The document discusses career-based performance management and career development initiatives within organizations. It outlines how matching individual and organizational needs through strategic career management can benefit both employees and organizations. Some key benefits include increased employee motivation, loyalty and productivity, as well as attracting and retaining top talent. The document also discusses tools for career planning like self-assessments, counseling, and development programs that help employees advance their careers while meeting business needs.

1. CAREER BASED PERFORMANCE
MANAGEMENT
By-
Avinash Kumar
Kumaravinash23@gmail.com

2. Organization’s Needs Matching Individual and
Organizational Needs
Operational
Strategic
Career Management
Professional
Personal
Individual’s Needs

3. Gauging Employee Potential
Career Career
Planning Planning
Workbooks Workshops
Career
Counseling

4. Career Development Initiatives
Inventorying
Management
Requirements and Performance
Talent
Appraisals
Using Assessment
Centers
Determining
Individual
Mentoring Development Needs

5. Alternative Career Moves
Promotion
Exit
Transfer
Demotion

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.  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.  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. 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. 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.  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. 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.  ORGANIZATION
-poor management support.
-lack of sufficient resources.
-biased approach in appointments

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.  Maintaining Internal Job and Talent Banks
 Establishing Individual Learning Accounts
 Starting a Mentoring Program

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