One Pager Reviewer Chapter 10 Employee Retention, Engagement and Careers.

1. Turnover : the rate at which employees leave the firm.

2. Identifying the issues : an important first step in an retention strategy.
3. 8 Comprehensive Approaches in Retaining Employees : (Selection ,Professional growth, Provide career direction, Meaningful work and ownership of
goals, Recognition and reward, Culture and environment, Promote work-life balance, Acknowledge achievements.)
4. Job Withdrawal : actions intended to place physical or psychological distance between employees and their work envioenments.
5. Engagement : refers to being psychologically involved in, connected to and committed to getting one’s jobs done.
6. Actions that foster Engagement : (Understand their department contribute to the company’s success, See how their own efforts contribute to
company’s goals, Get a sense of accomplishment.
7. Career development : is the lifelong series of activities that contribute to a person’s career exploration, establishment, success and fulfillment.
8. Career : the occupational positions a person holds over the years.
9. Career Management : is a process for enabling employees to better understand develop their career skills and interests.
10. Career Planning : is the deliberate process through which someone becomes aware of personal sills, interests, and other characteristics
11. Psychological Contract : an unwritten agreement that exists between employers and employees.
12. Reality Shock : a phenomenon that occurs when a new employee’s high expectations and enthusiasm confront the reality of a boring unchallenging job.
13. Career Management Systems : (Career Centers, Career Planning Workshops, Lifelong Learning Budgets, Provide Career Coaches, Offer Online Programs,
Career Oriented Appraisals))
14. Career Planning Workshop : a planned learning event in which participants are expected to be actively involved, completing career planning exercises
and inventories and participating in career skills practices sessions.
15. Coaching : means educating, instructing, and training subordinates.
16. Mentoring : means advising, counseling and guiding.
17. 2 Requirements in Building Coaching Skills : (Analysis, Intrapersonal Skills)
18. 4 Step Process in Coaching : (Preparation, Planning, Active Coaching, Follow up)
19. Coaching vs. Mentoring : *Coaching focuses in daily tasks that you can easily re learn while Mentoring focuses on relatively long term issues.
20. Qualities of an Effective Mentor : (Set high standards, Willing to invest time, Actively steer protégé’s.
21. Talent Management Systems : (Kenexa CareerTracker, Halogen eSuccession, Cornerstone Succession, Sum-Total Succession Planning)
22. Kenexa Career Tracker : helps organizations optimize workforce productivity by providing an easily accessible platform for ongoing employee
performance management.
23. Halogen eSuccession : enables the employer to identify the skills and competencies required to support your 3-5 year strategic plans.
24. Cornerstone Succession : manages succession management through automated talent profiles, career management, internal recruiting and
comprehensive succession planning capabilities.
25. Sum-Total Succession Planning : supports a holistic end-to-end talent management strategy which includes 360 Feedback, Career development,
Compensation management Career Progression.
26. 360 feedback : competency reviews by peers used as inpits nto succession gap analysis.
27. Career Development : as employees map out their career progressions, plans can be established that address competency skill, and behavior gaps.
28. Compensation management : financial plans can be tied to future succession plans so that the financial impact can be modeled.
29. Career Progression : historical information regarding past positions and career progression ca be used to guide future succession decisions.
30. Learning Management : learning paths and courses can be establishied for desired future positions.
31. Performance management : performance reviews can identify consistent high performers and top talent in the organization
32. Recruiting and Hiring : job profiles can be shared with succession planning.
33. 4 Decisions : (Seniority vs. Competence, How to measure competence, Is the process Formal or Informal, Vertical, Horizontal or Other.)
34. Peter Principle : says that companies often promote competent employees up to their level of incompetence.
35. Formal promotion policy : descrbes the criteria by which the firm awards promotion.
36. Job Posting Policy : states that the firm will post open positions and their requirements, and circulate these to all employees.
37. 9-Box Matrix : displays 3 levels of current job performance (exceptional, fully performing, not yet fully performing).
38. Transfer : Reassignments to similar positions in other parts of the firm.