7.Coaching and Talent Management

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CAREER COACHING AND TALENT MANAGEMENT

After appraisals, HR needs to deal with some issues………

CoachingCareer adviseMentoring

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.

Mentor Vs Coach

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

Promotion and transfers

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

Transfers 2012

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?

Retirement

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.