Managing Career and Retention
Figure 01:(Basu Mallick, 2019)
According to Hlanganipai & Mazanai(2014), contented employees are more likely to stay with an organization due to strong career management practices, and employees who are satisfied and committed are more likely to stay with the organization (retention).
Career Management
Career management is the process of assisting employees in better understanding and developing their career skills and interests, as well as more successfully employing their skills and interests. Employers and supervisors play a role in career management, but employees are ultimately accountable for their own careers. Establishing company-based career centers, providing career planning workshops, allocating staff development funds, and providing online career development programs are just a few examples.
Figure 02: (Desseler & Varkkey, 2018)
Managing Employee Turnover and Retention
Managing voluntary turnover necessitates first recognizing and then addressing its causes. Improved selection, a well-thought-out training, and career development program, assistance in helping employees layout potential career plans, providing meaningful work and recognition and rewards, promoting work-life balance, acknowledgments, and providing all of this within a supportive company culture are all part of a comprehensive approach to retaining employees.
Employee Life-Cycle Career Management
Employers must address concerns related to employee lifestyle and career management. An employee’s tenure with a company usually follows a life cycle, starting with an interview and ending with a promotion, transfer, and possibly retirement. Most importantly, promotions can be used to recognize and reward great performance as well as to fill unfilled positions with tried and committed staff.
Managing Dismissal
Dismissal is a necessary element of any supervisor’s work. The term “dismissal” refers to the involuntary termination of an employee’s employment with a company. Unsatisfactory performance, misconduct, a lack of qualifications, altered work requirements, and insubordination are all reasons for dismissal. When dismissing one or more employees, keep in mind that in many states, the right to fire at will has been diminished by exceptions. In addition, caution should be exercised to avoid wrongful discharge lawsuits.
Conclusion
Any employer should be concerned about high staff turnover. Employees can acquire a sense of loyalty for companies that are ready to invest in them, and career management can help with retention. Similarly, when it comes to hiring new staff, career development programs might appeal to job seekers.
References
BasuMallick, C. (2019, July 08). What's Better Than Employee Benefits? Employee Career Development. Retrieved from HRtechnologist: http://www.hrtechnologist.com
Desseler, G., & Varkkey, B. (2018). Human Resource Management: Fifteenth Edition. Chennai: Pearson India Education Service Pvt.Ltd.
Hlanganipai, N., & Mazanai, M. (2014). Career Management Practices: Impact of Work Design on Employee Retention . Mediterranean Journal of Social Sciences, 21-31.
Informative article. Keep on writing more and in depth !
ReplyDeleteas staff turnover can cause a business to lose productivity, the time it takes to hire and get a new employee up to speed as well as the financial cost of hiring. But one way to tackle employee turnover is career development. Whether it’s helping your employees create and implement an individual career development plan to offering mentoring providing development and training programs. Very good article. Keep it up.
ReplyDeleteExcellent article ! Keep updating dear ❤️
ReplyDeleteDear Sewwandi
ReplyDeleteA very good blog article and as you mentioned, dismissal of an employee is upto debate. Especially in countries like Sri Lanka where labourers have strong labour rights and companies should not take such actions under any circumstances unless for very serious offenses. I agree with the contents Sewwandi and thanks for sharing
Very informative article, you have clearly touched essential stuffs which will helps to understand what career and retention in HR, congratulations Sewwandi. Keep writing more and more
ReplyDeleteGood article with long explaining. Long time working members are the backbone of the most industry. No any departments heads want to see high turn over in their company. with Career development and job satisfaction playing vital roll for reduce labor turnover.
ReplyDeletecareer management and retention should go perorally in an organization to get the maximum outcome from workers. more experience workers should be with the team always train new members ad share their knowledge. here it has described well. good blog article and good job.
ReplyDeleteAwesome
ReplyDeleteGreat to have some references and practical examples together like this..
ReplyDeleteEmployee retention is a highly challenging task in modern complex and rapidly changing environment. As an example, team member retention of apparel industry has reduced drastically over the years. Due to this companies are struggling to get trained employees and maintain company culture. But also as stated in this article, it is managers responsibility to recognize employees, train, promote and support their career development which helps to retain employees within the company.
ReplyDeletenice attempt dear ,
ReplyDeleteEmployee engagement and retention is emerging as the greatest challenge facing leading organizations’ Talent Management initiatives. Similar to past periods of economic instability, executives are currently focusing their attention on the financial aspects of the organization rather than the workforce. Similarly, managers are placing less emphasis on employee engagement as soaring unemployment rates often lead to the notion that employees are happy to be employed at all, and that further engagement is unnecessary.
Great information.
ReplyDelete