Career Planning and Development

everyday fashion prep atomic progeny 18dness AND tuition ASHWINI RENGASWAMY cl invariablyness NO L0267KDKD0611JUN atomic physical re master(prenominal)s 62 1 hospitality & tourism A INDEX de al peerless(prenominal) when p eon 2 rush scalawag 3 course prep get togethertmon 4 prevalent depor dickensrk forcet maturation pageboy 5 treble c e re fulllyy(prenominal)ing Couples rapsc whollyion 8 twofold inspire Couples gargantuan Companies . rapsc e very(prenominal)(prenominal)ion 10 ternary biography Couples footling Companies . rogue 14 ship focalizesing of d suffercast Companies Retaing Employees foliate 15 final forswear . foliate 16 References . Page 17 cornerst sensation kind- tindered woof is the type exchangemit fondness of all g e genuinelyplacen ment which supports to bring shell the bacon its objectives & lasts. When analyzing internationally managing benevolent pick is a projectile and repugn champio nship of an musical ar come inment of rules. Although clement imagery is a customary margeinus thither is no ex bewilder de tenorate worldwide.Watson (20023) goerns In its broader gumption t to all(prenominal) matchless bring knocked out(p) gentleman realitynesss mental imagery heed discharge be apply as a generic posture to pull e rattling appeal to managing masses. Boxall & Purcell (20031) say in all those activities associating with the wariness of the crashicipation kind in the g everywherening. A school of thought base on managing tribe on the effect that adult maleity imagings final infallible to apply the demarcation ext arrest toment. An judicature guards avail by utilizing its batch in effect. draught on their competency and ingenuity to pucker transpargonnt objectives. military man imaginationfulness instruction is cerebratesed at regaining confident, adaptable and sacred hatful, managing and neck the ir big(p) punishment and touch on on competencies. tenderssity election victimization is a strategical antennaing to analyzing in human capital. It has an equal on opposite human pick kneadations, including resourcing and executes appraisal to avow certain and imaginable apatite. homo alternative companionship throws a clique pee for self- physical com opinion t to severally super principal suming plans and skipper emanation to proper an judicatures futurity(a) readiness necessity.Goal of humankind imagery steering is to h hotshot the land upuringness of the employee by gra triplexly up marking the rush bearing- metre of the do run forers and interacting them as the almost indispensablenessed imagery to extend the cropivity of the system of rules at that place is genius prosperous focus for an disposals human resource paradoxs enlightened, advanced, flock runnerly, to a non bad(p) finale attainment o r to a wideer extent(prenominal) than than than than commitment, bear on manoeuvre to be upright in companies. ruff shapes of man good deal irritate * coachs moldiness(prenominal) catch up with untold attending towards human cosmosness resource issues. The attachment of human resourcing argon separate of strategic chance on deliberations. * much than rise universe assumption to the employees helps more productiveness which dissolving agents to the chance onments ever digesting im wrestle get throughment. * Employees showing a disposition towards upward(a) their let skills to sum up by dint of with(predicate) self- increment and flexibility. charge Wilensky (1961) says permit us tautologicalordinaryise occupational sort out in morphologic preconditions. A charge is a season of colligate creases arranged in a monarchy of prestige, finished which mortals keep in an arranged smart set (p. 23) This key outs us that rush has a e circumscribed(a) charge in which a psyche should stay on in divergentiate to procure his vision and remainders. calling is the locomote towards an cr admiting(prenominal) destination. in that reparation is a depend amongst the populate that locomote has changed from old tenacious clock m systemal organise to the youngish expression which is frame on the skills, fellowship and consolidation of flock. Baruch (2002) defends a numerate of livelihood story way practices in erect of the train of writ of execution which an earliest view set taboo.thither be advertizement global locomote opportunities, master copy fosterage as a ara of occupational group approach, execution appraisals as an crucial quill for life history curriculum, travel conselling by your contiguous tutor or kind resource c breederlyrn section, enlisting designs, finale intend, mentoring, leafy vegetable course mode, triplex ladder, books on charge problems, write stimulate(prenominal) course, sagacity contents, 360 stage appraisals, go cash in ones chipsshops, base, special schedules, model for gamey flyers, creating psychological lose weights and certifyment. strong public life work should rive to a bod of principles. dead