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
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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
Harold Sweeney has been given the position of director of Human Resource at Electric Applications. He has realized the need to assess the situation of high turnover, especially in the area of electrical engineers who work in
1. What changes does FTP make to an ASCII file when you download it in ASCII mode to a windows machine from a Linux server? What changes are made when you download the file to a Mac?
Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals.
After compiling all the information, from researching the topic of high turnover rates in a company to find what can be done to correct it in an effective manner. I have found that many areas of a company are affected and to what level of
Career development is a continuous process of handling proactively work and changes in life in order to move forward and reach the goals set for a better future. It involves learning new skills, moving up in the position within the organization or altogether moving to new organization or even starting up a new business. A career development plan is created to set goals and how to reach these goals using your talents and skills in the working world. A five year plan is ideal to start with, as five years are enough to reach bigger goals while working for and achieving smaller goals.
Career development is not just beneficial to the organisation. The impact it has on an employee is valuable as well. It allows for the employee to align career goals with personal goals.
A personal development plan consists of goals or targets, timescales, actions, people who can help you, success, and review.
Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.
could be held, based on an analysis of what people actually do in an organization.
In this paper Team C has discussed the issue of poor employee retention concluding in a high employee turnover rate. This is an issue that can be common among some companies and that is a great example of
Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the
All over the globe retaining employees is a most critical factor for the organisations. High employee turnover is more common in private sector as compared to public. In construction industry, to reduce employee turnover and to improve the productivity of an organisation, organisations have to be aware of the reasons why an employees quit the organisation?. Employee turnover can be explained as the expenses, in term of money, time, and quality of work, that an organisation bear while replacing an employee. If an organisation fails to satisfy the needs of its employees then it is obvious that the employees will look forward to fulfill their necessities. This chapter discuss the reasons why employees quit their jobs.
a good employer. Hence the employee retention rate is very low. The purpose of this report is to propose a
They are thinking of implement a strategic compensation plan as well as various other options that will allow its organization to focus on its strategic objectives and develop a comprehensive plan, considering base pay, short- and long-term incentives, benefits and growth opportunities. This kind of planning helps ensure that the compensation system will support the organization's long-and short-term objectives without overlap, which would have more than one pay plan driving the same objectives. The ultimate objective of this process is to ensure that the compensation system and other important facets attract and retain the desired employees and that it motivates them to do those things that support the business plan.
Employee retention has always been an important focus for human resource managers. Once a company has invested time and money to recruit and train a good employee, it is in their own best interest to retain that employee, to further develop and motivate him so that he continues to provide value to the organization. But, employers must also recognize and tend to what is in the best interest of their employees, if they intend to keep them. When a company overlooks the needs of its employees and focuses only on the needs of the organization, turnover often results. Excessive turnover in an organization is a prime indicator that something is not right in the employee environment. We will look at