Attrition ManagementHigh Engagement and Low

AttritionPanel Discussion

Career Development: Tool for Employee Engagement

Dr. J.M.FranklinVice President – Human Resources

SRM Technologies Private Limited

Development of individual employees over a reasonable service period to improve KSA and achieve individual and organizational goals.

Steps Career Awareness and Self Assessment Identification of Individual & Organizational

Goals and Congruence of Goals Gap Analysis and Identification of KSAs to be

acquired Transparent, Time Bound and Employee

Driven Career Planning Execution, Evaluation and Refinement

Career Development

Components Resources: Coaching, Mentoring, Counseling,

Job Rotation/Enrichment/ Enlargement, Multiple Roles, Managers, Training Programs, Workshops, Info on Growth plans and possibilities, etc.

Expected Outcome: Accountability, Achievements (MBOs), Training Attended, Certification and Experience

Multiple Tracks, Succession Plan, Evaluation, Feedback and Refinement

Commitment, Support and Guidance from Managers

Career Development

Advantages Opportunity for Self Appraisal; Guidance and

Assistance from managers Setting and meeting realistic individual and

organizational goals Feedback to improve KSA Increases the level of attachment to job and

organization Job Satisfaction and Engagement Distinct Career Tracks and Accelerated Promotion

Cycles Personalized Training schedules

Continued…..

Career Development

Authority and Incentives to Employees Better RM, HRP and Internal Communication Succession Plan to fill the senior positions in

future Retention and Transfer of Knowledge of Aging to

G-Y workforce Positive Employer Branding, Measurable Results Win-Win deal for both Employer and EmployeesSummary No CD - Loss of Best Talents; Increased cost of

Hiring and Training; Decreased Productivity; Dissatisfied Client

Yes CD - High Engagement – High Retention and Attraction of Best Talents

Career Development