Management Consultant
Hr Consultant

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thank you so much for the reply given to my questions
though i still need information on turnover, factors responsible for it and what can be done to rescue such situation
i look forward to your reply
once again, i say thank you

1. what are the factors responsible for turnover and how can the situation be remedied

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A number of factors which

could trigger high level of turnover

-lack of market orientation of paypacket

[pay for performance / incentivation/ market oriented paypackaging]


-lack of achievement recognition

[develop short term/long term recognition/loyalty program]


-lack of movements in position in the organization.

[introduce job enlargement/ job enhancement/multiskilling etc]


-lack of effective program of succession planning

[develop a transparent succession plan for the organization]


-lack of effective career planning

[develop an effective career plan for selected individuals in the organization]


-lack of effective career development

[develop an effective career development plan for the organization]


-lack of proper potential assessment

[develop a transparent potential assessment for promotions for the organization]


-lack of job relation to aptitude

[as part of career plan, conduct aptitude test-to get right talent for the right job]


-poor response from other middle management

[train the middle management in ''people management skills'']


-lack of support from other senior staff

[train the senior staff in '' interpersonal skills ]


-no feedback from management on performance

[train the middle management in ''people management skills'']


-lack of challenging assignment

[introduce job rotation / job enlargment/ job enrichment etc ]


-lack of opportunity to work with major/significant projects.

[ introduce team project assignments ]


-lack of information about where they are going in the next 3 years

[ career plan /development program would help to fill this gap ]


-lack of information where the organization is moving in the next 5 years

[ brief them a non-detailed company strategic plan ]


etc etc


2. what is career pathing and career planning

Career Pathing is a set of diverse strategies that develop

articulated connections between jobs in the same or related industries to achieve

occupational advancement or increased wages, skills and benefits for workers.

A sampling of strategies that are commonly used in career pathing include:

Developing curriculum for new training to advance in a career field;

Creating new job classifications that can provide additional steps up in a field;

Training workers to start businesses in their sector to increase income;

Working with employers to articulate paths or skill standards for advancement where

none existed previously;

Upgrading skills for low-skill workers;

Providing technical assistance to employers to demonstrate how to implement career


Creating new strategies for credentialing workers;

Building education and training benefits packages where they dont already exist;

Investing in career counseling and mentoring programs for low-wage workers.




Performance appraisal-------------------------------potential assessment



personal development--training/development--career counseling--mentoring



Career Planning is a critical element / outcome of SUCCESSION PLANNING,

Performance appraisal and Potential assessment systems.

The process of career planning

Career planning is the key process in career management. It uses all the information provided by the organization's assessments of requirements, the assessments of performance and potential and the management succession plans, and translates it in the form of individual career development programs and general arrangements for management development, career counseling, mentoring and management training.

Career planning ‑ the competency band approach

It is possible to define career progression in terms of the competencies required by individuals to carry out work at progressive levels of responsibility or contribution. These levels can be described as competency bands.

Competencies would be defined as the attributes and behavioral characteristics needed to perform effectively at each discrete level in a job or career family. The number of levels would vary according to the range of competencies required in a particular job family. For each band, the experience and training needed to achieve the competency level would be defined.

These definitions would provide a career map incorporating 'aiming points' for individuals, who would be made aware of the competency levels they must reach in order to achieve progress in their careers. This would help them to plan their own development, although support and guidance should be provided by their managers, and HR specialists . The provision of additional experience and training could be arranged as appropriate, but it would be important to clarify what individual employees need to do for themselves if they want to progress within the organization.

The advantage of this approach is that people are provided with aiming points and an understanding of what they need to do to reach them. One of the major causes of frustration and job dissatisfaction is the absence of this information.

A competency band career development approach can be linked to

Aiming points

1. Competence band 1 definition

Basic training and experience

2. Competence band 2 definition

Continuation of medium training and experience

3.Competence band 3 definition

Continuation of advanced training and experience

Career planning is for core people as well as high‑flyers

The philosophy upon which career plans are based refers not only to advancing careers to meet organizational and individual requirements, but also the need to maximize the potential of the people in the organization in terms of productivity and satisfaction under conditions of change, when development does not necessarily mean promotion.

career planning is for individuals as well as the organization

Career planning procedures are always based on what the organization needs. But they have to recognize that organizational needs will not be satisfied if individual needs are neglected. Career planning has to be concerned with the management of diversity.

