Part 3: TRAINING AND HUMAN RESOURCE
DEVELOPMENT
Chapter 9
DEVELOPING EMPLOYEES &
MANAGING CAREERS
Learning Objectives
When you finish studying this chapter, you should be able to:
✔ Discuss what employers and supervisors can do to support
employees’ career development needs.
✔ Explain the concept of careers and career paths
✔ List and discuss the four steps in effectively coaching and
mentoring an employee.
✔ Explain why career development can improve employee
engagement.
✔ Describe a comprehensive approach to retaining employees.
Learning Contents
01 Career Management
02 Careers and Career Paths
03 Improving Mentoring and Coaching Skills
04 Employee Engagement Guide for Managers
05 Managing Employee Retention and Turnover
Business incident: There’s No Future Here!
1 OF 3
Business incident:
2 OF 3
There’s No Future Here!
Business incident:
3 OF 3
There’s No Future Here!
1- Career Management
Concepts
career ▷ the occupational positions a person has had over many years
career ▷ the process for enabling employees to better understand and
management develop their career skills and interests, and to use these skills
and interests more effectively
career ▷ the lifelong series of activities that contribute to a person’s career
development exploration, establishment, success, and fulfillment
career planning ▷ the deliberate process through which someone becomes aware
of personal skills, interests, knowledge, motivations, & other
characteristics and establishes action plans to attain specific goals
1- Career Management
The role of employees and employer in career management
employees employers
▷ accept responsibility ▷ provide promotional
managers
for his/her own career opportunities
▷ assess interests, skills, ▷ offer career
▷ provide performance
and values information and
feedback
▷ seek out career career programs
▷ offer developmental
information resources ▷ give employees
assignments & support
▷ take all steps required to career options
▷ participate in career
ensure a happy and ▷ manage employees’
development discussions
fulfilling career reality shock
with employees
▷ coaching & mentoring
1- Career Management
1- Career Management
TYPES OF CAREER PATHS
Traditional ▷ Employee progresses vertically in organization from one specific
career path job to the next
Network career ▷ Involves both vertical job sequence and horizontal
path opportunities
Lateral skill ▷ Involves lateral moves within company
path
Dual career ▷ Technical specialists contribute expertise without having to become
path managers
Free agents ▷ Take charge of all or part of career by being own boss or working
for others in ways that fit particular needs or wants
1- Career Management
trying a lot of
potential fields to
see what you like or
don’t like
making your no longer learning
mark is about their jobs nor
characterized expected to outdo
by making levels of performance
MISTAKES from previous years
1- Career Management
The role of employees and employer in career management
employees employers
▷ accept responsibility ▷ provide promotional
managers
for his/her own career opportunities
▷ assess interests, skills, ▷ offer career
▷ provide performance
and values information and
feedback
▷ seek out career career programs
▷ offer developmental
information resources ▷ give employees
assignments & support
▷ take all steps required to career options
▷ participate in career
ensure a happy and ▷ manage employees’
development discussions
fulfilling career reality shock
with employees
▷ coaching & mentoring
1- Career Management
Supporting employees’ career-development needs invariably requires
tapping the manager’s coaching and mentoring skills
COACHING ▷ means educating, instructing, and training
▷ focuses on teaching shorter-term job-related skills
▷ often touches on the ability to relearn
MENTORING ▷ means advising, counseling, and guiding
▷ focuses on helping employees navigate longer-term
career-type hazards
▷ often touches on the person’s psychology
1- Career Management
The role of employees and employer in career management
employees employers
▷ accept responsibility ▷ provide promotional
managers
for his/her own career opportunities
▷ assess interests, skills, ▷ offer career
▷ provide performance
and values information and
feedback
▷ seek out career career programs
▷ offer developmental
information resources ▷ give employees
assignments & support
▷ take all steps required to career options
▷ participate in career
ensure a happy and ▷ manage employees’
development discussions
fulfilling career reality shock
with employees
▷ coaching & mentoring
1- Career Management
TYPES OF CAREER PATHS
Traditional ▷ Employee progresses vertically in organization from one specific
career path job to the next
Network career ▷ Involves both vertical job sequence and horizontal
path opportunities
Lateral skill ▷ Involves lateral moves within company
path
Dual career ▷ Technical specialists contribute expertise without having to become
path managers
Free agents ▷ Take charge of all or part of career by being own boss or working
for others in ways that fit particular needs or wants
1- Career Management
The role of employees and employer in career management
employees employers
▷ accept responsibility ▷ provide promotional
managers
for his/her own career opportunities
▷ assess interests, skills, ▷ offer career
▷ provide performance
and values information and
feedback
▷ seek out career career programs
▷ offer developmental
information resources ▷ give employees
assignments & support
▷ take all steps required to career options
▷ participate in career
ensure a happy and ▷ manage employees’
development discussions
fulfilling career reality shock
with employees
▷ coaching & mentoring
2- Employee Turnover & Retention
Managing Turnover
Turnover ▷ the process in which employees leave an organization and have to be
replaced.
▷ the rate at which employees leave a firm
▷ often, start with poor selection decisions, compounded by
inadequate training, insensitive appraisals, and inequitable pay.
types of employee turnover o involuntary turnover o uncontrollable turnover
o voluntary turnover o controllable turnover
o functional turnover
o dysfunctional turnover
2- Employee Turnover & Retention
A comprehensive approach to retaining employees
❖ periodically tracking the number of employees who leave the company, and
identify the issue
❖ selecting the right employees
❖ providing adequate career prospects and professional development
❖ clarifying what employees’ expectations are regarding their performance
❖ emphasizing on job recognition
❖ high-performance/ involvement work practices
2- Employee Turnover & Retention
Exit interviews
Definition
conducted by the employer immediately prior to the employee leaving the
firm with the aim of better understanding what the employee thinks about
the company.
What to be asked in the exit interview?
IN SUMMARY
Career management
• the process for enabling employees to better understand and develop their career skills and
interests, and to use these skills and interests more effectively
The employees’ role in career management
• accept responsibility for own career; assess interests, skills, and values; seek out career information
resources; take all steps required to ensure a happy and fulfilling career.
The employer’s/ manager’s roles in career management
• manager: provide performance feedback; offer developmental assignments & support; participate in
career development discussion with employees; coaching and mentoring
• employer : provide promotional opportunities; offer career information and career programs; give
employees career options.
Turnover
• the process in which employees leave an organization and have to be replaced;
often start with poor selection decisions; compounded by inadequate training,
insensitive appraisals, and inequitable pay.
• periodically tracking the number of employees leaving & identifying the issues,
improving HRM practices.
CRITICAL THINKING
Self-Assessment Questions
◆ Why is it advisable for a career management effort to be
comprehensive?
◆ Why is an exist interview important? How does the information from
that interview contribute to the retention solution?
Carter Cleaning Company: The Career Planning Program
Read The case study ‘Carter Cleaning company’ in your Textbook, pg. 313).
Questions:
1. What would be the advantages to Carter Cleaning of setting up a
career planning program?
2. Who should participate in the program? All employees? Selected
employees?
3. Outline and describe the career development program you would
propose for the cleaners, pressers, counter people, and
CASE STUDY managers at the Carter Cleaning Centers
ANALYSIS
To Our Next Week
Training and HR development
Read
Chapter 8 – Performance Management and
Appraisal Today (pp. 255)
