Career and Talent Management by Junaid Chohan
Upcoming SlideShare
Loading in...5
×
 

Career and Talent Management by Junaid Chohan

on

  • 250 views

 

Statistics

Views

Total Views
250
Views on SlideShare
250
Embed Views
0

Actions

Likes
0
Downloads
10
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

Career and Talent Management by Junaid Chohan Career and Talent Management by Junaid Chohan Presentation Transcript

  • CAREER AND TALENT MANAGEMENT Chapter#10
  • CAREER MANAGEMENT BASICS:  Career Terminology: • Career management: Occupational position a person is having from time to time. • Career development: Is the lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment. • Career planning: The deliberate process through which someone becomes aware of personal skills interest, knowledge, motivation and other characteristics and establishes action plans to attain the specific goals.
  • CONTINUED…..  Career Today: • • • • • • services and activities intended to assist individuals, Any age and at any point throughout their lives, to make educational, training and occupational choices and to manage their careers. First thing required to choose the right career is to know your interest. Schools should play their role; teachers should educate students with different kind of career options they could avail according to their interests and resources. • It is very important for the students to know about job searching strategies, such as writing a resume and cover letter, learning interview skills. In a country like Pakistan where literacy rate is quiet low, only 26% of students make their way to the higher education so, 74 percent of the students drop out due to many reasons
  • CONTINUED….  The Employee’s Role: Some things that the employee should consider in their own development include seeking a variety of assignments, tackling tough problems and asking for feedback.  Some things the employee should have and consider when beginning work towards development: • Specific goals; identify goals for new skills and look for ways to meet those goals • Energy to make the development possible • A variety of work assignments • Asking for feedback • Opportunities to coach others and finding good coaches for him or herself • Developmental relationships that provide a variety of learning
  • CAREER MANAGEMENT METHOD:  The Employer’s Role: Employers should carefully prepare what they are going to do in order to meet their responsibilities to make a risk assessment, and put in place the measures necessary for the safety and health of workers.  Some Innovative Employer Career Initiatives • • • • • lifelong learning budget Long Reversal Organize Career Success Teams Provide Career Coaches Offer Online Programs
  • COMMITMENT ORIENTED CAREER DEVELOPMENT EFFORTS: • The employer’s career planning and development activities can and should pay a central role here. Managed effectively the employer’s career development process should send the signal that the employee cares about the employee’s career success and thus deserves the employee’s commitment.
  • CAREER ORIENTED APPRAISALS • The annual or semi-annual appraisal provides an excellent opportunity to review career related issue. • Provide the ideal occasion to link the employee’s performance, career interests and developmental needs into a coherent career plan.
  • MANAGING THE NEW WORKFORCE:  The Manager’s Role: • As a manager, it is important to: • Make good use of all of the time that you are given, as well as your coworker’s time. • It is of extreme importance to be efficient in all daily dealings. • In order to be an effective manager need to use formal sets of knowledge as well as trusting employees “gut feelings” as a person.
  • BUILDING YOUR MENTORING SKILLS:  Mentoring: It is a partnership in which both individuals are contributing and learning.  As the efforts of two people to grow through experiencing Shared discoveries.  The Effective Mentor: • like friends in that their goal is to create a safe context for growth. • High standard and do lots of effort on mentoring relationship required.
  • THE PROTÉGÉS RESPONSIBILITIES: • The protégés is largely responsible for making the relationship work. Suggestions for Protégés: • Choose an appropriate potential mentor. • Don’t be surprised if you’re turned down. • Make it easier for a potential mentor to agree to your request. • Respect the mentor’s time.  
  • EMPLOYER LIFE-CYCLE CAREER MANAGEMENT:
  • CONTINUED…..  Making promotions decision: • Promotion decisions are made by the top management. • Promotion is made through appraisals which are given annually. • Promotions decision is a positive experience.  Managing Transfers: • A transfers is a move from one job to another, usually with no change in pay or grade. • Employee seek transfers for many reasons including personal enrichment greater convenience and most important is location of work.
  • CONTINUED….  Managing Retirement: The official retirement age is fixed at 60 Retirement planning is just for helping current employees slip into retirement.it can also enable the employer to retain in some skills and brain power.  Suggestions: • • • • • Create a culture that honor experience Modify selections procedures Offer part time jobs Phased retirement Preretirement counseling
  • TALENT MANAGEMENT: The automated end to end process of planning, recruiting, developing, managing, and compensating employees throughout the organization. •Attracting and recruiting qualified candidates with competitive backgrounds •Managing and defining competitive salaries •Training and development opportunities •Performance management processes •Retention programs •Promotion and transitioning
  • CONTINUED…. • Talent management is also known as HCM (Human Capital Management), HRIS (HR Information Systems) or HRMS (HR Management Systems), and HR Modules. However, talent management is usually a set of processes and does not always rely on a computer system, as do HRIS and HRMS.
  • TALENT MANAGEMENT SYSTEMS:
  • SUMMARY…. • • • • • Career: the occupational positions a person has had over many years.  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.  Career development: the long life activities of that contribute to the person’s career exploration, establishment, success, and fulfillment. Career planning: the deliberate process through which someone becomes aware of personal skills interest, knowledge, motivation and other characteristics and establishes action plans to attain the specific goals. Employer career efforts today: They use human resource activities not just to support the employer’s needs, but also to facilitate career self-analyze and development.
  • QUESTIONS ASK FROM MANAGER • Qno1 As an HR manager how you can define career and talent • Qno2 Is employee’s major strengths appreciated in your organization? • Qno3 How u defines Mentoring skills? • Qno5 Is it easy to measure competence among employees? • Qno4 Kindly tell us some effective Protégés Responsibilities? management?
  • WHAT HR FUNCTIONS ARE PERFORM IN YOUR ORGANIZATION? • Understanding and relating to employees as individuals, identifying individual needs and career goals. • Developing positive interactions between workers. • Conduct workshops and seminars. • Provide the necessary resources to accomplish professional and personal agendas. • Innovate new operating practices to minimize risk. • Recruiting the required workforce and making provisions for expressed and promised benefit • Implementing resource strategies. • Empowerment of the organization, to successfully meet strategic goals by managing staff effectively. • Employees are free to approach the human resource team for any conceived query or on-the-job stress that is bothering them. • Performance of employees is also actively evaluated on a regular basis. These are checks conducted by the HR to verify and thereby confirm the validity of the employee’s actual performance matching the expected performance.