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Group Members
Muhammad Haider Ali
Raja Omar KianiSteven Rehmat
Raja Zeeshan Ali
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Chapter 18
“Developing &
Assisting Members”
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Outline1. Career Planning & Development Interventions
i. Career Stagesii. Career Planningiii. Career Development
Rule & Structure Interventions Individual Employee Development Interventions
Performance Feedback & Coaching Interventions
2. Workforce Diversity Interventionsi. Ageii. Gender iii. Race/Ethnicityiv. Disabilityv. Culture & Values
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3. Employee Stress & Wellness Interventions
i. Work Leavesii. Stress Management Programsiii. Definition & Modeliv. Diagnosis & Awareness of Stress & its Causesv. Alleviating Stressors & Coping with Stress
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1. Career Planning & Development Interventions
i. Career Stages Four career stages:
Establishment People are uncertain about their competencies &
Potential People making initial choices about committing
themselves to a specific career People are exploring about their interests &
capabilities They are dependent on others, i.e., bosses,
experienced employees etc.
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Advancement Career selected Comparatively independent Concerned with advancing in their chosen
career Exploring about the available long term
options
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Maintenance Achieved greatest advancement Teaching is learning twice “Midlife Crises”
Dissatisfied with career progressSearch for alternativesReassessment of oneself & chosen career
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Withdrawal
Leaving a career letting go of organizational attachments Major contributions now are sharing knowledge & experience with others
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ii. Career Planning it involves:
Setting individual CAREER OBJECTIVES; which includes:
Assessing one’s interests, capabilities, values & goals, examine alternative careers & making decisions;
that may affect:
Current Job; and includes planning about:
How to progress in the DESIRED DIRECTION.
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Linking Career Planning, Human Resource Planning
INDIVIDUAL CAREER PLANNING HUMAN RESOURCES PLANNING
Personal Objectives & Life Plans
Occupational & Organizational Choice
Job Assessment Choice
Performance & Development Planning & Review
Retirement
Business Objectives & Plans
Ways to Attract, Recruit & Orient New Talent to the Firm
Methods for Matching Individuals & Capabilities with Job Opportunities
Ways to Help People Perform Effectively & Develop
Ways for helping Employees Prepare for Satisfying Retirement
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iii. Career Development helps individuals in:
Achieving their CAREER OBJECTIVES.CD includes:
organizational PRACTICES; that help employees to:
Implement CAREER PLANS.
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CD Interventions & relevant Career Stages, its Key Purposes & Intended Outcomes:
Role & Structure Interventions Realistic Job Preview Job Rotation & Challenging
Assignments Consultative Roles Phased Retirement
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Individual Employee Development
Assessment Centers Mentoring Developmental Training
Performance Feedback & Coaching
Work-Life Balance Interventions
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2. Workforce Diversity Interventions Diversity: It results from people who bring different resources & perspectives to the workplace & who have distinctive needs, preferences, expectations & lifestyles.
“In order to gain competitive advantage, it is very vital to manage that diversity
accordingly”
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General Framework for Managing Diversity
External Pressures For & Against Diversity
Internal Pressures For & Against Diversity
Management Prospective &
Priorities
ImplementationStrategic
Responses
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INTERNAL & EXTERNAL PRESSURES Facing each Organization in Context of Diversity are:
i. Age Personal Needs & Work Motivation of
Different Cohorts Old Workers Young Workers
ii. Gender Work Design Reward System Career Development Gender Inequity
Example of European retail company
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iii. Race
Critical area in diversity management Unequal distribution of authorities Sensitive training can overcome the issue:
Selection criteria Performance appraisals Develop & enforce appropriate rules
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iv. Disability American standards
Banned all discrimination forms on the basis of mental & physical disability.
Modified many organizations to accommodate people with disabilities.
Work design Simplify the work.
Career planning & development Let them aware of Career Opportunities.
Performance management Goal Setting, Monitoring & Coaching performance.
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v. Culture & ValuesCultural diversity can be adopt by following planned change interventions: Employee involvement
These fulfill the need for participation in decision making Employee productivity can be increased by letting them
involve in different works among different types of groups.
Reward System Flexi timing Work Locations Holidays
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Career Planning & Development
It helps identify advancement opportunities in line with their cultural values
As cultures values differs, so each management must match programs with them by such they can improve:
o Job satisfactiono Productivityo Employee Retention
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3. Employee Stress & Wellness Interventions
“Individual well-being or wellness comprises the various life/non-work satisfactions enjoyed by individuals, work/job-related satisfactions &
general health”
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i. Work LeavesLeave Encashment [annual leaves] Medical Leaves Casual Leaves
ii. Stress Management programs Problems:
Turnover Absenteeism Low performance
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iii. Model
How the individual perceives
occupational stressors
Workplace Stressors
Physical Environment• Pollution
Individual• overload
Group• Poor Peer
Relation
Organizational• Poor structural
design
Stress Consequences
Subjective
Behavioral
Cognitive
Physiological
Organizational
Workplace Interventions
Role Clarification
Supportive Relationship
Stress Inoculation
TrainingHealth
Facilities
Employee Assistance Program
Individual Differences
Cognitive/Affective Biological/Demographic
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iv. Diagnosing & Awareness of Stress & its Causes
Stress management prevent negative stress outcomes, either by;
• Changing Organizational conditions causing the stress
Or
• Enhancing employees abilities to cope with them
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There are two methods for diagnosing stress:a) Charting Stressorsb) Health Profiling
v. Allocating Stressors & Coping with Stressc) Supportive Relationshipsd) Stress Inoculation Traininge) Health Facilitiesf) Employee Assistance Programs
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