career based performance management system
DESCRIPTION
TRANSCRIPT
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