Managing Employee Retention and Career

Career Management
Coaching and Mentoring

• Coaching
Involves educating, instructing, and training subordinates
Focuses on teaching shorter-term job-related skills
• Mentoring
Is actively advising, counseling, and guiding
Is helping employees navigate longer-term career hazards
Is leading highly trained employees and self-managing teams
Supplants the need for authority and for giving orders for getting
things done
• Coaching and mentoring require both analytical and
interpersonal skills.
Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 10–2

The Basics Of Career Management
Career Management
Career
Career Development
Terminology
Career; Career Planning

“Occupational positions a
person has had over many
years.”
10–3
The Basics Of Career Management
Career management: A process for enabling employees

to better understand and develop their career skills and
interests and to use these skills and interests most
effectively within the company and after they leave the firm.
Career development is lifelong series of activities that
contribute to a person’s career exploration, establishment,
success, and fulfillment.
Career planning is the deliberate process through which
someone becomes aware of his or her personal skills,
interests, knowledge, motivations, and other characteristic.
© 2008 Prentice Hall, Inc. All rights reserved. 10–4

Careers Today and
Employee Commitment
Old Contract New Contract

(Employer-focused) (Employee-focused)
“Do your best and be loyal “I’ll do my best for you, but
to us, and we’ll take care of I expect you to provide the
your career.” development and learning
that will prepare me for the
day
I must move on, and for
having the work-life balance
that I desire.”

Career Development Today
Changing employers (and perhaps careers) several
times during their work lives.
Employees therefore expect activities like selection,
training, and appraisal to serve their own longer-term
career needs, too.
Career development used to focus on the employee’s
future with that firm.
The emphasis now is thus on using HR activities and
milestones (like annual appraisals) to facilitate career
self-analysis, development, and management.
© 2008 Prentice Hall, Inc. All rights reserved. 10–6

TABLE 10–2 Roles in Career Development
Individual Manager
• Accept responsibility for your own career. • Provide timely and accurate performance
• Assess your interests, skills, and values. feedback.
• Seek out career information and resources. • Provide developmental assignments and
• Establish goals and career plans. support.
• Utilize development opportunities. • Participate in career development
discussions with subordinates.
• Talk with your manager about your career.
• Support employee development plans.
• Follow through on realistic career plans.
Employer
• Communicate mission, policies, and procedures.
• Provide training and development opportunities, including workshops.
• Provide career information and career programs.
• Offer a variety of career paths.
• Provide career-oriented performance feedback.
• Provide mentoring opportunities to support growth and self-direction.
• Provide employees with individual development plans.
• Provide academic learning assistance programs.

Employer Life-Cycle Career Management
Making Promotion and

Transfer Decisions
Decision 1: Decision 2: Decision 3: Decision 4:

Is Seniority or How Should Is the Process Vertical,
Competence the We Measure Formal or Horizontal,
Rule? Competence? Informal? 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

Managing Retirements
• Preretirement Counseling 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

Talent Management
• Talent Management
Is the automated end-to-end process of planning,
recruiting, developing, managing, and compensating
employees throughout the organization
Requires coordinating several human resource
activities, in particular workforce acquisition,
assessment, development, and retention
Is career management from the employer’s point
of view

Managing Employee Retention and Career

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Career Management

Coaching and Mentoring

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 10–2

Career; Career Planning

Career management: A process for enabling employees

© 2008 Prentice Hall, Inc. All rights reserved. 10–4

Old Contract New Contract

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 10–5

© 2008 Prentice Hall, Inc. All rights reserved. 10–6

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 10–7

Making Promotion and

Decision 1: Decision 2: Decision 3: Decision 4:

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 10–8

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 10–9

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 10–10

Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 10–11

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