Scribd
Upload
2 views33 pages

HRM Session 4

The document outlines the significance of career planning and development, detailing steps such as self-assessment, goal setting, and action planning. It also discusses the concepts of promotion, demotion, transfer, and separation within organizations, emphasizing the criteria and processes involved in each. Overall, it serves as a guide for individuals to strategically navigate their career paths and for HR managers to manage employee transitions effectively.

Uploaded by

comfortmbozole25
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
2 views33 pages

HRM Session 4

The document outlines the significance of career planning and development, detailing steps such as self-assessment, goal setting, and action planning. It also discusses the concepts of promotion, demotion, transfer, and separation within organizations, emphasizing the criteria and processes involved in each. Overall, it serves as a guide for individuals to strategically navigate their career paths and for HR managers to manage employee transitions effectively.

Uploaded by

comfortmbozole25
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 33

A.G. Mjuma-28.03.

2021

1
Understand:
 Meaning and Importance of Career
Planning and Development
 Steps in Career Planning
 Meaning and relevance of Promotion and
Demotion
 Meaning and Type of Transfer and
Separation
Career Planning:
 Applies strategic planning and Marketing-
professional future.
 Begins with placement in a job and ends with
departure from the orgn may be thru
retirement resignation or death.
 Include events happening to / initiated by
indvls which affect a person's progress or
Promotn, higher widening or changing
employment possibilities and acquiring a
different and normally higher status, better
conditions of service or increased satisfaction
with the job.
 Career Planning:
 Refers to planned and systemized
progression of events and development in
the field of work or vocation of individuals
during the employable periods of
employees’ life.

 The basic character of career development


is futuristic, i.e, its policies and
programmers are devoted to tomorrow.
 Career Planning system:
1) Develop overall goals and objectives,
2) Develop a strategy (a general means to
accomplish the selected
goals/objectives),
3) Develop specific means (policies, rules,
procedures and activities) to implement
the strategy, and
4) Systematically evaluate progress toward
the achievement of the selected
goals/objectives to modify the strategy,
if necessary.
Career Planning-Steps:
1) Self Assessment
 Know and assess yourself-analyze your
interests, abilities, aptitudes, desired
lifestyle, and personal traits and then study
the relationship between the career opted
for and self.
 2) Goal Setting
 Set goals according to your academic
qualification, work experience, priorities
and expectations in life. Goals identified,
determine feasible ways and objectives
how to realize it.
Career Planning-Steps:
3) Academic/Career Options
 Narrow your general occupational direction to
a particular one
 Analyze career option; keep in mind present
& future educational qualification
4) Plan of Action
 Recognize industries/companies where you
want to get into. Plan-how many years you
are going to work in a company in order to
achieve maximum success, and then switch
to another-where you would like to see
yourself after five years and in which position.
Career Planning-Steps:

5) Catch Hold of Opportunities


 Opportunity comes but once. So, whenever
you get any opportunity to prove yourself
and get into your desired career, try to
convert it in every way for suiting your
purpose.
 Successful professional is also quite
opportunistic in his moves, examining
every opening to turn to his
 Promotion is ―the permanent movement of a
staff member from a position in job class to a
position in another job class of increased
responsibility and complexity of duties and in
a higher salary range
The Policy manual, University of North Texas

 Its a good and effective motivator for


employee, i.e., tool to recognize and reward
the merit and sincerity of the employees.
 Advancement in the career of the employee is
the essence of the definitions of promotions.
Characteristics Of Promotion
 Involves the permanent movement of
employees to the higher positions in the
organization. Increase in authority,
responsibility and compensation, and
demands more skills.
 Moving an employee to higher position on a
temporary basis without any increase in
compensation is usually viewed as promotion.
 Addition of duties to the existing positions or
a hike in the financial compensation at the
existing position cannot become a promotion
automatically.
 Growth of Business
 Recognition for a job well done
 Employee motivation and growth
 Highly sensitive task for HR managers-select
from a pool of prospective candidates-
procedures of determining promotions
 Criteria for promotion include:

1.) Merit
 Fulfil job positions in a orgn with the most
talented person available within the orgn for
those positions.
 candidate‘s identification, evaluation, and
selection for promotion based only on job
related criteria.
2) Seniority
 Length of the service of the employees is
considered for promotion; factors like
competence and commitment are overlooked.
Persons who have maximum years of service
in the orgn fill positions.
 Seniority based system is normally followed
in public sector organizations.
 Promotions are time bound and also a
formality.
3. Seniority-Cum-Merit-based Promotions
 Both merit and seniority considered for
determining the promotion of an employee.
This method is to include the positive
features of both the promotion criterion.

