Career Management Recommendation

 
Career Management Recommendation

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Career Management Recommendation
Executive summary
The implementation of a career management program at Consulting Inc, a hypothetical company is aimed at enhancing productivity and reducing the high rate of employee turnover that is currently being experienced by the organization. This report details the need to implement a career management program at the organization to the CEO of Consulting Inc. in particular, the report provides a history of the issue and its symptoms and causes, which include low productivity and high rates of turnover. The report also includes the cost implications of the career management program, and how the benefits achieved due to high productivity and low turnover rates outweigh the costs. The legal implications associated with the implementation are also discussed, and it is recommended that legal experts should be consulted so as to avoid litigation. It is estimated that the majority of the employees and managers will embrace the career management program, but that they will need to be consulted early so as to improve their levels of support. The timing associated with the project is expected to last for six months so as to adequately prepare the organization for the change.

Recommendation
Assessment tools should be implemented so that the employees’ strengths, skills, and potential can be ascertained. The organization should establish the use of performance appraisals and skills analysis tools that will provide information regarding every individual’s capacity to effectively perform their duties and responsibilities. The second recommendation regards the development of organizational development processes that will assist employees to determine how their skills and qualifications are aligned with the organization’s goals. Employees need to know how their performance determines the realization of the organization’s objectives. The third recommendation suggests that training and development should be adopted as methods that will enforce goal setting and action planning. According to Ford (2014), based on the strengths, skills, and potential that were highlighted by the assessment tools, every individual should be assisted to determine how they can fortify their strengths and accomplish their potential. Additionally, weak areas identified by the assessment tools should be corrected through the use of correctional strategies. Other than individual attributes, training and development should also impart best practices on the employees based on changing market demands (Ji et al, 2012). This will allow Consultancy Inc to have competitive advantage over its rivals. The fourth recommendation has to do with the alteration of organizational infrastructures in a way that supports talent management. The firm’s policies and processes should include areas such as succession planning, internal recruitment, internal promotions, succession planning, career development, and leadership development.

Justification
The introduction of performance appraisals will ensure that employees’ performance is monitored on a regular basis. The appraisals will also make sure that the strengths and weaknesses pertaining to individual employees are identified. Employee performance should be analyzed against pre-determined factors that are uniform throughout the whole organization (Ford, 2014). This ensures that the employees are assessed on similar metrics. Employees may have hidden potential that is unexplored, and if they are assisted to identify their talents, they will enhance the delivery of their roles and responsibilities. Secondly, the skill analysis tools will highlight the extent to which the employees are able to perform pertinent functions. It could also be discovered that employees have hidden skills that may be used to benefit the organization. For instance, an employee working in a support capacity could have advanced IT skills that would be beneficial to the IT department. Instead of sourcing for external applicants, the organization can employ the worker, therefore boosting their career. The employees will gain as they will be empowered to achieve career development and growth, while the Consulting Inc will gain by as the employee retention rates will increase.
The development of organizational development processes will ensure that the analysis of employee competencies is supported by organizational structures. For instance, if the performance appraisal is implemented, all the departments should follow a similar process of establishing and recording employee performance. There should also be a uniform manner in which the results are scored, and based on the scores, the implications should be similar, regardless of the department in which the employee works in (Jehanzeb & Bashir, 2013). By establishing organizational structures that support the career development processes, the employees will be more mot