SESSION 17-19

CAREER MANAGEMENT
Career management is conscious planning of one’s activities and engagements in the jobs one
undertakes in the course of his life for better fulfilment, growth and financial stability. The
individual self has a greater burden of career management than the company. Personal growth
in terms of abilities, competences, and attitude change through time are things that one may
need to take care of on one's own. Short-term objectives must be accomplished and reviewed.
Long-term professional objectives must be altered in response to changes in work and self;
organisations may or may not be concerned or aligned with your career and life aspirations.
Counselling may often be of great assistance in appraising a career and its future prospects, as
well as in developing clarity of values, which vary with the passage of time.

EMPLOYEE ENGAGEMENT
Employee engagement is a human resources (HR) term that represents a worker's excitement
and attention to their job. Employees that are engaged care about their job and the company's
performance, and they believe that their efforts make a difference. An engaged employee is
motivated by more than a salary and may view their well-being to be tied to their
performance and hence important to the success of their firm.
Important Key Points
Employee engagement refers to a worker's degree of excitement and devotion to their
job.
Given the linkages between work satisfaction and employee morale, employee
engagement may be crucial to a company's success.
Employees that are engaged are more likely to be productive and perform well.
Employers may increase employee engagement by communicating effectively,
providing rewards, and addressing career progression.

RETAINING EMPLOYEES
Employee retention management comprises taking deliberate actions to keep workers
engaged and focused so that they choose to remain employed and fully productive for the
firm's benefit. A comprehensive employee retention programme may aid in the recruitment
and retention of key personnel, as well as the reduction of turnover and its associated costs.
All of these elements contribute to a company's overall productivity and effectiveness.
Keeping a good employee is more efficient than finding, training, and orienting a
replacement of the same calibre.
Fairness and transparency are basic yet powerful ideals that may leave an indelible impact on
employees. Employees ranked these five elements as the most important contributors to work
satisfaction, which contributes to employee retention.
All employees, at all levels, are treated with dignity.
Compensation/pay.
Employees and upper management trust each other.
Job safety.
Possibilities to put their skills and abilities to use at work.
LIFECYCLE CAREER MANAGEMENT
The employee life cycle model identifies and expresses the many and most essential stages
that an employee goes through as they interact with their employer. Attraction, recruitment,
onboarding, development, retention, and separation are the six distinct stages at work. An
employee progresses through each step in the order listed.
Attraction: Your relationship with an employee does not begin when they first come
at the workplace. It doesn't even begin when they sign a contract or apply for a job. It
begins the moment they are introduced to your employer brand for the first time. That
is why outstanding HR professionals understand the importance of building the
correct organisational culture. The following stage is to introduce this culture to the
rest of the globe! Prospective workers will have selected you for a variety of reasons,
including compensation, job title, and job fit.
Recruitment: Recruitment is the next stage in the employee life cycle. This is
important regardless of whether you do it the old-fashioned way or use tools to help
you manage the recruitment process. That’s because how you treat prospective
workers (even if they don't win the job) will shape their opinion of your firm for the
rest of their lives.
Onboarding: When you start a new job, it's normal to feel enthusiastic. There is a
sense of possibility and hope. As a result, now is the best moment to make visitors
feel welcome, safe, and at ease. Getting this correctly will make new recruits feel like
they have a chance to make an impact on the organisation. Onboarding is the process
of assimilating new employees into your company's culture and actually becoming a
member of the team. One approach to do this is to ensure that your company's
fundamental values are identified and communicated.A good onboarding procedure
for new staff is also beneficial.
Retention: This is an important stage in the employee life cycle. This is due to the
fact that if employees have been with a firm for a time, there is a genuine risk that
bosses may begin to take them for granted. That is why it is critical to handle difficult
subjects like incentives and recognition as soon as feasible. Then, over time, make
sure workers understand what they need to do to help them accomplish their
objectives, as well as what HR has to do to preserve accurate records of their desires,
progress, and achievement.
Career Development: Once your employees are established and content, think about
how planned professional development may help you get the most out of them.
Separation: Employees eventually opt to leave. There are several elements at play at
this point of the employee life cycle. Former workers, for example, may relocate or
 seek professional prospects that they cannot find at your firm; they may retire, start
their own businesses, or be lured away by a competitor. Reflection is critical at this
point. A successful offboarding process may help you identify areas for improvement
in the employee experience.
MANAGING DISMISSALS
Dismissal is the act of eliminating or terminating an employee's job or employment. When a
worker working for a corporation is fired from his or her tasks, this is referred to as dismissal.
Dismissal is also known as firing or sacking of an employee.
The most severe disciplinary action that an employer can take is dismissal. As a result, it
requires careful attention. There should be adequate grounds for dismissal if all reasonable
efforts to rehabilitate or salvage the employee have failed. However, there will surely be
moments when removal is necessary, maybe immediately.
The easiest approach to deal with a dismissal is to avoid it altogether. Many dismissals are
the result of poor recruiting judgments. Effective selection methods, including as assessment
exams, reference and background checks, drug testing, and well-defined job descriptions, can
help to minimise the number of dismissals.