• Make it easier for a potential mentor to agree to your request.

• Respect the mentor’s time. 

THE PROTÉGÉS RESPONSIBILITIES:

EMPLOYER LIFE-CYCLE CAREER MANAGEMENT:

CONTINUED…..

Making promotions decision:• Promotion decisions are made by the top management.• Promotion is made through appraisals which are given annually. • Promotions decision is a positive experience.

Managing Transfers:• A transfers is a move from one job to another, usually with no

change in pay or grade.• Employee seek transfers for many reasons including personal

enrichment greater convenience and most important is location of work.

CONTINUED….

Managing Retirement:The official retirement age is fixed at 60 Retirement planning is just for helping current employees

slip into retirement.it can also enable the employer to retain in some skills and brain power.

Suggestions:• Create a culture that honor experience • Modify selections procedures • Offer part time jobs • Phased retirement • Preretirement counseling

TALENT MANAGEMENT:

The automated end to end process of planning, recruiting, developing, managing, and compensating employees throughout the organization.•Attracting and recruiting qualified candidates with competitive backgrounds•Managing and defining competitive salaries•Training and development opportunities•Performance management processes•Retention programs•Promotion and transitioning

• Talent management is also known as HCM (Human Capital Management), HRIS (HR Information Systems) or HRMS (HR Management Systems), and HR Modules.

However, talent management is usually a set of processes and does not always rely on a computer system, as do HRIS and HRMS.

CONTINUED….

TALENT MANAGEMENT SYSTEMS:

SUMMARY….• 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 long life activities of that contribute to the person’s career exploration, establishment, success, and fulfillment.

• Career planning: the deliberate process through which someone becomes aware of personal skills interest, knowledge, motivation and other characteristics and establishes action plans to attain the specific goals.

• Employer career efforts today: They use human resource activities not just to support the employer’s needs, but also to facilitate career self-analyze and development.

• Employee’s role: The manager and employer have roles in guiding employees’ careers; no employee should ever abandon this task to others.

• Mentoring: It is a partnership in which both individuals are contributing and learning.

• Managing Transfers: A transfer is a move from one job to another, usually with no change in salary or grade.  

• Talent Management: The automated end to end process of planning, recruiting, developing, managing, and compensating employees throughout the organization.

QUESTIONS ASK FROM MANAGER• Qno1 As an HR manager how you can define career and talent management?

• Qno2 Is employee’s major strengths appreciated in your organization?

• Qno3 How u defines Mentoring skills?

• Qno5 Is it easy to measure competence among employees?

• Qno4 Kindly tell us some effective Protégés Responsibilities?

WHAT HR FUNCTIONS ARE PERFORM IN YOUR ORGANIZATION?

• Understanding and relating to employees as individuals, identifying individual needs and career goals.

• Developing positive interactions between workers.

• Conduct workshops and seminars.

• Provide the necessary resources to accomplish professional and personal agendas.

• Innovate new operating practices to minimize risk.

• Recruiting the required workforce and making provisions for expressed and promised benefit

• Implementing resource strategies.

• Empowerment of the organization, to successfully meet strategic goals by managing staff effectively.

• Employees are free to approach the human resource team for any conceived query or on-the-job stress that is bothering them.

• Performance of employees is also actively evaluated on a regular basis. These are checks conducted by the HR to verify and thereby confirm the validity of the employee’s actual performance matching the expected performance.