Week 3 Discussion

Managing Careers and Retention

Having invested time and resources in selecting, training, and appraising employees, the employer, of course, wants its employees to stay with the �rm. The main purpose of this lecture is to explain how to support your employees’ career development needs and improve employee retention. The main topics we’ll address are career management, improving employee engagement through career management, managing employee turnover and retention, employee life-cycle management, and managing dismissals.

Career Management

An employee’s tenure with a �rm tends to follow a life cycle, from employment interview to the �rst job, to promotion, transfer, and then perhaps retirement. As the term has been noted, “Employees are our greatest asset,” it is the responsibility of the manager not only to outline and gauge that the job �t is correct but also to ensure the building of a wider picture for the employee’s growth and long-term success. This is the action plan put in place for the mentor/mentee relationships and the development tasks assembled for employees to advance.

Retention

We know the costs of hiring the most quali�ed candidate to on board our organization and training them to meet the needs of the �rm. Now is the time to realize how we retain them. Remember, an effective proper training process is one of the best tools for retention.

What to Do?

Make your employees feel like business partners.

Expose them to new responsibilities.

Treat them with respect and dignity.

Get their feedback.

Turnover

Industry changes are inevitable, and it affects employees’ career plans (internally—termination, downsizing, loss of market business, relocation of business, bored not challenged, etc.) and (externally—booming economy, other options such as going back to school, spouse relocation, etc.). Managers manage dismissal in many different ways as there is no one concept that �ts all the industry changes.

Know the Law

The majority of the employment concept (not protected by a union or an employment-speci�c contract) is the “at-will.” The employer or employee can terminate the employment relationship. Dismissed employees can take their cases to court, and employers now �nd that they no longer have a blanket right to �re.

Employers vs. Employees

From the South University Online Library, review the following links.

Dismissed Researcher Wins Court Battle  

(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?

sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?

direct=true&db=fsr&AN=37267806&site=ehost-live&scope=site)

Arbitrator Rules Of�cer Should Be Re-instated  

(https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp?

sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx?

direct=true&db=apg&AN=cd2bf5bcd8f84d9aa33e38b4b1902ccc&site=ehost-live&scope=site)

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Additional Materials

From your course textbook, Human Resource Management, review the following chapter:

Managing Careers and Retention

From the South University Online Library, review the following articles:

Managing People in Organizations: Integrating the Study of HRM and Leadership (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=129789439&site=eds-live)

Looking Beyond HRM Practices in Enhancing Employee Retention in BPOs: Focus on Employee-Organization Value Fit (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=112131077&site=eds-live)

Who Bene�ts from Independent Careers? Employees, Organizations, or Both? (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=edselp&AN=S0001879115001037&site=eds-live)

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