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]
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-lack of achievement recognition
[develop short term/long term recognition/loyalty program]
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-lack of movements in position in the organization.
[introduce job enlargement/ job enhancement/multiskilling etc]
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-lack of effective program of succession planning
[develop a transparent succession plan for the organization]
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-lack of effective career planning
[develop an effective career plan for selected individuals in the organization]
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-lack of effective career development
[develop an effective career development plan for the organization]
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-lack of proper potential assessment
[develop a transparent potential assessment for promotions for the organization]
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-lack of job relation to aptitude
[as part of career plan, conduct aptitude test-to get right talent for the right job]
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-poor response from other middle management
[train the middle management in ''people management skills'']
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-lack of support from other senior staff
[train the senior staff in '' interpersonal skills ]
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-no feedback from management on performance
[train the middle management in ''people management skills'']
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-lack of challenging assignment
[introduce job rotation / job enlargment/ job enrichment etc ]
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-lack of opportunity to work with major/significant projects.
[ introduce team project assignments ]
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-lack of information about where they are going in the next 3 years
[ career plan /development program would help to fill this gap ]
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-lack of information where the organization is moving in the next 5 years
[ brief them a non-detailed company strategic plan ]
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etc etc
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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:
Ø Developing curriculum for new training to advance in a career field;
Ø Creating new job classifications that can provide additional “steps up” in a field;
Ø Training workers to start businesses in their sector to increase income;
Ø Working with employers to articulate paths or skill standards for advancement where
none existed previously;
Ø Upgrading skills for low-skill workers;
Ø Providing technical assistance to employers to demonstrate how to implement career
pathways;
Ø Creating new strategies for credentialing workers;
Ø Building education and training benefits packages where they don’t already exist;
Ø Investing in career counseling and mentoring programs for low-wage workers.
FOR THE SUCCESS OF SUCH CAREER PATHING PROGRAMS,
THE FOLLOWING APPROACH WOULD BE USEFUL.
SUCCESSION PLAN
Performance appraisal-------------------------------potential assessment
CAREER PLANNING
CAREER DEVELOPMENT PORGRAMS
personal development--training/development--career counseling--mentoring
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CAREER PLANNING
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
1.SUPEREGO
-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.
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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.
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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.
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regards
LEO LINGHAM