 The organization may decide the weights for


merit and seniority on the bases of its HR and
promotion policies.
 Note that current competence of individuals
not only basis for promotion- elevation but
certain relevant required traits e.g.
1) growth-potentiality,
2) capacity to take on higher responsibilities,
risk-bearing dynamism,
3) a vision/perception for total orgn progress.
Indeed, if rewards are not
In general promotion effected because of:
 Performing Present Duty Well

 Experienced & Qualified

 Willing to handover Current Responsibilities

 Enthusiastic about New Role

 Familiar with the Job Responsibilities

 Proficient with Interpersonal Skills

 Adequately Trained
 A demotion occurs when an employee is
reassigned to a position with a responsibility
/ salary that is lower than the responsibility /
salary of the former position
1) Administrative Convenience
 External developments or internal
restructuring, an organization may be forced
to abolish certain categories of jobs or merge
the jobs for administrative purposes.
2) Inefficiency
 Employees moved out of the existing position
to some lower level for consistence failure to
meet the performance goals of the
organization.

3)Disciplinary Action
 Punishment for any serious violation of code
of conduct; considered less severe
punishment than dismissal or discharge of
employees from the job.

4)Voluntary Demotion
 Called demotion on request. It involves
shifting an employee to a lower designation
upon his request or concurrence.
 Reassignments to similar positions in other
parts of the firm

 Usually involves no change in grade / salary

 Can be initiated by the employee / employer


1) Optimum utilization of skills
 Orgn transfer employee through from places
where there is underutilizations due to labour
surplus to other places within the orgn that
suffer from skills shortages.

 2) Training of employees
 Many organization transfer employee as a toll
to train the employee in different jobs of the
organization
3)Disciplinary Action
 Employees may be transferred to the least
preferred jobs or destination without any
change in the job authority, responsibility,
and compensation packages.
4) Employee Request
 Organizations may order a transfer to fulfill
the request of an employee for
 It due to- health, family or other personal
problems, difficulties and high level of stress
1)Production Transfer
 Transfers made for filling the position in such
departments having lack of staff, from the
departments having surplus manpower it is
called production transfer.

 It prevents the layoffs.

 Its good to adjust existing staff rather than to


hire the new one.
2) Remedial Transfer
 Refers to rectification of wrong selection or
placement of employees.
 Employee can adjust himself in the given job
he can be transferred to the job where he can
use his skills and abilities accordingly.
3) Versatility Transfer
 Involves transferring ées to different jobs
closely related in same department or process
line-training tool.
 Employee equipped for the high responsibility
jobs as is having knowledge of the whole
process.
4) Shift Transfer
 Employees are transferred from one shift to
another due to their personal reasons e.g.
health problem or evening college for higher
studies or any family problems.
 Personal Enrichment
 More Interesting Job
 Greater Convenience
 Better Career Advancement Opportunities
 Vacate a position
 Fill a position
 Consolidate a position
 Find a better fit
 The relation of an employer and employee
has a beginning; they stay together for a
while and then they separate. The final stage
of the relation is the separation.

Types of Separation
 An organization may initiate voluntary or
involuntary separation of employees by
adopting any one of the mentioned forms:
2) Termination
 Process is perceived negatively by
employees. Common reasons for
termination are:
1) Non-Performance
2) Indiscipline
3) Misconduct
4) Insubordination
5) Theft and etc
3) Absconding
 One most unethical, unexpected and
unprofessional way to terminate the contract
of an employment.
Understand his motives and intentions.
Stealing confidential information or documents
or database
Intentions to commit a crime.
work-pressure and stress not able to cope-up
with
3) Absconding
 Personality issue-
1) low in confidence;
2) too weak to face the reality and challenges
of life;
3) cowards to take the problems head-on.
 4) Retirement
 Most common form of separation .
Depending upon its retirement policy, an
organization would initiate the necessary
steps to separate the employees upon
attaining the specific age.
5) Layoff
 Similar to retrenchment except that it is a
temporary separation of employees from the
organization.
 Layoffs overcome the problems of business
slowdown and other temporary business
 interruptions.
 Since a layoff is a temporary separation, the
employees would be called back once the
business fortunes revive and get stabilized.
33

You might also like