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Career Development

Joriz Elevazo faces the problem of high turnover rates among electrical engineers in Research and Development at 30% per year. There is no formal exit interview system or career development programs. Additional questions should be asked about implementing a career management system to improve employee motivation and commitment. To address turnover, the company needs a strategic plan to shift its focus from acquiring to retaining employees by developing them through training programs, rewards systems, and performance evaluations. Career development activities should be integrated with human resource programs to provide employees with career exploration and goal setting support.

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Jess Kenneth Mejorada Bernadoz
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220 views3 pages

Career Development

Joriz Elevazo faces the problem of high turnover rates among electrical engineers in Research and Development at 30% per year. There is no formal exit interview system or career development programs. Additional questions should be asked about implementing a career management system to improve employee motivation and commitment. To address turnover, the company needs a strategic plan to shift its focus from acquiring to retaining employees by developing them through training programs, rewards systems, and performance evaluations. Career development activities should be integrated with human resource programs to provide employees with career exploration and goal setting support.

Uploaded by

Jess Kenneth Mejorada Bernadoz
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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BEVERLY ANNE M.

BARRETTO
MBA

Questions:

1. Describe the nature and causes of the problem faced by Joriz Elevazo.

One significant problem seems to be the high turnover among electrical engineers who
work in Research and Development with the turnover rates average about 30% per year over
the past three years. There is no formal exit interview system when the employees leaves
from the company, no career ladders in employment, the employees feel a low morale, the
employees seen no career securityand have experienced No reward system.

2. What additional questions should Joriz ask or what additional information is


needed before proceeding toward a solution to this problem? Why?

Additional questions Joriz should ask is about Career Management and


Development Systems for improvingemployees’ career motivation and commitment
in development activities.

3. How will Joriz address the turn-over of young electrical engineers in the Reserch &
Development Department

The company needs to shift its focus from attaining people to retaining people it already has. It
needs to build a new strategic plan and reevaluate how it keeps its current employees.

Strategic Plan

1. Create a new company mission that must focus on employee development


2. Reassess its SWOT.
Strengths – What are they good at
Weaknesses – what are they not good at
Opportunities – what advantages have presented themselvess
Threats – what may pose a problem to them

3. Objective Setting
A. Set Objectives like;
a. Reducing employee turnover
b. Achieve highest rating amongst competitors
c. Set growth goals
B. Build Strategies based on these goals

4. Strategy Implementation
Get everybody on board.

4. If Joriz decides to develop a formalized career development system at Caraga Electronic


Applications, what components or types of services should be offered? Why?

A. Implementation of a new training and development system

a. Get top management involved

b. Provide new technologies for training

B. Create a Reward System

a. Make managers knowledgeable

b. Reward them for utilizing employees well

C. Reconsider its appraisal program

a. Include future career development or goals section

D. Identify the needs of the company, define company objectives, choose a delivery
method, and choose a delivery system.

5. Should the career development activities be integrated with other human resource
management activities? If yes, which ones? Why?

Yes, by practicing career management process that involves career exploration,


development of career goals, and use of career strategies to obtain career goals. Employees
provided information concerning their personal characteristics, career management strategies,
their manager’s support for career development, and willingness to participate in development
activities.
6. What criteria should Joriz consider to evaluate good candidates for promotion? What
criteria could be used to evaluate the performance of supervisors in development of their
subordinates?

Criteria to consider for evaluating good candidates for promotion

Recruting and retaining quality employees is necessary for the success of both small and
large businesses. A strong retention strategy needs to be part of your personnel plans from your
first hire on if you want to reap the rewards of having a knowledgeable, experienced staff and
avoid regular retraining costs.

A. Set Promotion Guidelines for Employees


B. Schedule Performance Evaluations
C. Evaluate for Promotion adn Raises
D. Develop Response Plans to Promotion Requests

Criteria to evaluate the performance of supervisors in development of their subordinates

Evaluating an employee’s performance should help her know where she is performing
well and where she needs to improve, benefiting both the company and the employee. Applying
the same general parameters to all of your employee’s performance reviews helps provide a
consistent rating system for your workers and fairness to your staff.

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