Professional Documents
Culture Documents
DEFINATION OF CAREER
1.Career is a sequence of attitudes and behaviors
associated with the series of job and work related activities over a persons life time. 2.Succession of related jobs ,arranged in hierarchical order, through which a person moves in an organization.
employees To reduce employee turnover To practice a balanced promotion from within policy To make employees adaptable to changes To maintain harmonious industrial relation
CONT
To increase employees loyalty commitment to the
organization To inculcate equitable employment practices providing equal career progression opportunities to women and minorities
Establishment stage
Maintenance stage Stage of decline
EXPLORATORY STAGE
Ensure the availability of accurate information
about the various occupations existing in the organization to the new employee Create opportunities to enable new employees to get information with the organizational careers through job rotation, internship, visit different units, seminars, etc. Sponsor educational and training programmes for ensuring supply of potential talent in future.
ESTABLISHMENT STAGE
Identification of the best possible talent for the
organization Communicating the correct and positive of the organization to the employee Maximum learning and favorable attitudes of the employees towards the organization Assigning challenging jobs to employees to enable them test their abilities and skills/ Designing of development plan ,identification of development needs, deciding career steps, etc
MAINTANANCE STAGE
Strategies motivate employees, so that they can
be productivity utilized even without promotion Adequate oppertunities for transition from specialist cadres to generalist position at higher levels of the organization Help employees to adjust to their changing role s their career shifts from active position to advisory position Help employees to prepare for retirement
DECLINE STAGE
Manage retirement without destroying the
employees sense of self-worth Invent new creative part-time roles for which can use their knowledge, experience and wisdom
promotional avenues It improves morale and motivation It enables organizations to man promotional vacancies internally It ensures better utilization of employees skills and provides increased work satisfaction to employees It makes employees adaptable to the changing requirement of the organization
CONT.
It reduces industrial disputes related to
promotional matters and thereby provides opportunity to the organization to maintain hard industrial relations Career development programs ensure equitable promotional decisions for every human in an organization
Cont
Immediate (within 1 year) 2. Intermediate(1 to 5 years) 3. Long range (beyond 5 years)
1.
Cont
4. The fourth step is to develop a good performance appraisal system to get feedback on managerial performance and to review their progress and shortfalls. 5. The fifth step is the preparation of the management resource inventory. Such inventory contains details of personal data, performance records, skills, potential, career goals and career paths of managerial personnel.
MANAGEMENT DEVELOPMENT
Management development is a scientific training
process for managers and executives to enrich their knowledge and skills so as to make them competent to manage their organization effectively.
2.
3. 4. 5. 6.
A continues process A knowledge updating activity A vehicle for attitudinal change A stimulant to higher competence A deficiency improver A self-development process
COMPONENTS OF MDP
Selection selection process enables us to understand the innate potentiality of the executives and the degree and extent of their managerial abilities. 2. Intellectual Conditioning It is the process of educating managers and executives on different managerial tools and techniques
1.
Cont.
3. Supervised training
It is the process of guiding managers and executives while they apply and use their knowledge in day to day work
STEPS OF MDP
1.
2.
3. 4. 5. 6.
To look at the organizations objectives To ascertain the development needs To appraise the present performance of managerial staff To prepare manpower inventory To plan for individual development programs To establish training and development programs
OBJECTIVES OF MDP
To make available managers and executives with requisite knowledge and skill to meet the present and anticipated future needs of the organizations. 2. To encourage managers to develop their full potentiality for handling greater responsibility 3. To improve the functional competence of the managers , making them more transparent and responsive to the changing needs of the organization. 4. To develop managers for higher assignments, duly replacing the elderly executives.
1.
PERFORMANCE APPRAISAL
DEFINITION: performance appraisal is the
systamatic description of an employees job relevant strengths and weakness. Or performance appraisal is evaluating employee contribution to the job.
PURPOSE OF DEVELOPMENT
Provide performance feedback to all concerned.
strengths and weakness. Evaluate goal achievement of employees. Identify individual training needs. Determine organizational training needs. Reinforce authority structure.