Career Development PDF

REVIEWER ON HRM opportunities for advancement. JIMENEZ,RAMLITO M. 5. Taking Action and Adaptation Career development is not j...

REVIEWER ON HRM opportunities for advancement. JIMENEZ,RAMLITO M. 5. Taking Action and Adaptation Career development is not just about planning; it also WHAT IS CAREER? requires taking action. This step involves actively is a pattern of work related experiences that span searching for job opportunities, applying for the course of a person’s life positions, and pursuing promotions or career changes. Additionally, be prepared to adapt and What is Career Development adjust your career path as circumstances change, industry trends evolve, and new opportunities arise. series of activities or the on-going/lifelong process of Flexibility and resilience are key in this step. developing one’s career which includes defining new goals regularly and acquiring skills to achieve them 1. Self-Assessment - The first step in career development is to assess yourself. This involves taking stock of your interests, values, strengths, weaknesses, skills, and goals. Consider what you enjoy doing, what motivates you, and what you envision for your future career. Self- assessment helps you gain clarity about your career direction. 2. Setting Clear Goals - Once you have a better understanding of yourself, you can set clear and specific career goals. These goals should be aligned with your interests and values and should be SMART (Specific, Measurable, Achievable, Relevant, and Time-bound). Setting goals provides direction and purpose in your career development journey. 3. Skill Development and Education -To achieve your career goals, you'll often need to acquire or enhance specific skills and knowledge. This may involve pursuing formal education, enrolling in training programs, attending workshops, or gaining hands-on experience through internships or entry- level positions. Continuously improving your skills is essential for career growth. 4. Networking 6 Steps in Choosing your Career: -Building a professional network is crucial for career development. Establish and nurture relationships 1. Self -Assessment with colleagues, mentors, industry peers, and -This is understanding one’s strengths, weaknesses, professionals in your field. Networking can provide interests, values, and long-term goals is crucial. valuable insights, mentorship, job leads, and 1 2. Goal Setting inventory assessment and other examinations. The center is performed by a group of teams that -This is setting Specific, Meassurable, Achievable, assesses the individual potential for leadership and Relevant, and Time-Bound (SMART) career goals is other capabilities or qualities that may be used by the essential for creating a clear path forward. organization in its future operations. 3. Education and Training 2. Psychological Testing - pencil and paper tests -This is acquiring the necessary knowledge and skills have been used for years to determine employees’ throough formal education, certifications, development potentials and needs. workshops, or on the job training to meet career goals 3. Performance Appraisal – measures the and stay competitive in the job market. employees’ potential when done properly could be a 4. Skill Development good source of development information. These are -It is continuously developing and improving skills usually available in the personnel file that are relevant to one’s career, such as technical skills, communication skills, leadership skills and problem solving abilities. The following are the In-House Approaches: 5. Networking 1. Management Coaching – the immediate -It is building and maintaining professional supervisor coaches the subordinate employee in relationships within and outside of one’s current performing certain functions that are necessary for workplace or industry to gain insights, mentorship its advancement. It combines observations and and potential job opportunities. suggestions. 6. Work life Balance 2. Committee Assignments – assigning promising -It is balancing career aspirations with personal life employees to important committees can give the and well-being to ensure a fulfilling and sustainable employees a broadening exercise and help them to career. understand the personalities, issues and processes governing the organization. 3. Job Enlargement – refers to adding challenges or What is development? new responsibilities to the employee’s current job. -Development refers to formal education, job 4. Mentoring – helps new members bring together experiences, relationships, and assessments, of successful senior employees with less experienced personality and abilities which is concerned for the members. overall growth of the employees. Assessment -involves collecting information and providing feedback on employee’s behavior, Off- site or Outside Development Interventions: communication style or leadership potentials as 1. Formal Education – the company sends the preparation for formal induction to the development employee to formal seminar workshops and other program. training programs offered by training consultants and agencies. The following processes are used in the 2. Team Building – the employees are organized into assessment : team and solve common problems related to relationships. 