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Career manapearlent or
employees' Career Manapearlent is an important part of developing human
resources in a company, where this step is an attempt to encourage and motivate
the employees to be able to get a better career, both in terms of position and
in terms of salary.
By having a career plan,
then an employee will not only be more motivated in their work, but employees
will be able to have the level of proffesion satisfaction is higher and this
will lead to better the productivity and minimize the level of moving employees
in a company. Employee Career Manapearlent itself is an effort to make the
employee may have more insight and better capabilities, including in the case
of other proffesions with unusual proffesion descriptions and higher difficulty
level than the previous work. Even if it is necessary, the employee can be
placed in various positions and assignments. But unfortunately, it is sometimes
often escape the attention of new employees who do not have experience or a new
graduate employees, finally upon age and working time began to increase, then
the employee realized that the proffesion does not carry it everywhere.
This is often an issue of
concern in a company, where satisfaction and employee motivation is to be
dindividuals. In this condition, in fact this is the main proffesion of the HR
department to assist the employee in terms of career manapearlent, especially
if the employee is considered to be very potential to be developed better.
Career Manapearlent
Employees In A Company:
In a company, the HR
Department could propose several programs to encourage the employees in terms
of career manapearlent, either by using the official submission letter
submitted to the manapearlent and submission of personal nature that can be
delivered in a meeting forum or training programs.
For example, the HR
department has the right to propose the existence of programs related to
proffesion shadow that allows an employee from one department to get training
or can also learn to do the work that the proffesion of other departments.
For example, we could take a
bartender at a hotel maid staff to learn to be a restaurant, a production
operator trained to become head of production units, secretary of a company can
learn to become administrative assistants, supervisors can begin to learn to
know the discharge of duties-duties of quality controllers and etc.
With this training program,
in addition to add insight and expertise of an employee, such employee career
manapearlent strategy will also encourage employees to be more zealous in
determining their Career Path based on unusual skills in accordance with
passion. In addition, this training is also useful to fight boredom in a
company. In addition, the HR department can make this training program as a regular
program or even formally a company that carried out in a special period, of
course, this is all subject to approval of the board of directors. In fact, if
necessary, the HR department can apkoin an experienced employee who is
considered more as a mentor in this training program.
Furthermore, the HR
department can also make proposals on their regular training programs that are
directly related to the development of expertise and insight into the
development of an employee where the employee from each department will attend
the training with a schedule that is set up in such a way so that all
departments can obtain training in equal portions. Another way to be able to
develop the career of an employee in a company is to provide the widest
possible information and training as possible to each employee who is
considered very potential and serious see to develop a career in the company
(not an employee of the company who sees just use this as a springboard to be
able to work in a larger company).
Therefore, it is the duty of
the HR department to have rich resources and reliable to allow an employee to
be able to develop skills and careers. This information can be obtained from
the seminars, learn tours, in-house training or even can also directly open a
scholarship program for potential employees.
How do I know the HR
department potential proffesion candidates?
There are many ways you can
do HR departments to determine the potential employee candidates to be included
in the employee's career manapearlent programs, some of which are in
collaboration with managers in order to try to put some of the employees of a
department in a project unusual from other departments.
This is done to see how much
the employee's ability to adapt to conditions outside the comfort zone for
which they are working. For example, if an employee has been very expert run a
machine, try to ask the employee's entry into other departments with unusual
engine conditions.
If the employee is able to
adjust well, them to work on other projects in unusual departments. The
adaptation process and the time the employee determines how the seriousness and
quality of the employee.
Employee career manapearlent
program performed well, actually not only benefit the employees themselves, but
also will impact on the company's progress and to lower levels of change
proffesion and proffesion dissatisfaction rate among employees. In addition,
this method can also be used to retain employees is considered more potent.
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