Career management, unlike the other issues, is a continuous process that occurs
ID: 352221 • Letter: C
Question
Career management, unlike the other issues, is a continuous process that occurs throughout one's career and not just at discrete times. It may be helpful to think of career management as a philosophy and set of habits that will enable you to achieve career goals and develop career resiliency. Successful career management is accomplished through regular habits of building relationships, engaging in career development conversations, updating your career development plan, and setting new goals as life and career needs change. Being proficient at career management also means possessing basic skills related to job searching and managing changes in a resilient manner Years of change, restructuring, outsourcing and down-sizing have caused people to takea more active role in managing their careers. Employees at all levels face career decisions on a daily basis: is my job safe? Should I stay or should I leave? Should I change careers? Should I pursue new projects? Should I go back to university? Should I start up on my own? And in a rapidly-changing work environment, the answers are not always obvious. It is in the context of this economic reality that career management assumes more significance not less. Career management is about getting people to where they want to be and where the organization needs them to be. If employers want their people to be committed to the organization, engaged with their work and driven to perform they need to provide them with the tools and resources they need to manage their careers within the organization. It's not just a "nice" thing to do - it's a business imperative Q1. Explain career management practices in your organization. Describe the stages in the career life cycle, and examine the needs an employee has at each stage of the cycle 10 marks Q2. Explain career management problems in UAE. Debate the issues Human Resources departments face with career management and explain the benefits of career management to employers and employees 10 marksExplanation / Answer
Certain stages in employee life cycle management overlap with core HRresponsibilities and may involve using talent management software. Therefore, it is sometimes also referred to as HR life cycle, or simply HR cycle.
Stages of the employee life cycle
The employee life cycle encompasses various stages in the career of an employee, beginning with recruitment and concluding with resignation, termination or retirement. The typical employee life cycle model breaks down into five or six stages. Here are the most common ones:
1. Recruit: This stage includes all the processes leading up to and including the hiring of a new employee.
Some companies use talent acquisition software that enables them to design and automate all aspects of the hiring process, from using an application tracking system, pre-employment screening and scheduling interviews to following up with candidates. Talent acquisition software can help recruiters streamline the hiring process and attract top talent.
2. Onboard: At this stage, employees who have accepted job offers become part of the company's workforce. During onboarding, they are provided with the information and tools to work more efficiently and to integrate into the company culture. Employees learn about the company's policies, procedures and job duties, and they undergo training. They are also added to the identity and access management system of the organization.
3. Develop: This stage includes all the processes in which employees are given feedback for their work through performance reviews, one-on-one check-ins and meetings. Regular feedback is an essential feature of this stage because it helps executives gain insight into what motivates employees and it helps employees understand how well they have performed against goals. Frequent feedback can also boost employee engagement.
Numerous companies use a learning management system or performance management software -- sometimes included in an HCM suite -- to better manage employee activity, set goals and give timely feedback. Sometimes, personality profile tools are used to gather information that can help improve an employee's performance.
4. Retain: Once an employee is integrated into the company and has a sound understanding of his role, the next challenge is retaining the worker and ensuring continued employee development. Continuous evaluation, recognition and training are crucial at this stage for sustaining employee engagement and retaining the employee. HR professionals typically use talent management software to monitor continued learning, as well as succession planning that can identify candidates for promotion.
5. Offboard: This is the final stage of the employee life cycle, wherein the employee leaves due to a new job, retirement, layoffs, personal reasons or termination for violating company policy. In any case, the HR department must follow proper procedures and documentation in the offboarding process.
Typically, HR will inform the employee about final pay and benefits. Off boarding is critical for helping employers maintain a strong corporate brand and gain valuable feedback from exiting employees. This information, in turn, helps companies better retain other employees and improve HR processes.
Importance of the employee life cycle
Employee life cycle management is considered a crucial function of the HR department because it deals with the most valuable asset of the organization: its employees. Establishing a life cycle program gives employees a consistent series of steps through their careers in a company, and it enables employers to analyze data -- such as what workers reveal during off boarding -- which can lead to HR improvements.
Explain carer management problems in UAE. debate the issue human resource department face with carrier management and explain the benefits of carrier management to employeer and employees
Role of Human Resources Function the Human Resources (HR) Department plays a key role in supporting the UAE University (UAEU), its managers and employees through the provision of high level strategic and transactional HR services. Primary roles include:
1. Workforce planning and Recruitment this covers workforce planning, recruitment, internal transfer, job description, classification and evaluation, terms of appointment, acting and additional duties pay and secondment.
2. Performance Management and Salary Progression This covers employees performance evaluation and progression through range.
3. Personnel Management this covers working hours, benefits entitlement and business expenses.
4. Grievance and Discipline Management This section covers grievance, discipline and code of conduct. 5. Separation Management This section covers employee resignation, termination, gratuity/pension and exit interviews.
Objective
The UAEU is committed to recruiting the right employees, for the right positions in an efficient and effective manner. The objective of this policy is to outline how staffing requirements are planned in advance to achieve the UAEUs business objectives and assist the UAEU towards managing the employment of an optimum level of human resources with the required skills.
Policy
1. Workforce planning and budgeting shall be driven by the number of students, curriculum and research activity of the University. The workforce plan defines the number, cost, skill set and timeframe requirements for each position as well as reflecting future areas of growth.
2. Annual discussions between the academic and operational areas of the University shall inform the Executive Team on anticipated changes to employee needs for the coming academic year(s). The academic vision of the University shall guide these discussions and consideration will be given to fiscal capacity.
3. The Provost or his/her designate shall sign off on the workforce plan for each year and the associated budget shall be integrated into the respective departmental budgets.
4. Position deletion and recruitment requests for new and/or replacement positions shall be in