1. Assessment Centers – employees are sent to assessment centers to take examination covering personality tests, communication skills, personal 2 3. Case Studies - cases are either through the use - This is a basis for compensation where the of multi-media or case problems that are developed employee is paid according to his or her output. similar to those existing in the work environment. There are two types of productivity based compensation 4. Role playing – is a development technique requiring the trainee to assumes a role in a given a. Commission basis– are usually set as situation and act the behavior associated with it. percentage of output like sales. b. Piece rate basis - is paid according to the number of units he or she produced 5. Simulation - these are business games developed by human resource experts that require earnings depends on how much work the the participants to analyze a situation and decide the employee completed. best course of action based to the given data. piecework salaries are determined by the number of pieces produced or completed. Compensating Employees OMPENSATION- is what employees receive in exchange for their work. It refers to the function of Formula N x U = W providing adequate and equitable remuneration of personnel for their contribution to organization In which: objectives. N - number of units produced U - rate per unit in pesos THE BASES for COMPENSATION W - wages earned per day or per week 1. Time 3. Combination of Time and Productivity - There are times when employees are paid base salaries in Employees may be paid according to the addition to a percentage of the amount of output time they spent on the job. This may be produced. For instance, a factory worker is paid a either be hourly or salaried basic salary of five thousand pesos ₱5,000 plus one a.. By the Time Worked hundred pesos ₱ 100 for every unit he or she produced. wages are computed in terms of unit time Types of Rewards used to Compensate employees it is common to pay workers by the day for their efforts: Lahat sa baba isali nyo Formula H x R = W ( the total amount paid Base Salary or Wages - refers to standard salary to a particular employee is calculated by that an employee receives for a doing a job. Every multiplying the total number of hours the regular employee in an organization is assured of employee worked for a certain period with the this form of compensation. employees hourly rat Incentives - are rewards given to employees for In which: performing beyond the standard requirements H - hours actually worked Benefits - are rewards given to an employees or R - rate per hour in pesos group of employees for maintaining membership in the organization. W - Total wages earned Commissions - When an employee is 2. Productivity compensated based on commission, they are 3  given an agreed-upon rate based on some sort of c. Salary Survey - which is used to determine the action of the employee. Most times, a competitive position of the organization within the commission is based on sales. industry in terms of compensation Overtime pay - Overtime pay is compensation to d. Performance Evaluation - which is used to employees who work more than 40 hours a week. determine the performance level of every employee. This type of pay can be controversial because it is very hard to monitor beyond workers who are paid by the hour. Hourly employees have to clock The Basic Categories of Employee Compensation in and out, and if their hours go beyond 40, they are paid at a higher rate of pay for the time. Employee compensation and benefits are divided into four basic categories: Allowances - Allowances are a compensation method that gives employees money towards work-related expenses like transportation, 1. Guaranteed pay - a fixed monetary ( cash ) housing, or food. reward paid by an employer to an employee. The Bonuses - A bonus is a set amount or percentage most common form of this is base salary. based on an achieved target or objective. 2. Variable pay a no– n-fixed monetary ( cash) - Bonuses are different than commissions because reward paid by an employer to an employee that is they are usually paid above and beyond an contingent on discretion, performance or results employee's regular salary. achieved. The most common forms of variable pay Profit Sharing - Profit-sharing is a kind of bonus are bonuses and incentives. given to employees based on the performance 3. Benefits - programs an employer uses to and profits of the company in a year or a quarter. supplement employees compensation such as Profit-sharing is usually a percentage of the profit medical insurance, company car and more. for the period that is divided across the eligible employees. 4. Equity based compensation – is an employer compensation plan using employer’s shares as Stock Options - One way that a company can employee compensation. It provide actual compensate its employees is through company ownership in the company which ties an employees stock options. If a company is publicly traded, compensation to the long term success of the they can give employees certain shares of the company. The most common examples are stock company stack as a part of their compensation options. package. What is Performance Appraisal ? Components of a Compensation Program According to Newstrom, “It is the process of The various objectives of compensation can be evaluating the performance of employees, sharing achieved if a systematic compensation program is that information with them and searching for ways to installed. This program consists of the following improve their performance.” components: a. Job Analysis – which specify skill , responsibilities, hazards and work complexity Objectives of Performance Appraisal pertaining to each job. Salary Increase - Normally salary increase of an b. Job Evaluation - which determines the worth of employee depends on how he is