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The current situation, when there is no clear career planning and development program in the company, happens often nowadays. Such situation is difficult for both the company and employees. They feel insecure of their future promotion, about further plans of the company and other important issues. In this situation Bob, the plant’s quality control director, was insecure about the opportunities at another plant of the company and he has chosen to resign, and Terry, the plant manager, had a discussion considering the Bob’s resignation and Terry’s plant to move to the corporate office.

Question 1
1. Evaluate the career planning and development program at this company.

Career planning is very important nowadays, as it makes employees feel more secure and protected. They know when and under which conditions they can get promotion, what they should be doing and which skills they have to obtain. Career planning at this company depends on many factors. It depends on people who have enough experience and ambitions to take a higher position. It depends on the other plants where also work other people with their ambitions and perspectives they see for themselves. Development program of the company is built that way: for example when a plant manager has enough experience, later he is transferred to the corporate office. And when plant’s quality control director works at one plant and has certain experience, he is usually transferred to another larger plant. This company does not have good career planning and development program, as considering the situation with Bob – the employees do not know all the truth and their own perspectives within the company. This fact does not show the good career planning and especially development. The only way the employees find is to look for a new job. AS a recommendation for this company, it should create and implement career planning and development program to ensure its employees what to expect out of their work and to be able to find out their perspectives. At least approximate planning will be helpful, as there should be aims and goals to be reached and to provide the best possible work of the company.

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2. What actions might have prevented Bob’s resignation?
Introduction (Overview of the case study)

If the opportunities in the other plants were clear for Bob, he would probably not give his word to Wilson Products. If the career expectations and the following steps are described properly, then employees, such as Bob, are not searching for competitors with more clear conditions and benefits. This situation shows uncertainty and the fact that people are not sure in their choice and the future in the company. That is why Bob started searching for a new job because he did not want to take risk by applying to another plant of the company, as Bob described: “Well, I heard about an opening in the Cincinnati plant last year,” said Bob, “but by the time I checked, the job had already been filled. We never know about opportunities in the other plants until we read about the incumbent in the company paper”. Consequently the situation is unclear and the fact is that the human resource development does not work properly in the company. As Bob thinks “There is no future here”.
If the company had a clear plan of promotion, clear planning and individual development of each employee, op positions, then it is unlikely that employees like Bob would seek the job in other companies. It shows that human resource development is fragile and not fully understandable. And there are some reasons for that… One of them is the instability in the whole world and the inability to predict further development of the company itself, of its plants and affiliates.

a) Evaluate the career planning and career development in the company based on the two major factors that affect career planning.

1. Career-Impacted Life Stages
There are different career- impacted life stages, when a person starts career, when he is promoted and when he finishes his career. The most difficult step and the stage is the start of the career. It is important to find the proper company to develop all your potential and to appreciate your work. It is also important to feel confident for the employees in all their career stages, and the company is able to provide this – to organize proper career planning and development. Each career stage has its advantages and disadvantages, and the main point is the smooth transition from one stage to another. And this transition can be provided and guaranteed by the human resource development of the company. All perspective and further steps of the employees must be transparent and clear for them, as employees have the right to know about their perspectives. Nowadays each company seeks its own approach to the development and to the career planning and modifications. Individual approach for Bob in the current situation and specifications are inherent to the corporations and small companies.

2. Career Anchors
Career anchors are the clue to the fundamental understanding and perspectives in the career of the employee. In the current case career anchors are stability, clear perspectives and respective salary for the current position. Nowadays there is plenty of instability within the companies, plenty of unexpected situations and the things that employees cannot understand or predict. The anchors of career should help employees reach the level they are aimed to, move forward and realize their perspectives, as for example Bob needed it. These anchors should help an employee plan his further career, depict advantages from the current situation and look into the future with optimism and confidence. The successful and perspective company is able to provide employees with the proper career program and development and, unlike the current case with Bob, employees should be confident that they can rely on their company even after promotion and further work at another plant. Trust and patriotism of the employees for their company is important and helps when taking the decisions.