7.Coaching and Talent Management
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Transcript of 7.Coaching and Talent Management
Ole Sangale Road, Madaraka Estate. PO Box 59857-00200, Nairobi, KenyaTel +254 (0)20 606155, 606268, 606380 Fax +254 (0)20 607498
Mobile +254 (0)722 25 428, (0)733 618 135 Email [email protected]
Mentoring Vs Coaching Mentoring =
advising, counseling, guiding. To help employed navigate long term career hazards
Both require a lot of interpersonal skills
Coaching = teaching short term job related skills. Educating, instructing, training.
Steps in coaching Preparation – observational process eg
workflow, interactions, waste, accidents etc
Planning – agree on steps to take & measures of success etc
Active coaching Follow up
…. Read more.
Career managementThe process of enabling employees to better
understand and develop their career, skills and interest and to use these more effectively
QuestionDid you achieve what you wanted to in your
career or did your potential go unfulfilled?
Career planning The deliberate process of becoming
aware of personal skills, interests, knowledge, motivations etc and establishing action plans to attain specific goals
Career development lifelong activities that contribute to a
persons career explorations, success and fulfillment
Careers today Employees need to reinvent themselves due
to changes e.g. mergers, downsizing, outsourcing etc from a sales rep to accounts
More women are pursuing professional and managerial careers
Career needs change. Baby boomers were job and employer focused but generation Y value flexi work arrangements and balanced lives
……..read more on your own
QuestionsThe rise of the female manager, pressures
and challenges.
The challenges of dealing with four generations in the workplace
Promotions and Transfers Are important aspects of careers Promotion – advancements to positions
of more responsibility. Change in income & status
Transfers – reassignments to similar positions in other parts of the firm. No change in responsibility or remuneration.
Transfers more common than promotions
How do you make sound promotion decisions?
Seniority vs competence. Which? Formal promotion policy How to measure competence. Project
future performance, not past Avoid bias eg gender, minorities Follow the law eg avoid retaliations
Reasons for transfers Shortage in a department Incompatibilities – worker vs. manager,
colleagues Wrong initial placement Change in interest/capacity of employees Monotony Employee’s Health Family reasons
Types of transfer Involuntary or Production transfer – avoid lay off of
surplus in one dept. Usu part of restructuring Replacement transfer – esp. junior with snr. Good? Versatility or remedial transfer – for employees to
be be versatile/competent. Can rectify not ideal hire or a preparation for the two above.
Shift transfer – on rotation or request. Common in industries
Voluntary transfer – to a position of lower pay on employee request. Reasons?
Managing retirement Is a long term issue for employers For many reasons, there is a shortage of
talented workers In a US survey, 78% of employees wish
to continue working after retirement age. Why?
Therefore, retirement planning involves more…it includes ways of helping employer to retain in some capacity the skills of those who would normally retire and leave the firm.
Methods Create a culture that honours experience
(welcome older workers Modify selection procedures eg role play
not psychometric testing Offer flexible part time work. Make
staying more attractive than leaving Phased retirement programmes eg
reduced work hrs, reduced responsibilities, job changes, move to independent consultants etc
Pre retirement counseling To help employees prepare better for
retirementAreas to counsel: Benefits advise eg NSSF Financial investment Health, Leisure Psychological Second careers in/out of the firm
Talent Management The automated end to end process of
planning, recruiting, developing, managing and compensating employees through out the organisation
Simply said it is the process of attracting, selecting, training, developing and promoting employees through an organisation
It is career management from an employer’s perspective. Employee wants sucessful career, employer wants best use of corporate talent
Need a talent MIS. Software now available.
To integrate succession planning, recruitment, learning and employee pay
Enables employer to maintain a more integrated system and set of decisions
Assignment 1. What are some of the challenges
Human Resource Managers are facing in their efforts to recruit and retain a productive workforce?
2. What are the elements of a good compensation and benefits package? Give local examples
3. What factors determine the level of pay in organisations?
4. What are some challenges HR managers face in designing compensation systems.