Career Development at Electronic Applications

1494 WordsOct 11, 20086 Pages
Career Development at Electronic Applications 1. Executive Summary Electronic Applications was found in 1972, its headquarters are on San Francisco and it is a major producer of silicon chips. The company’s sales, profit and stock price have grown fast on the past years while the human resources policies have remained unchanged. The main problem the company is facing nowadays is the high turnover ratio closed to an average of 30% on the past three years. The fact that the company is based in an area where many of its closest competitors have offices facilitates employee’s movements from one job to another. This high turnover is mainly affecting positions among the electrical engineers in the R&D department. The key factors behind this high…show more content…
Regarding these questions it is our intention as Human Resources department to take responsibility for the Career Development Programmes however we would empower our employees to take a positive and responsible approach to their own development inside Electronic Applications. As well, we will make sure that we do not foster unrealistic expectations that may end in dissatisfaction, poor performance and higher turnover. One of our main priorities will be to develop a fair and equal career opportunity programme, and in order to avoid further discriminations against woman all candidates will be assessed by a committee formed equally for women and men. The three phases we will follow in order to establish the Career Development Plan are as follows: The Assessment Phase (to be described in the implementation point) The Direction Phase (to be described in the implementation point) The Development Phase (to be described in the implementation point) Pros and Cons: establishing a career development plan is a long process in which every step needs to be taken carefully in order not to generate false expectations. However a well-established programmed will definitely reduced our turnover ratio. 3. - To implement an employee’s compensation programme based not only base compensation (salary) but including, as well, pay
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