Career Development And Succession Management Case Study
8.6 Career Development and succession Management
Career Development and succession Management increase organizational agility, while reducing risk, with the Success Factors Succession & Development solution. This management can more easily identify and develop talent in helping to ensure leadership continuity to minimize business risk and increasing employee retention. This helps railway companies build bench strength to fill critical positions quickly, engage employees with career growth and personal development opportunities, and align the workforce to critical business needs.
8.7 Rewards and Recognition
8.7.1 Performance Appraisal
This can play a vital role in performance management as a process for identifying areas in need of further …show more content…
Notably, these skills and knowledge could include abstract skills such as people management, communication skills and abilities, team leading abilities and customer service skills.
8.7.3 Wellness
This is important from the employee’s perspective for a number of reasons job applicants and employees can gain a feeling of self-esteem and self‐confidence which can encourage them to further upgrade their skills and knowledge and possibly their level of qualifications (Smith & Clayton 2009).
8.7.4 Labour flexibility and work or life balance
Labour flexibility is linked with work life issues, employee wellness and job satisfaction. In this thing, the knowledge and experience of a diverse workforce are certainly an asset to rail organizations, a growing awareness of equity and diversity issues highlights the value of viewing employees as agents, and of considering skills recognition from the perspective of employees as well as that of employers.
8.8 Organizational Development
8.8.1 Skills audits
This is an ideal process for conducting skill inventories and audits to assist in making evidence-based decisions about individual and organizational learning besides development programs and …show more content…
When effective skills recognition processes are in place learners do not need to relearn skills and knowledge they already hold.
8.8.4 Currency
Currency is a factor in skills recognition for some roles and sectors of the rail industry. It include areas where technology and industry standards are rapidly changing, workers’ knowledge, skills, competencies and experience obtained more than two or three years ago may no longer be adequate. Besides that, this contrasts with some customer service, administration and management roles, where the rate of change may be slower such as management or accountancy qualification may still be relevant many years after it was issued.
8.8.5 Career planning, engagement and retention
We can assist in identifying employee strengths and areas of development in career development planning conversations, enabling future career prospects and possibilities to be
Career Development and succession Management increase organizational agility, while reducing risk, with the Success Factors Succession & Development solution. This management can more easily identify and develop talent in helping to ensure leadership continuity to minimize business risk and increasing employee retention. This helps railway companies build bench strength to fill critical positions quickly, engage employees with career growth and personal development opportunities, and align the workforce to critical business needs.
8.7 Rewards and Recognition
8.7.1 Performance Appraisal
This can play a vital role in performance management as a process for identifying areas in need of further …show more content…
Notably, these skills and knowledge could include abstract skills such as people management, communication skills and abilities, team leading abilities and customer service skills.
8.7.3 Wellness
This is important from the employee’s perspective for a number of reasons job applicants and employees can gain a feeling of self-esteem and self‐confidence which can encourage them to further upgrade their skills and knowledge and possibly their level of qualifications (Smith & Clayton 2009).
8.7.4 Labour flexibility and work or life balance
Labour flexibility is linked with work life issues, employee wellness and job satisfaction. In this thing, the knowledge and experience of a diverse workforce are certainly an asset to rail organizations, a growing awareness of equity and diversity issues highlights the value of viewing employees as agents, and of considering skills recognition from the perspective of employees as well as that of employers.
8.8 Organizational Development
8.8.1 Skills audits
This is an ideal process for conducting skill inventories and audits to assist in making evidence-based decisions about individual and organizational learning besides development programs and …show more content…
When effective skills recognition processes are in place learners do not need to relearn skills and knowledge they already hold.
8.8.4 Currency
Currency is a factor in skills recognition for some roles and sectors of the rail industry. It include areas where technology and industry standards are rapidly changing, workers’ knowledge, skills, competencies and experience obtained more than two or three years ago may no longer be adequate. Besides that, this contrasts with some customer service, administration and management roles, where the rate of change may be slower such as management or accountancy qualification may still be relevant many years after it was issued.
8.8.5 Career planning, engagement and retention
We can assist in identifying employee strengths and areas of development in career development planning conversations, enabling future career prospects and possibilities to be