Retention of Employees through Career Management Talent Management and Succession Planning

Among the common techniques used by HR managers to prevent employee turnover includes the use of effective career management, talent management, succession planning, integration of learning and development with employee relations, and reward strategies. In other words, the ability of the HR manager to satisfy employees with their existing jobs will result in a higher chance that the business organization will be able to control employee turnover and increase the rate of employee retention (Tas, Spalding, &amp. Getty, 1989).

Effective Career Management

Career development program (CDP) is referring to the actual organizing, formalizing, and planning on employees’ career growth based on the specific job requirements needed by the business organization. (Lips-Wiersma &amp. Hall, 2007)

Career management can be viewed negatively by some employees because of its paternalistic nature such that men, in general, have a higher privilege of being promoted at work as compared to women (Maume, 1999). Contrary to the research findings of Maume (1999), Cassirer and Reskin (2000) stated that “gender is not associated with promotion attitudes”. it is the fact that male employees give more importance to work promotion that made most of them able to reach higher managerial positions than female employees.

Several studies revealed that managers can effectively motivate employees to deliver a good work performance since career management is considered as an effective work motivating strategy (Eby, Allen, &amp. Brinley, 2005. Crabtree, 1999). Likewise, the study that was conducted by Chen, Chang, and Yeh (2006) on the impact of implementing a career or professional development program on research and development personnel reveals that most employees were able to experience a higher level of work satisfaction and motivation which significantly improves the quality of employees’ work performance and the overall business productivity.&nbsp.&nbsp.