Managing Careers

10 and Retention

4-

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 Learning Objectives
10-1. Discuss what employers and supervisors
can do to support employees’ career
development needs.

10-2. Explain why career

4- development can

improve employee engagement.

10-3. Describe a comprehensive approach to

retaining employees.

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 Learning Objectives
10-4. List and briefly explain the main
decisions employers should address in
reaching promotion and other employee
life-cycle career decisions.
4-

10-5. Explain each of the main grounds for

dismissal.

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 I.
Describe what employers
and supervisors can do to
support employees
4-
career
development needs.

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 Career Management
• Career
• Career Management
• Career Development
4-

• Career Planning

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Careers Today

4-

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The Psychological Contract

4-

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Employee’s Role in Career
Management

4-

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Employer’s Role in Career
Management continued

4-

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 Employer’s Career Management
Methods

• Training
• Planning Workshops
4-

• Career Coaches

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 The Manager as
Mentor and Coach

4-

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 Coaching and Mentoring

1. Set High Standards

2. Invest The Time
3. Actively Steer Protégés
4. Requires Trust 4-

5. Professional Competence
6. Consistency
7. Ability to Communicate
8. Share Control

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 II.
Explain why career
development can improve
employee engagement.
4-

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 Employee Engagement
Guide for Managers

1. Career Management
4-
2. Commitment-Oriented
Career Development
Efforts

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 III.
Describe a comprehensive
approach 4-to retaining
employees.

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 Managing Employee
Turnover and Retention

4-

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Managing Voluntary Turnover

4-

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A Comprehensive Approach
to Retaining Employees

• Exit Interviews
• Attitude Surveys 4-

• Open door / Hotlines

• Stay Interviews

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Job Withdrawal

4-

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 IV.
List and briefly explain the main
decisions employers should
address in reaching promotion
4-

and other employee life-cycle

career decisions.

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Employee Life-Cycle
Career Management

4-

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 Making Promotion
Decisions

1. Is seniority or competence the rule?

2. How should we measure competence?
3. Is the process formal
4-
or informal?
4. Vertical, horizontal, or other?

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Managing Transfers

4-

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Managing Retirement

4-

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 V.
Explain each of the
main grounds
4-
for
dismissal.

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Managing Dismissals

4-

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 Grounds for Dismissal

1. Unsatisfactory Performance
2. Misconduct
3. Lack of Qualifications
4-
for the Job
4. Changed Requirements of the Job
5. Insubordination

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 Fairness Safeguards

1. Allow a Full Explanation

2. Multistep procedure / Appeal process
3. Person who does 4-the dismissal
4. Severance Pay

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 Avoiding Wrongful Discharge Suits

• Wrongful Discharge – (or termination)

occurs when an employee’s dismissal does
not comply with the law or with the
4-
contractual arrangement stated or implied
by the employer.

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Security Measures
&
Supervisor
4- Liability

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 The Exit Process and
Termination Interview
1. Plan the interview carefully
2. Get to the point
3. Describe the situation
4-

4. Listen
5. Review the severance package
6. Identify the next step

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 The Exit Process and
Termination Interview continued
• Outplacement Counseling
• For The Employee
• Exit Interview 4-

• The Exit Process

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Adjusting to Downsizing and Mergers

1. The right people are

released
2. Compliance with Law
4-

3. Just and Fair

4. Security
5. Reducing Uncertainty

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 Chapter 10 Review

What you should now know….

4-

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