performing his job. each job to the organization 4 Promotion - Performance appraisal plays a Different Methods of Performance Appraisal significant role where promotion is based on merit. Comparative Approach- The comparative approach Most of the organisations often use a combination of of performance measurement consists of techniques merit and seniority for promotion. that require the rater to commpare the individual’s Training and Development: Performance appraisal performance with that of others. tries to identify the strengths and weaknesses of an a. Ranking Method - the employees are ranked employee on his present job. This information can be from the highest to the lowest or from the best to the used for devising training and development worst. programmes appropriate for overcoming weaknesses of the employees. b. Forced Distribution Technique - determines the relative positions of the employees involved in similar Feedback: Performance appraisal provides feedback work by comparing them against one another, and to employees about their performance. It tells them based on their performance, the employees receive where they stand. A person works better when he different grades. knows how he is working; how his efforts are contributing to the achievement of organisational objectives. c. Paired Comparison Method – in this method, each employee is compared with other employees taking only one at a time Purposes of Performance Appraisal d. The Checklist Method- this method may include Strategic Purpose - how effective list of questions ( like behavior and job performance performance helps the organization achieve of employee ) and the rater has to answer them in just its business objectives “ YES “ or “NO” form. Administrative Purpose – how organization use the system to provide information for day- e. Graphic Scale Method : Graphic scale, also to day decisions about salary, benefits and known as linear rating scale, is the most recognition programs. commonly used method of performance appraisal. Developmental Purpose - how the system serves as a basis for developing employees’ knowledge and skills. 2. The behavioral approach of performance management attempts to define the behavior an employee exhibits to be effective in the job. Types of PerformanceAppraisal a. The Critical Incident - the performance of Self-assessment: Individuals rate their job an employee is done on the basis of the performance and behavior. incidents occurred really to the concern. It is the narrative report of incidents or occurences that invole Peer assessment: An individual’s work group or co- the employee. workers rate their performance b. The Behavioral Anchored Rating Scale - 360-degree feedback assessment: Includes input under this method, behavior anchors are used to from an individual, supervisor, and peers. assess the performance of an employee. Each Negotiated appraisal: This newer trend utilizes a anchor is assigned a level of performance and the mediator and attempts to moderate the adversarial various anchors constitute a rating scale. nature of performance evaluations by allowing the subject to present first. Errors to correct the fears in management appraisal system 5 1. Problems of Varying Standards - the manager To assist employees’ health and well-being, many should avoid using different standards among employee benefits are created. A few examples of employees performing similar jobs. This could trigger perks that might assist employees in maintaining anger from employees. their health and productivity include health insurance, wellness initiatives, and gym 2. Central Tendency - occurs when employees are memberships. incorrectly rated near the average or middle scale. The supervisors who play safe in giving performance 4. Increasing Productivity rating usually commit this error. Employees are more likely to be effective and 3. Recent Effect – the error in which the rater gives productive at work when they are motivated, healthy, greater weight to recent events when appraising an and happy. individual performance. 4. Rater’s Bias - occurs when the rater’s value distorts the rating. If a manager has a strong dislike or a certain ethnic group, this bias is likely the result. 5. Halo Effect - occurs when a manager rates an employee high or low on all items because of one Classification of Benefits characteristic. For example, if a worker has few absences, the supervisor might give her a high rating Benefits could be classified under the following : in all other areas of work including quantity and 1. Statutory Benefits - also known as mandatory quality of output because of her attendance. benefits, are entitlements that employers are obligated by law to provide to their employees. What are Benefits? Benefits are anything that is not covered by regular The mandated benefits are as follows: salaries and wages. It is anything that contributes to A. Social Security System ( SSS) – covers private- the improvement of the conditions of work, and that sector employees, self-employed workers, as well as motivates the employees to do good work. household workers. and their families with protection 1. Finding and Retaining Talent against disability, sickness, old age and death Employers can attract and retain employees with the B. Thirteenth Month Pay - the corporate practice of best personnel in their sector by providing giving 13th month pay to employees became competitive perks. This is especially crucial in today’s mandatory after some time. work market, where job searchers have more options C. Health Insurance - PhilHealth is the name of