Employee Growth Unit 6

1. Employee GrowthUnit 6

2. Need for Employee Growth • Companies are designing employee growth programs to increase employee productivity, prevent job burn out and obsolescence, and improve the quality of employees’ work lives.

3. Career Planning • Career is an “individually perceived sequence of attitudes and behaviour work-related activities and experiences over the span of a person’s life.” • Career planning is a deliberate attempt by an individual to become more aware of his or her own skills, interests, values opportunities, constraints and consequences. It involves identifying career-related goals and establishing plans to achieving those goals.

4. Career Development Activities 1. Self assessment tools 2. Individual Counselling; 3. Information Services 4. Initial employment Programs 5. Organizational Assessment programs 6. Developmental programs

5. Succession Planning • Succession planning involves having senior executives periodically review their top executives and those in the next-lower level to determine several backups for each senior position. • This is important because it often takes years of grooming to develop effective senior managers.

6. Informal succession planning • The individual manager identifies and grooms his or her own successor. • This is more prevalent in smaller firms.

7. Formal succession planning • Formal succession planning involves an examination of strategic (long-range) plans and HR forecasts and a review of the data on all potential candidates.

8. Formal succession planning • Benefits: There are many benefits of having a formal Succession Planning System: • Provides a specific connection to business and strategic planning • Provides a more systematic basis to judge the risk of making particular succession and developmental moves. • Assists in developing systematized succession plans that fit with a distinct trend to codify, whatever possible, more general and comprehensive corporate palling actions.

9. Formal succession planning • Benefits: • Improves the identification of high potential and future leaders. • Reduces randomness of managerial development movements. • Helps anticipate problems before they get started – and thereby avoid awkward or dysfunctional situations. • Provides logical approach for locking succession planning into the process of human resource planning.

10. Formal succession planning • Benefits: • Facilitate integration of the many components of human’s resources planning after having done many of these separately in the past. • Improves internal promotion opportunity • Provides early warning if succession does not exist for a position allowing for lateral hiring from the market.

11. Other Career Programs • Work-Family Programs • Relocation Assistance and hiring practices . • Work Family Seminars and flexible HR practices . • Flexible Work schedules

12. Other Career Programs • Outplacement Program • Special Programs for Women, Minorities and Employees with Disabilities:. • Fast Track employees identified usually as ‘stars’ with high potential for future are placed on a fast track program