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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
1
Program : MBA
Semester : I
Subject Code : MB0043
Subject Name : Human Resource Management
Unit number : 6
Unit Title : Employee Growth
Lecture Number : 6
Lecture Title : Employee Growth
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
2
Objectives :
Describe the dimensions of employee growth
Discuss Succession Planning
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Objectives
C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
3
• Introduction
• Career
• Organization initiative for employee growth
• Why organizations go for employee growth programs?
• Career Planning
• Career development activities
• Career Management
• Promotions
• Succession Planning
• Summary
• Check Your Learning
• Activity
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Lecture Outline
C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
4
• What is employee growth?
• Who is responsible for career planning?
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
• In the previous unit you have studied about ‘Training and Development’. In this unit you will study how employees and organization plan for employee career growth. This unit focuses on employees career aspects.
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Introduction:
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
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Employee Growth
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MB0043-Human Resource Management
Unit-6 Employee Growth
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Do you have future plans?
…
After completing your MBA successfully, what position you are expecting to acquire?
…………….Executive-level Management ? Team Leader ? Senior Manager?
Where do you want to be next year ? ………Five years from Now ?
Do you have a big picture ….. Professionally
Is your plan in place (written) ? Are you working on your plan?
• All these question will help you in your career panning. Organizations also help employees in their career growth.
Employee Growth
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
• Career can be defined as an “individually perceived sequence of attitudes and behavior work-related activities and experiences over the span of a person’s life.”
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Manager
Air
host
ess
Doctor Career
Internal focus: Individual views his
career
External focus: Series
of job positions help by
individual
Chef
A career is a sequence of work-related positions
occupied by a person during a lifetime.
Career
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
Organization initiative for employee growth
• Career Planning and Development
Promotions and Internal job Postings
Succession Planning
Other activities focused on employee growth
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
Why organizations go for employee growth programs?
• To increase:
Employee productivity
Control attrition:
Prevent job burnout
Obsolescence:
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
Career Development
• Individuals plan and implement their own career plans
Career Planning
• Organization implement employee career development programs
Career Management
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Dimensions of career development
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MB0043-Human Resource Management
Unit-6 Employee Growth
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• It is the employee’s responsibility to manage his or her own career
• While it is the employers’ responsibility to provide employees with
the tools and opportunities to enhance their skills.
Dimensions of career development
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
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.
Individuals plan and implement their own career plans
Need for self-evaluation
e.g., life/career stages, career anchors
• How to go about it-----’Workbooks, workshops, counseling
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Career Planning
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
Self Assessment
Individual counseling
Information services
Organizational assessment programs
Developmental programs
Initial employment programs
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Career Development Activities
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
• Career Management :The process of enabling employees to better
understand and develop their career skills and interests and to use them effectively.
Organization implement employee career development programs
Job posting, skills inventories, succession planning
Mentoring
Assessment centers
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Career Management
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
• Career: The occupational positions a person has had over many years such as: e.g.: as a Manager ,doctor, musician etc.
• Career Management :The process of enabling employees to better understand and develop their career skills and interests and to use them effectively.
• Career Development: The life long series of activities that contribute to a persons career exploration ,establishment success and fulfillment.
• 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.
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Dimensions of career Development
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
• Promotions: Advancements to positions of increased responsibility
• Internal job postings: job openings in the organization are advertised internally before external applicants are invited
Tenure in the organization
Time spent in the role/job / level
Performance ratings
Recommendation of the immediate and skip-level (manager’s manager) managers
HR records on disciplinary actions/ misconduct of any nature, any negative comments etc...
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Promotion and Internal Job Postings
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
• Succession Planning is a ‘Systematic strategy to build capacity “within the ranks,” allowing employees to be ready for new leadership roles as the need arises.
It can be formal or informal.
Informal succession planning: In informal succession planning, the manager identifies and prepares his or her own successor. This is common in smaller firms.
• Formal succession planning: In this type of succession planning, the strategic plans and HR forecasts are examined and data of all potential candidates is assessed.
• This is done to find employees who have the potential and managerial depth
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Succession Planning
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MB0043-Human Resource Management
Unit-6 Employee Growth
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What are the benefits of formal
succession planning?
Succession Planning
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
Work-Family Programs
Relocation Assistance and hiring practices
Work Life balance Seminars and flexible HR practices
Flexible Work schedules
Outplacement Program
Special Programs for Women, Minorities and Employees with Disabilities
Fast Track employees
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Other career programs
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
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• Every organization has its unique career advancement and growth
policy for employees.
Summary
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C o n f i d e n t i a l
MB0043-Human Resource Management
Unit-6 Employee Growth
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1. The technology enabled on-line (on the corporate intranet) tools that
form part of the performance appraisal system and allow the
individual to identify areas of strengths and parallely identify career
paths are known as
Ans. Self assessment tools
2. State whether true or false:
i) Individual Counseling allows individuals to discuss performance
management process with their immediate managers, share and
take feedback on the appropriateness of the choices and know how
to pursue it
Ans. True
.
Check Your Learning
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