Human Resource Management People Effectiveness Presentation By : USMAN AKHTAR ROLL NO: 07-17 Presentation To : Sir Ahmad Tasman pasha

Human Resource Management

People Effectiveness

Presentation By : USMAN AKHTAR ROLL NO: 07-17

Presentation To : Sir Ahmad Tasman pasha.

USMAN AKHTARBZUpages.com


1.THE EMPLOYER ROLE IN CAREER DEVELOPMENT:

• INNOVATIVE CAREER DEVELOPMENT INITIATIVES:

• How you achieve & manage your goals.

2.MANAGING PROMOTION AND TRANSFERS:

• MAKING PROMOTION DECISIONS..


DIFFERENCE BETWEEN EMPLOYER & EMPLOYEE:

EMPLOYER:

• A person or firm that employs (hire) workers.

EMPLOYEE:

• A worker who is hired to perform a job.



The Employer’s Role in Career Development:

• All the employer’s human resource activity can support career development efforts.

• A survey illustrates that more than 524 organization in the united kingdom used 17 different career management practices. “posting job opening” was the most popular one.

• Many firms, like sun Microsoft, have relatively formal programs. Sun maintains a career development center staff by certified counselors (Someone who gives advice about problems).

• It helps employees fill development gaps and choose sun career opportunities.


The Employer’s Role in Career Development

Realistic Job Previews

Challenging First Jobs

Networking and Interactions

MentoringCareer-Oriented

Appraisals

Job Rotation

Employer’s Role


• Before hiring realistic job preview can help candidates to guess whether job is indeed for them.

• It also guess whether job’s demands are good fit with a candidate’s skills and interests.

• Especially for recent college graduates, the first job is crucial (essential) for building confidence and a more realistic picture of what he or she can do.



REALITY SHOCK :

• Realistic Job previews and having a experienced mentor

preventing reality shock.

• A phenomena that occurs when a new employee’s high expectations and enthusiasm confront a the reality of boring, unchallenging job.



“MOVING AN EMPLOYEE THROUGH A PREPLANED SERIES OF POSITION IN ORDER TO PREPARE THE PERSON FOR ENHANCED ROLE WITH COMPANY”.

• After the person has been on the job for a while, an employer (firm) can take steps to help further the employee’s (worker) career.

• JOB rotation can help the person develop a more realistic picture of what picture of what he or she is(& is not) good at, and thus the sort of future carrier moves that might be best.



“Formal or informal programs in which mid and senior level manager help less experience employees for instance, by giving them carrier advice and take a active role in guiding another individual”.

• Many company including Marriot international , Charles Schwab and bank of America have formal mentoring program.

• Here more senior professionals and manager team with less experience protégés (A person who receives support) to improve their performance and career progress.




Innovative corporate career development Initiatives; Employer’s corporate career development initiatives may also include

innovative programs like:

1.Provide each employee with individual budget:

• Organization provide each employee with an individual budget which he or she can use this budget for learning about career options and personal development.

2. Offer on-site or online career centers.• This include a web-based or off-line library of career development

materials, career workshops, workshop or related topics (such as time management), and individual career coaches for career guidance.

INNOVATIVE CAREER DEVELOPMENT INITIATIVES:


• EXAMPLE:

• The U.S Department of labor’s online occupational outlook handbook (www.bls.gov/ocol/) updated each year, provide detailed descriptions and information on hundreds of occupation.

• The NEW YORK state department of labor (http://nycareerzone.org) similarly provides excellent information on career categorized in clusters, such as Art and Humanities, business and information system, and engineering and technology.


http://www.bls.gov/ocol/

http://nycareerzone.org/


3.Establish “corporate campus”.• Shared by or involving all the member of campus.

• Make career and development courses and program available, perhaps through partnerships with locale colleges or consultant.

4. Provide career coaches.• career coaches usually work one-on-one with individual employees.

• They use career assessment tools and identify their training and development options.

• As far key position is concerned their are also “executive coaches” provide assessment and advices.



5. Provide career planning “workshops”.

• Planned learning event in which participants are expected to be actively involved.

• Emphasizes problem solving.

• A typical workshop includes a self assessment , an environmental assessment, and goal-setting and action-planning segment.



Sample Agenda Two-Day Career Planning Workshop



• Be wise in choosing your first job.• You should select a powerful department as the place to start

your career.• A powerful department is one where crucial and important

organization decisions are made.

• You should assess the organization’s culture so that you can determine what the organization wants and values.


• Your immediate future is in hands of your boss.• Boss evaluate your performance, and you are unlikely to have

enough power to successfully challenge the supervisor.• So you should make the effort to help your boss succeed, be

supportive don’t undermine your boss.

• The suggestion to think laterally acknowledges the changing world of work.

• To survive in the environment, it’s a good idea to think in terms of lateral moves.



• Identify Your Career Stages.


CAREER STEPS

• Exploration(15 to 24 years old)

• Establishment (24 to 34 years old)

• Mid-career(45 to 55 years old)

• Decline (retiring stage).


1. EXPLORATION

• Training

• Trying lots of options

• Finding what you like

• New beginnings

• Find a mentor


2: ESTABLISHMENT

• Becoming an expert

• Making your mark

• Have a mentor


3: MID-CAREER

• Level of comfort

• Demonstrated success

• Maybe satisfaction, enjoyment

• Be a mentor


4: DECLINE

• Retirement

• Change of life focus

• Legacy

MANAGING PROMTION AND TRANSFER



• PROMOTIONS: “It is defined as Advancements to

positions of increased responsibility.”• TRANSFER: “Reassignments to similar positions in

other parts of the firm.”

MANAGING PROMOTION AND TRASFER:


Managing Promotions and Transfers

Decision 1: Is Seniority or Competence

the Rule?

Decision 4:Vertical,

Horizontal, or Other?

Decision 2:How Should We Measure

Competence?

Decision 3:Is the Process

Formal or Informal?

Making Promotion Decisions


• Handling Transfers– Employees’ reasons for desiring transfers

1. More interesting jobs

2. Greater convenience (better hours, location)

3. Greater advancement possibilities

– Company’s reasons for transferring employees

1. To vacate a position where an employee is no longer needed.

2. To fill a position where an employee is needed.

3. To find a better fit for an employee within the firm.



Carter Cleaning Company:THE CAREER PLANNING PROGRAM

Career planning has always been low-priority item for carter cleaning, since “just getting workers to come to work and then keeping them honest is enough of a problem,” as jack likes to say. Yet Jennifer thought it might not be a bad idea to give some thought to what a career planning program might involve for carter. A lot of their employees had been with them for years in dead-end jobs, and she frankly feel badly for them:" perhaps we could help them gain better perspective on what they want to do," she thought.

And she definitely beloved that the store management group needed better career direction if carter cleaning was to develop and grow.

QUESTIONS:


• Question 1: What would be the advantages to carter cleaning of setting up a

career planning program?

• Question 2: Who should participate in the program? All employee? Selected

employee?

• Question 3:

Outline and describe the career development program you would propose for the carter’s employees?

Carter Cleaning Company:THE CAREER PLANNING PROGRAM

THANKS

Documents

Human Resource Management People Effectiveness Presentation By : USMAN AKHTAR ROLL NO: 07-17 Presentation To : Sir Ahmad Tasman pasha