Ole Sangale Road, Madaraka Estate.

PO Box 59857-00200, Nairobi, Kenya

Tel +254 (0)20 606155, 606268, 606380 Fax +254 (0)20 607498
Mobile +254 (0)722 25 428, (0)733 618 135 Email info@strathmore.edu
www.strathmore.edu
CAREER COACHING
AND TALENT
MANAGEMENT
After appraisals, HR needs to
deal with some issues
Coaching
Career advise
Mentoring
Mentoring Vs Coaching
Mentoring =
advising,
counseling,
guiding. To help
employed
navigate long term
career hazards


Both require a lot
of interpersonal
skills
Coaching =
teaching short
term job related
skills.
Educating,
instructing,
training.

Mentor Vs Coach
Steps in coaching
Preparation observational process eg
workflow, interactions, waste, accidents etc
Planning agree on steps to take & measures
of success etc
Active coaching
Follow up

. Read more.
Career management
The process of enabling employees to better
understand and develop their career, skills and
interest and to use these more effectively



Question
Did you achieve what you wanted to in your
career or did your potential go unfulfilled?
Career planning
The deliberate process of becoming aware of
personal skills, interests, knowledge,
motivations etc and establishing action plans
to attain specific goals

Career development
lifelong activities that contribute to a persons
career explorations, success and fulfillment

Careers today
Employees need to reinvent themselves due
to changes e.g. mergers, downsizing,
outsourcing etc from a sales rep to accounts
More women are pursuing professional and
managerial careers
Career needs change. Baby boomers were job
and employer focused but generation Y value
flexi work arrangements and balanced lives
..read more on your own

Questions
The rise of the female manager, pressures and
challenges.

The challenges of dealing with four generations
in the workplace
Promotion and transfers

Promotions and Transfers
Are important aspects of careers
Promotion advancements to positions of
more responsibility. Change in income & status
Transfers reassignments to similar positions
in other parts of the firm. No change in
responsibility or remuneration.
Transfers more common than promotions
How do you make sound
promotion decisions?
Seniority vs competence. Which?
Formal promotion policy
How to measure competence. Project future
performance, not past
Avoid bias eg gender, minorities
Follow the law eg avoid retaliations

Transfers 2012
Reasons for transfers
Shortage in a department
Incompatibilities worker vs. manager,
colleagues
Wrong initial placement
Change in interest/capacity of employees
Monotony
Employees Health
Family reasons
Types of transfer
Involuntary or Production transfer avoid lay off
of surplus in one dept. Usu part of restructuring
Replacement transfer esp. junior with snr.
Good?
Versatility or remedial transfer for employees to
be be versatile/competent. Can rectify not ideal
hire or a preparation for the two above.
Shift transfer on rotation or request. Common in
industries
Voluntary transfer to a position of lower pay on
employee request. Reasons?

Retirement
Managing retirement
Is a long term issue for employers
For many reasons, there is a shortage of
talented workers
In a US survey, 78% of employees wish to
continue working after retirement age. Why?
Therefore, retirement planning involves
moreit includes ways of helping employer to
retain in some capacity the skills of those who
would normally retire and leave the firm.
Methods
Create a culture that honours experience
(welcome older workers
Modify selection procedures eg role play not
psychometric testing
Offer flexible part time work. Make staying
more attractive than leaving
Phased retirement programmes eg reduced
work hrs, reduced responsibilities, job
changes, move to independent consultants etc
Pre retirement counseling
To help employees prepare better for
retirement
Areas to counsel:
Benefits advise eg NSSF
Financial investment
Health,
Leisure
Psychological
Second careers in/out of the firm


Talent Management
The automated end to end process of
planning, recruiting, developing, managing and
compensating employees through out the
organisation
Simply said it is the process of attracting,
selecting, training, developing and promoting
employees through an organisation
It is career management from an employers
perspective. Employee wants sucessful
career, employer wants best use of corporate
talent
Need a talent MIS. Software now available.
To integrate succession planning, recruitment,
learning and employee pay
Enables employer to maintain a more
integrated system and set of decisions
Assignment
1. What are some of the challenges Human
Resource Managers are facing in their efforts
to recruit and retain a productive workforce?
2. What are the elements of a good
compensation and benefits package? Give
local examples
3. What factors determine the level of pay in
organisations?
4. What are some challenges HR managers face
in designing compensation systems.