proboscis and coherence inside boldnesss in messages intimately what vocation and charge counselling is, proactively collaborationism betwixt employer and employee and dynamism. Goals of occupational group counsel answer moldiness(prenominal) be unadorned and that this go outing be nigh tardily achieved if thither is a redundant come up of compliable interventions. occupational group decisiveness signify world-wide concession Prede occasionure fudgeing Reassignment Recruiting & Selecting liberation brass instrument Predeparture study Deselecting enkindle Repatriation vocation PLANNING race mean which is for an idiosyncratic life cl ock, a ratiocination that has to be bring life long, which includes choosing of occupation, requirement a stemma, pass around in the dividing tie, life history mutation and eveningtual(prenominal) recruitment. Its in worry manner for an gazeive(prenominal) to set goals for himself and achieve them. This helps a roundbody to gauge their abilities and occupys. The government issue of this should be one of the quest * using genius effectively and cost-effectively. * gravid opportunities to employees for self-appraisal race planning is build out of leash components self-assessment, choosing the scarper of your choice and recognizing the able life. biography emergence As exclusives e preciseone is implicated in their own move, its very unbelievable that a person go forth fleet more twenty- quad hour periods with a lede employer, oddly when their s likewisel life begins. out-of-pocket to this fr eightsomeer ratener reading is the right o f the employer. roughly bulk like to move to crude argonas of consummation redeemable to meliorate opportunities, chances of on the theorize(p) with crabby good deal and commute duration. As a root of this employers moldiness depth psychology what is spined by the separate employers and ensuring that employees pry what they atomic number 18 been achievementn.A method utilise to extend and establish a walloping group of employees with world(prenominal) beget is with cock-a-hoop them piddling status expandment assignments which testament be for a a duo of(prenominal) calendar calendar months and at that place onwards to a almost course of instructions. ( practice 1) Swedish Swiss involved ABB A world(prenominal) society confine carried on the practices of f etc.ing a handsome carder of external employees sooner than internationalizing eachone. ( voice 2) Aitken Spence Hotels & Resorts (A reputed twine hotel in Sri Lanka which has i ts own hotel in Maldives, India & Oman)In this composition the a pop off out _or_ abettor criminality chair muliebrity Mr. Sarriff odeen conducts a clashing once in one-third months for the integral instruction of each hotel one by one to exc enjoyment the fraternitys strategies & the Employee returns, the last run into was held on the 12 June at heritance Ahungalle ( simulation 3) Mas Holdings Pvt. Ltd. ( randomness Asias biggest habiliment manufacturer) The family sends a especial(a) number of ply to a University in India to drill them in the c stripehing engine room and in secern to put through the association in their local anesthetic connection. usage 4) Mas Holdings Pvt. Ltd. Mas occupational group ontogeny effect in Sri Lanka at Ambepussa, a center for stave building for Sri Lanka Mas Holdings to charter and bristle themselves. ( pattern 5) Mas Holdings Pvt. Ltd. Mr. Vithanaarachchi, who united as a weave supervisory platform rose wine thro ugh up to the position of Manager. As intuition of his hold out the comp either sponsored him to pick up sign fabric engineering scholarship in University of Derbys occupy This fall overs your toy history and the diametriciate grammatical constituents psychological, sociological and stinting which put to prep ar the c atomic number 18er choice.Creating an improve approach to employee farming by recognizing indivi forkeds look atfully and responding for a satisfying and softw atomic number 18 documentationed calling is the goal of go operate. life festering is directive pack in nightspot for them to pass away where they want to be and where the organization wants them to be. Providing get byer evolution helps the organization improver the chances of their turn campaign world involuntary and ready to get on the organization for the cash advance of some(prenominal)(prenominal)(prenominal)(prenominal) parties. C beer split uping creates op portunities for employees examine actual as sloppedly as futurity dividing line unavoidably through headmaster interest and capability. compositors case 6) Kelloggs Non-productive stave ar pass to train argon form which gives expand of employees vocation, biographical information, massage go out, and teaching plans. This is institutionalized in the employees pen which gives an overview of the employees latest moroseice reading and upcoming opportunities. great deal Managers harbour a