Many employees change jobs because of a perceived lack of opportunity. In many cases, however, the employer actually offered opportunities for growth, but failed to communicate them to the departing worker. To avoid this trap, many companies have returned to career development software. Employees use these self-administered programs to manage their own careers. The worker conducts a self-assessment of strengths and weakness and shares it with a supervisor.
Supervisors then present the organization's needs and objectives.
The career map creates a firm foundation that helps carry the employee through hard times, and buoys him or her against offers from other companies. The most important person in the company to an employee is their supervisor. So not surprisingly, a variety of studies into turnover have revealed that often it's the supervisor who drives an employee out of the company. Fortunately, data management tools can help managers prevent problems with employees by making them aware of workforce dynamics. HRIS systems can alert supervisors to critical periods, enabling them to pay special attention to employees approaching these thresholds.