CAREER BASED PERFORMANCE
       MANAGEMENT
                By-
          Avinash Kumar
     Kumaravinash23@gmail.com
Organization’s Needs                 Matching Individual and
                                                  Organizatio...
Gauging Employee Potential

          Career                   Career
         Planning                 Planning
        W...
Career Development Initiatives
            Inventorying
            Management
          Requirements and      Performance...
Alternative Career Moves

             Promotion




Exit

                             Transfer

         Demotion
Why Provide Career Development In Your
Organization?
 Employees who are skilled at managing their development are highly
...
 Reduces both internal and external “job shopping and hopping” and
  keeps employees focused on the job at hand.


 When...
 When employees are clear about the real goals of

 their development, the kind of development they
 elect is better focu...
There are 4 critical areas of assessment
 Style…How you do .
 Motivation…Why you do.
 Skills…What you use to do.
 Inte...
MERITS ……
 FOR INDIVIDUALS

 -Knowledge of various career opportunities / individual priorities.

 -Internal promotuions,...
 FOR ORGANIZATIONS

 -attracting and retaining talent
 -Availability of human resources
 -It ensures that people get equa...
DEMERITS
 Costly
 Trained people may leave after training.
 Its Implementation is comlex job.
 -individuals' short com...
 ORGANIZATION
 -poor management support.
 -lack of sufficient resources.
 -biased approach in appointments
Career Management Best Practices
 Providing Employee Assessment and Career Planning
    Workshops
   Conducting Career C...
 Maintaining Internal Job and Talent Banks
 Establishing Individual Learning Accounts
 Starting a Mentoring Program
Tools of Career Planning Programs
 Self assessment tools
 Individual counselling
 Career Information within an Organiza...
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Career Based Performance Management System

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Career Based Performance Management System

  1. 1. CAREER BASED PERFORMANCE MANAGEMENT By- Avinash Kumar Kumaravinash23@gmail.com
  2. 2. Organization’s Needs Matching Individual and Organizational Needs Operational Strategic Career Management Professional Personal Individual’s Needs
  3. 3. Gauging Employee Potential Career Career Planning Planning Workbooks Workshops Career Counseling
  4. 4. Career Development Initiatives Inventorying Management Requirements and Performance Talent Appraisals Using Assessment Centers Determining Individual Mentoring Development Needs
  5. 5. Alternative Career Moves Promotion Exit Transfer Demotion
  6. 6. Why Provide Career Development In Your Organization?  Employees who are skilled at managing their development are highly motivated to perform well in their jobs.  They are more likely to remain productive and loyal.  The availability of development management training reduces both turnover and absenteeism.  Organizations that consistently rank high in “Best Companies To Work For” surveys are far more likely to provide performance and career development training. These kinds of rankings attract and keep the best people.
  7. 7.  Reduces both internal and external “job shopping and hopping” and keeps employees focused on the job at hand.  When employees have the opportunity to access first-rate "worklife assessment", they are far less likely to consider that promotion is the only career move.  The partnership between employee and manager can take on a whole new dimension with very little effort or time expended by the manager. Everyone wins.
  8. 8.  When employees are clear about the real goals of their development, the kind of development they elect is better focused than just learning the next competency that shows up in everyone's training inbox
  9. 9. There are 4 critical areas of assessment  Style…How you do .  Motivation…Why you do.  Skills…What you use to do.  Internal Barriers…What blocks you from doing what you do as well as possible.
  10. 10. MERITS ……  FOR INDIVIDUALS -Knowledge of various career opportunities / individual priorities. -Internal promotuions, Up gradation and transfers -Improves employees performance -career growth as professionals -professional growth opportunities -opportunities for learning -rewards for achievements -performance oriented working
  11. 11.  FOR ORGANIZATIONS -attracting and retaining talent -Availability of human resources -It ensures that people get equal opportunities for growth and development. -Enhances cultural diversity -Promote organizational goodwill -roles are clarified in career counseling . -more realistic approach of what is expected of them. -personal career planning ability is increased -human resource systems are effectively utilized
  12. 12. DEMERITS  Costly  Trained people may leave after training.  Its Implementation is comlex job.  -individuals' short comings. -individuals' lack of initiatives. -individuals' lack of efforts.
  13. 13.  ORGANIZATION -poor management support. -lack of sufficient resources. -biased approach in appointments
  14. 14. Career Management Best Practices  Providing Employee Assessment and Career Planning Workshops  Conducting Career Coaching Workshops for Managers  Establishing Employee Career Centers.  Giving Open Business Briefings  Creating an Internal Network of Information Providers
  15. 15.  Maintaining Internal Job and Talent Banks  Establishing Individual Learning Accounts  Starting a Mentoring Program
  16. 16. Tools of Career Planning Programs  Self assessment tools  Individual counselling  Career Information within an Organization job posting skill inventory career ladders career resource center  Employee assessment programes  Employee development programes  Career programes for special groups

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