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Presentation On Hrps (Managing Middlescence) : By: Gagan Singh Poonam Chakraborty Anu Singhai Shishir Jain

The document is a presentation about managing employees in mid-career titled "HRPS (Managing middlescence)". It was presented by Gagan Singh, Poonam Chakraborty, Anu Singhai, and Shishir Jain. The presentation discusses challenges of managing mid-career employees and provides solutions such as offering new assignments, career changes, mentoring programs, leadership development, and reengaging employees through more meaningful work.

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75 views6 pages

Presentation On Hrps (Managing Middlescence) : By: Gagan Singh Poonam Chakraborty Anu Singhai Shishir Jain

The document is a presentation about managing employees in mid-career titled "HRPS (Managing middlescence)". It was presented by Gagan Singh, Poonam Chakraborty, Anu Singhai, and Shishir Jain. The presentation discusses challenges of managing mid-career employees and provides solutions such as offering new assignments, career changes, mentoring programs, leadership development, and reengaging employees through more meaningful work.

Uploaded by

shishiriper
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Presentation

on
HRPS
(Managing middlescence)

By:
Gagan singh
Poonam chakraborty
Anu singhai
Shishir jain
Case Summary

Fresh Assignments
• Offer new assignments in different locations or parts of your
organization to leverage middlescents’ existing skills and contacts
while helping them acquire new ones.

Career Changes
• Provide attractive internal career changes to help middlescents
develop new specialties.

Mentoring
• Encourage middlescents to mentor less-seasoned employees. Your
midcareer managers will relish giving back to their organization
and making new social connections in the workplace
Cont..
Provide fresh training
• Provide brief introductions to new business areas to expand their
perspectives and trigger their interest in learning more.

Sabbaticals
• Provide paid sabbaticals: They cost less than replacing disaffected
middlescents, and most people return from sabbaticals more
committed than ever.

Leadership Development
• Just because midcareer workers are older doesn’t mean they don’t
aspire to higher roles. Give them access to leadership development
programs to rejuvenate them and stock your leadership pipeline.
problems
• Companies are ill prepared of managing middlescence
because it is so persuasive, largely invisible and culturally
unchartered.
• Frustrated employees don’t tell their bosses about their
feelings, employer’s assume that they are doing fine.
• Firms are often blindsided when valuable people quit.
• Problem of brain drain
• Most of the today’s midcareer employees are baby boomers.
• A loss of energy and enthusiasm, lack of innovation and focus
Solutions
• Reengage the employee
• Making current work more enjoyable and enriching
• Provide new, more productive, more meaningful roles
and careers
• Convert restlessness into fresh energy
• Remove the barrier to occupational mobility (policies
regarding required time in role between job changes may
be too strict)
• Find the keepers (If you can identify high potential
through performance management system, then surely
you can also identify the next tier down )

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