the than ever before. health insurance plan in place for private employees 2. Boosting Employee Morale in the Philippines. Employees are more likely to be content and engaged at work when they feel valued and cared for. Providing perks like paid time off, retirement programs, and health insurance can encourage loyalty and morale D. Home Development Mutual Fund ( HDMF) - The among staff members. HDMF, also known as Pag-IBIG fund, provides 3. Improving Well-being and Health 6 housing loans. It also offers financial assistance to F. Paid Holiday and Vacation Leaves – on top of the Filipinos to enable them to afford decent housing. mandated 5 days per year leave with pay, some companies give their employees additional paid holiday and vacation leaves. G. Birthday Leave - there are already companies E. Service incentive leave - Employers in the that started giving their workers a present on their Philippines are obligated to grant five days of paid birthdays such as giving day off during the actual leave to every employee who has worked for at least birth date of the worker. one year. This can be used either as sick leave or vacation leave. 3. Employee Services- The purpose of this services F. Maternity and paternity leave - Both married is to improve the work life of the employees which and unmarried female workers are entitled to 105 make it easy for them to be productive and loyal to days of paid maternity leave for their first four the organization. pregnancies, including miscarriages. 1. Education Programs – some companies provide tuition money to interested and qualified employees 2. Company Benefits - these are benefits granted by on or before the enrollment period. the company outside of those mandated by law. 2. Pre- retirement Programs - early retirement is an option that has become popular for many employees. A. Sick Leave: Twelve (12) days for the first two years of service and additional 1 day every year starting on 3. Company sponsored social and recreational the 3rd year. Maximum total sick leave is 15 days. All events – social functions that are organized for unused leave are convertible to cash at the end of the employees and their families like picnics and year. outings. B. Bereavement: Three (3) days applicable to 4. Counselling Services – organization offer immediate family member which includes the counselling services that cover concerns as varied employee’s children, parents, grandparents, brother, as alcohol and drug dependence etc. sister, spouse, and parents-in-law. 5. Credit unions – one way of helping employees to C. Mid-year bonus -In addition to 13-month pay, improve their financial capability is the formation of many companies offer an additional mid-year bonus credit union.., They also make loans to members at to their employees. It’s relatively common for local lower interest rates. employers to offer this extra payment as an incentive 6. Free Uniform – is enjoyed by all employees of the to attract and retain key professionals. company. The individual employee is relieved of D. Overtime pay -The employee who renders service spending for uniforms. beyond the schedule indicated in the contract will be 7. Food services – vending machines and cafeterias given additional compensation equivalent to his are the most common means of providing food regular wage including at least 25% premium. services to employees. E. Holiday/ Christmas Bonus - this is given in 8. Housing and moving expenses – some employers December, on top of the 13th month pay. This is make the necessary moves by helping employees considered as the company’s Christmas gift to their find living quarters, pay for their travel and living employees. expenses. 7 Topic : Changes in Employee Status Criteria Used in Promoting Employees 1. Seniority rule – ( length of service ) all things being equal, the first to be hired must be given the priority to be promoted. 2. Current and past performance – promotion is based on the qualifications of the individual and previous performance and evaluation. 3. Attendance records – the performance for the last two to three years have to be examined. DEMOTION - is the reassignment of an employee to a Employment status is a general term that describes lower job involving fewer skills and responsibilities. the relationship between an employee and an employer. Types of Employment Status: TRANSFER -is the movement of an employee from one job to another of equivalent rank or position at A. Casual Employment Status – describes a the same pay, status, duties and responsibilities situation where an employee is hired on a need to within the organization. need basis. This means an employee is only guaranteed work when the need arises. 2 Kinds of Transfer B. Part time Employment Status - part-time a. Permanent Transfer – this is made to fill employment status refers to an arrangement where vacancies in another unit or department requiring the an employee works for less than 34 hours a week. skills and capabilities of the employee being transferred. C. Full time employment status - Full-time employment refers to an arrangement where an b. Temporary Transfer – is made due to the employee is hired on permanent terms of service. temporary absence of an employee or for an employee to learn other duties and responsibilities as preparation for promotion. PROMOTION- is the reassignment of an employee to a higher job position. SEPARATION - occurs when employee leaves the organization after several years of service. It can be Approaches to Recruit Employees for Promotion: voluntary or involuntary. 