Career plans must therefore recognize that:

* members of the organization should receive recognition as individuals with unique needs, wants, and abilities;

* individuals are more motivated by an organization that responds to their aspirations and needs;

* individuals can grow, change and seek new directions if they are given the right opportunities, encouragement and guidance.

Career planning techniques

Career planning uses all the information generated by the succession plans, performance, and potential assessments and self‑assessments to develop programs and procedures which are designed to implement career management policies, achieve succession planning objectives and generally improve motivation, commitment and performance.

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3. what are the charcacteristic features of the categories of human resoucres managers, for instance: Id controlled, Ego controlled and Superego controlled mangers


-takes charge/makes quick decisions/gives orders/controls self and others and is goal/task oriented.

-is self organized / logical/independent and appears confident.

-generally strong willed / forceful/ displays a sense of urgency and is very competitive.

-immediate time frame/ do it now.

-often displays impatience with self others/ may be seen as critical.

-can be seen as stubborn and inflexible.

-likes recognition for results and efficiency based on the task.

================================================== =====================

2. EGO

-Interacts and participates with others.

-is an open communicator.

-uses imagination to work out new ideas.

-future time frame.

-takes initiative with people/motivates/stimulates and persuades.

-need changes /is impatient

-does not seek too much detail

-may jump to conclusions

-inattentive to detail/accuracy.

-likes visible recognition.


3. ID

-gives orders/controls self and others and is goal/task oriented.

-appears thoughtful

-historical time frame [ we'll do the same way as before]

-methodical / reliable

-acts with precision.

-prefers a structured approach.

-dislikes confusion / ambiguity.

-does not rely on intuition/ feelings.

-exhibits a high degree of self discipline.

================================================== =========



leo thanks a lot
i am so grateful
i would not know if i can ask more questions
1.communication networks
2. quality of work life
3. career and what can motivate people to accept a particular job
i look forward to yoyr response
thanks a lot

G8 job . it was use full for me yar . if u can can u send me some basic information on HR in IT field


2. quality of work life [ QWL]

What is QWL?

QWL is the abbreviation for the Quality of Work Life Initiative. QWL is a comprehensive, department-wide program designed to enhance company's service to the public by improving employee satisfaction, strengthening workplace learning and helping employees better manage change and transition.

About QWL Objectives

three main objectives for the QWL Initiative:

Improve employee satisfaction;

Strengthen workplace learning; and

Better manage on-going change and transition

About QWL Strategy

QWL plans designed to, at a minimum, accomplish the following:

improve communication with employees;

strengthen family friendly programs;

provide all employees with Internet access;

increase investment in workplace learning;

improve the effectiveness of supervisors and team leaders;

evaluate the effectiveness of diversity management practices; and

improve ability to manage change and transition.

QWL Accomplishments

Avoidance of the use of involuntary separations, except the few in the IHS as result of the Indian Self-Determination Act;

Elimination of sequential sign-in sheets;

Internet access for all employees

Creation of a model work/life center to serve as a resource for all employees;

Creation of a web site dedicated to QWL activities

Annual QWL weeks sponsored in each DEPARTMENT;

First and Second annual Conference on Family Friendly Work Practices;

Creation of a distributed learning network ("D/L net") to allow employees to learn "anytime, anywhere";

Distribution of annual employee benefits statements to all employees;

Pilot projects to re-design the way work is accomplished to increase organizational productivity as well as employee ability to balance work and life priorities

First annual Diversity conference to make recommendations on how to make diversity a "source of performance excellence" .

QWL could be measured using surveys.

The survey is theoretically grounded on construct of Perceived Organizational Support (POS), the extent to which employees perceive that the organization values their contributions and cares about their well-being. POS is well-supported by the empirical research literature as a key factor in influencing employee commitment to the organization, job satisfaction, and general quality of work life.

