Question

Human Resources Management

Subject : Developing employees and their careers.

Develop a PowerPoint presentation.

The first slide should be your Introduction slide, the next 10-15 slides should be informational slides, the last slide should be the reference slide (the url's of the pictures or information for citing or referencing your work).

Answer 1

Slide 1: summary

Providing a career path could be a ancient technique by that Associate in Nursing worker are often developed among a company

It is the progression of jobs in Associate in Nursing organization's specific activity fields hierarchical from highest to lowest supported the amount of responsibility and pay.

Employees sometimes feel additional engaged after they believe that their leader concerning|worries|is bothered} about their growth.

A career development path provides workers with Associate in Nursing current mechanism to reinforce their skills and information.

Implementing career ways might also have a right away impact on the whole organization by rising morale, career satisfaction, motivation, productivity, and responsiveness.

Slide 2: Background

In the early a part of the twentieth century, career alternative and career progression were determined by tradition, socio-economic standing, family and gender. for many men, career choice—and standing among those careers—was determined by what their fathers and alternative male members of the family had done before them. For women, the career alternative choices were even additional restricted by convention and social mores. Career progression and career ladders were virtually nonexistent.

In the immediate post-WWII world, the company organization became the actuation in U.S. business. each employers Associate in Nursingd workers operated below an inexplicit contract: workers would be loyal, and successively, employers would supply employment till retirement.

In the latter a part of the twentieth century, however, this ancient flight of a human career at one leader became a factor of the past. From the late Seventies onward, the U.S. economy old many boom-and-bust cycles, inflicting several organizations to bear large layoffs and restructuring, and to be reticent to re-staff at pre-bust levels even once times were smart. additionally throughout this era, the shift off from a producing to a information economy caused a decline in union membership, additional decreasing the once-implied contract of worker loyalty for time period employment. The structure structure became abundant praise, reducing or eliminating middle management layers. to urge ahead or to form extra money, workers typically had to appear elsewhere.

Thus, a brand new paradigm emerged during which people square measure accountable of their ladder, wherever they place it, however long they leave it in situ and the way high they require to travel thereon.

Slide 3: Business Case

Many factors influence the necessity for a company to embrace formal career ways and career ladders, including:

Inability to seek out, recruit and place the correct individuals within the right jobs.
Employee disengagement.
Employee demands for bigger geographical point flexibility.
Lack of diversity at the highest.
A multigenerational men.
Limited chance for advancement in praise or smaller organizations.
Organizational culture amendment.
Talent Crunch
Slide 4: creating worker development a priority

Although most CEOs perceive the importance of worker development, most admit that they are doing not devote the required time and resources to the current activity. in a very study by world staffing firm Randstad, seventy three p.c of employers same fostering worker development is very important, however solely forty nine p.c of workers same leadership is adhering to the current follow.

Similarly, another study unconcealed that eighty five p.c of CEOs same that talent management is as necessary as or additional necessary than alternative business priorities. however solely 2 in ten leaders surveyed same they typically pay time managing talent, and just one in ten typically review talent management with the company's board of administrators.

Most organizations may benefit by increasing efforts to determine clear methods for the way talent are fully grown from among. Career ways and ladders are often effective strategi