1. Closed promotion system - the responsibility of the supervisor to identify promotable employees for Types of Separation the job to be filled. 1.) Voluntary separation –the initiative for 2. Open promotion system - also known as job separation is taken by employee. It refers to the posting - enhance participation and the achievement separation of employees on their own request. of equal opportunity goals. 8 a. Resignation – employee decides to quit when he discipline in the workplace policies in the employee is totally dissatisfied with the job; suffers from ill handbook just to be on the safe side. health or he has secured a better job elsewhere. 2. Establish clear rules for employees -Lay it all b. Retirement - occur when employees reach the out, in writing, and go over it with them. Have them end of their career. sign the employee handbook that these rules are located in so that you have documentation that they heard and understand what is expected of them. 2.) Involuntary separation – the initiative for 3. Establish clear rule for your managers- All separation is taken by employer. managers must be consistent in putting your a. Discharge/Dismissal – employee is discharged if disciplinary policies into action there is excessive absenteeism, serious 4. Decide what disciplint method youwill use- All misconduct, theft of company property and discipline methods are based on the idea that there espionage ( submission of false data at recruitment. is a goal or benchmark that needs to be met, and that b. Lay off – employees are laid off for a certain not meeting it puts something into motion period when organization is faced with recession, 5. Document employee discipline in the shortage of raw materials, etc.. Normally employees workplace - If employee discipline leads to firing or are laid off based on seniority. Those with shortest legal action, having no documentation to refer to as a service period are laid off first. reason for disciplinary action will leave you open to c. Retrenchment - employees are retrenched possible legal consequences. permanently when they become surplus due to 6. Be proactive by using employee reviews- change in products or closure of a department. They Regular employee reviews, even for small are entitled to compensation. businesses, are a proactive approach to employee d. Downsizing - means reducing the size of the discipline. workforce. It is adopted when organization incurs 7. Get the right mindset- losses over a period of years or when organization is restructured. 8. Stop focusing on productivity as your ultimate measure- If managers are so focused on productivity, it’s too easy for them to let bad behavior Employee Discipline slide as long as productivity goals are being met. -Good discipline means that employees are willing to abide by company rules and executive orders and 9. Follow your own guidelines behave in the desired fashion. Different Types of Penalties -Employee discipline refers to the process of correcting and managing employee behavior to 1. Reprimand – it is a verbal warning given by the ensure that individuals adhere to established rules, supervisor to correct immediately infraction of a policies, and standards within the workplace. company rule. 9 STEPS for effective discipline in the workplace: a.) Oral warning - this is done by the supervisor or line manager to correct immediately the misdeeds of 1. Know what the law says about employee the employee. discipline -there are laws that broadly cover employee discipline and termination issues. It’s a good idea to have your lawyer review your employee 9 b.) Written reprimand – usually given by the them to adjust to a new world of life outside the manager or line supervisor and is made a part of his organization. personnel file. f. Termination - employees who are terminated should be given proper counseling for seeking other jobs and to advise them to be better in their next 2. Suspension – is the temporary lay off of an employment. employee from work due to a repeated violation of minor policies that don’t warrant total separation or termination. 2. Personal Problems - the HRD is the guidance 3. Discharge or Termination - it means total loss of officer of the people who suffer problem related to a job and loss of privileges and benefits. Dismissal their families, work, drug abuse and others which are should be used only for the most serious offenses. personal in nature. The Role of Managerial Counselling in Maintaining Discipline -Managerial counseling is designed to help employees to do a better job by providing them with an understanding of their relationships with their superiors, fellow workers and subordinates. Areas Where Employees may Require Counseling 1. Job-Related Activities a. Peformance issues - management is responsible for informing the employee of their progress. The employees must know their status from time to time and the immediate supervisor must do the counseling when performance is getting low. b. Disciplinary Cases – before the problem gets worse , the manager or the supervisor must do the remedial measures and do intensive counseling. c. Conflict in the Work Place – the HRD must be careful in handling personal conflicts as this may lead some color to some people and the counselor must know when to intervene in the conflict. d. Safety and Industrial Health - employees should always be reminded of the health and safety programs of the company and develop values and attitudes of safe job performance while at work and in their affairs. e. Retirement - when employees retire from employment, they need counseling and guidance for 10 11