In addition to measuring POS, the survey included measures of:

Affective Organizational Commitment (AOC)

Work-Family Culture (WFC)

Sources of Stress, divided into 6 dimensions that are likely to influence POS:


Work Conditions

Role Stress

Relations with Others

Parking and Commuting

Personal and Family

Sources of Satisfaction, also divided into 6 dimensions that are likely to influence POS:


Work Conditions

Salary and Benefits

Autonomy and Growth

Access to Non-work Activities

Overall Joband Life Satisfaction

Categories and Constructs Measured

Job level



Pay/pay equity

Skill utilization


Job future

Repetitive work

Resource adequacy


Skill utilization

Supervisory behavior

Coworker relations




Job tenure




Role clarity

Role conflict


Safety & health



Safety climate





Mgt. relationship

Health Outcomes

Physical health

Mental health


Other Outcomes



Intent to leave

Job commitment

Hours of work

Work at home







================================================== ===

How is Quality of Work Life measured?

An annual employee survey provides a snapshot of employee views about the quality of their work life and helps to surface employee issues that require attention. Survey results are shared with employees / Management and Union.

================================================== =====

Work/Life Preference Checklist

Work/Life Preference

Work Environment




Good Benefits

Pays Well/Fairly L/

Physically Clean/Safe


Rewards Risk/Innovation

Access to Recreation

Adequate Parking

Advancement Opportunity


Strong Leadership

Clear Mission

Team Spirit/Morale

Training Available

‑ Caring Management

‑ Gives Recognition

‑ Physically Attractive

‑ Quiet

‑ Efficient

‑ Large Organization

Equal Opportunity

‑ Time Flexibility

‑ Faster Pace

‑ Slower Pace

‑ Private Office

‑ Stability

‑ Gives Feedback

‑ Child Care

‑ Shows Respect

‑ Professional

Dress Code

Resources Available


The Work Itself

Utilizes Abilities

High Visibility

High Structure

Loose Structure

Emphasis on Doing

Emphasis on Managing

Emphasis on Thinking

Emphasis on Quality

Emphasis on Quantity

Involves Travel

No Travel

Meaningful Outcome

Work with People

Work with Data/Ideas

Work with Physical Things

Regular Hours

irregular Hours




‑ More Management Contact

‑ More Contact with Peers

‑ Theoretical

‑ Line Job

‑ Competency Valued

‑ Precision Required

‑ Expertise Valued

‑ Task Variety

‑ Work Alone

Work in Groups

‑ Headquarters Job

‑ Field/Plant Job

‑ Generalist Role

‑ Specialist Role

‑ Reliability Valued

Staff Job

Results and Rewards of the Work (Motivations)

To advance or be promoted

To gain control or authority

To realize a vision

To achieve measurable results

To make specific


To master a craft or process

To gain recognition

To gain and impart expertise

To pioneer or discover

‑ To earn financial payoffs

‑ To create a product or process

To build an enterprise

‑ To have an impact

‑ To be a change agent

‑ To compete and win

‑ To achieve distinction

‑ To exploit hidden


‑ To achieve elite status

‑ To respond to a challenge

‑ To meet high expectations

‑ Other/Comments

To overcome adversity

To contribute to society

Lifestyle and Personal Values

‑ Live an Honest Life

‑ Have Leisure Time

‑ Live a Spiritual Life

‑ Be Financially Secure

‑ Take Care of Family

‑ Enjoy Vacations/Travel

‑ Community Involvement

‑ Have Respect of Others

‑ Have Balance and Harmony


‑ Retire Comfortably

‑ Live in Beautiful Setting

‑ Have Many Friends

‑ Be a Good Parent

‑ Live a Healthy life

‑ live Where I Want

‑ Loving Relationship

‑ Own Material Goods

‑ Help Less Fortunate

================================================== =========



3. career and what can motivate people to accept a particular job
*CHOICE OF CAREER is one of the motivating factors , others being
-corporate image
-corporate prestige
-physical environment
-pay packages
-incentive plans
-benefits plans
-loyalty programs
-promotion opportunities
-growth opportunities
-learning/development opportunities
-sound succession planning
-long term strategic plans
etc etc

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