Retention, Outplacement & People Planning
Submitted by c4ioe on Tue, 03/24/2009 - 19:29
With four generations in the workforce, retention and people planning strategies are more complex because of the need to manage the variety of work motivations and behaviors of these groups. For instance, the "free agency" nature of younger generations makes the need for retention strategies and people planning and development, all the more critical. "Free agency" is an analogy to the sports world where free agents do what is best for them individually, without holding a contractual affiliation (or without, some would say, loyalty) to a particular team. The analogy is drawn with younger work generations because of the norm for them to have frequent movement between organizations for career advancement, work-life balance or other reasons. They do not tend to stick with organizations for 25-35 years like their parents did. So, organizations need to consider the critical positions and skills needed to accomplish the organizational goals and then plan for filling those roles. And, organizations need to plan for recruiting, retention and people planning strategies that are flexible and responsive to the motivations and behaviors of the various generations (such as offering "free agency" benefits - e.g. employees don't lose their vacation amount when transferring to another organization. If they had 3 weeks of vacation at their prior company, they retain three weeks of vacation at the new employer, etc.) Here are some of the services we provide:
- Assist in defining retention strategies
- Provide outplacement services including: counseling, career interest assessments, career transition coaching, job search assistance
- Develop a career development strategy and communicate strategy to employees
- Determine why individuals have separated voluntarily. Assess, report and provide recommendations about trends/issues that organization should address.
- Develop Individual Development Plans (IDPs) for employees and/or train leaders/managers how to develop and use IDPs
- Assess job/position needs for an organization - jobs/positions needed (number of positions, competencies/skills) for work flow and to meet objectives
- Assess/document individual job requirements and opportunities
- Provide coaching to individuals or teams regarding job fit, career satisfaction, career development, opportunities for movement, change, issue resolution, etc.
- Assess individuals against individual job requirements and opportunities