The document discusses career and talent management. It defines key terms like career, career management, and career development. Career is the occupational positions a person has over many years, while career management is the process of helping employees understand and develop their career skills. Career development refers to lifelong activities that contribute to a person's career exploration, establishment, success, and fulfillment. The document also discusses the roles of employees and employers in career development. Employers should facilitate career self-analysis and development through human resource activities. Employees should seek variety in their work, ask for feedback, and develop goals and relationships to aid their growth.

1. CAREER AND TALENT MANAGEMENT
Chapter#10

2. 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.

3. CONTINUED…..
 Career Today:
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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

4. 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

5. 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
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lifelong learning budget
Long Reversal
Organize Career Success Teams
Provide Career Coaches
Offer Online Programs

6. 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.

7. 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.

8. MANAGING THE NEW WORKFORCE:
 The Manager’s Role:
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As a manager, it is important to:
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Make good use of all of the time that you are given, as well as your coworker’s
time.
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It is of extreme importance to be efficient in all daily dealings.
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In order to be an effective manager need to use formal sets of knowledge as
well as trusting employees “gut feelings” as a person.

9. BUILDING YOUR MENTORING SKILLS:
 Mentoring:
It is a partnership in which both individuals are contributing and
learning.
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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.

10. 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.

11. EMPLOYER LIFE-CYCLE CAREER MANAGEMENT:

12. 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.

13. 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:
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Create a culture that honor experience
Modify selections procedures
Offer part time jobs
Phased retirement
Preretirement counseling

14. 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

15. 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.

16. TALENT MANAGEMENT SYSTEMS:

17. SUMMARY….
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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.

19. QUESTIONS ASK FROM MANAGER
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Qno1 As an HR manager how you can define career and talent
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Qno2 Is employee’s major strengths appreciated in your organization?
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Qno3 How u defines Mentoring skills?
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Qno5 Is it easy to measure competence among employees?
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Qno4 Kindly tell us some effective Protégés Responsibilities?
management?

20. WHAT HR FUNCTIONS ARE PERFORM IN YOUR ORGANIZATION?
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Understanding and relating to employees as individuals, identifying individual needs and career goals.
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Developing positive interactions between workers.
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Conduct workshops and seminars.
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Provide the necessary resources to accomplish professional and personal agendas.
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Innovate new operating practices to minimize risk.
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Recruiting the required workforce and making provisions for expressed and promised benefit
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Implementing resource strategies.
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Empowerment of the organization, to successfully meet strategic goals by managing staff effectively.
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Employees are free to approach the human resource team for any conceived query or on-the-job stress that is
bothering them.
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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.