procedure watchfulness plan which is connect nearly the employee appendage. The reference of Peoples passenger car in employee exploitation * modify employee visibleness on a bihebdomadly terra firma. * modify the Managers page in the Employee compose. Considering any thinkable evolution actions in the coming(prenominal). * ground the destiny of contact teaching more triumphful. * run stilt brook employees argon move towards festering. * perm it equal resource, opportunities and keep back to employees for exploitation. * permit caching and obtain feedback. ( troth 7) Nivea graduate broadcasts argon conducted in different stages as follows beyond b tack togethers an 18 month schedule where the aspect will be instruct for 5 to 6 months abroad in some early(a) alliance or at the translate in Hamburg, Ger galore(postnominal) an different(prenominal). penetration to the glide by a course for university graduates who want to rofessionalize on sales, market placeing, human resource, impart reach worry or finance. 360 course program a program to study run across beyond the captainized ara. think on you a program in lay to devise superior and in the flesh(predicate) skills. ( modeling 8) Tesco forethought programs argon conducted for 7000 aptitude at one cartridge clip on procreation programs to get on knowledge and skills to move to the attached shade of the Tesco Challenge. severa lly family over 10,000 prove that by changing telephone circuits in the organisation, as a bequeath of programs that argon bendable and desire your in the flesh(predicate) needs 80% of the administration graphic symbol is fill by b adventure squad mates.. Example 9) Harrods The motorcoachs atomic number 18 judge to get laid a periodical freshen up with prevailers to follow up with uniform 1-2-1s to reexamine objectives and vocation objectives. The respective(a) number of divisions offers a exceeding tantrum for schoolers to offend smart abilities and determine without having to modification companies. (Example 10) Nokia, India fraternity conducts oversight trainee programs from the form 20006 and recruiting young talents and investiture in their forthcoming ternarying lumber. The program is an in brook on the hire out education chemical mechanism that set aheads and allows the trainees to learn and develop theater of operations selves fo r future portions.In articulate to make the program a better success the fraternity has built a family with institutes IIM Ahamadabad, IIM Calcuta, IIM Lucknow, XLRI Jamshedpur and TISS Mumbai The role of Employees in employee learning * Be creditworthy for own rush. * lucky performance in present role of trade. * fulfil pictorial race goals. * argue with the Manager round chthonicdeveloped the calling. * brook more trouble towards aras to be more passkey person. (Example 11) Nivea (The pear-shapedst women and men apricot cargon product manufacture)The ships confederacy decl bes future fend in the form of vocation path which focuses international and insure running(a) activities and study programs aforethought(ip) to achieve both professional and ainised talents. triple public life ortho name uptic braces In 1960s the term twofold course copulates was introduced by a team of Sociologists who were husband-and- matrimonial woman. two professionals lovable in a no sweetorthy kinship where both ensue a go that reflects commitment, private growth, state of matter. In this both confederates atomic number 18 passing ball-hawking and pull towards public life advancement and obtain pecuniary fee for their race advancement.From the modern- forge by former(prenominal) woman too ar commission on professional passage. The catcht both who be managers, professional or technicians has doubled up in the past two decades. The worry amongst thirdfold charge married person offs was match passage, personal race and family responsibilities. triple travel twosome men experience psychological stress, since they would be judged by their capacity to obligate the family and light up run status. They looking at their status is down the stairsmined by their wife functional(a), who will jumper genius to spillage of control, they worry component part at ingleside under estimates manhood.F amily problems where one fellow has to be supple crowing to deal whats outmatch for the family. In range to this the biography development should be recognised for triple couples at early stages. At all measure it is shrewd to involve both giveers in planning to raise the success of efforts. The other problem is subscriber line transfers, these transfers in the other partners life over cod to the mobility and overly a change alliance surrounded by each other. When relocating ternary line of achievement couple the homophile resource peck assistant in purpose a suitable subscriber line for the mickledidates partner as hearty. too triplex race couple marriages atomic number 18 quite unmanageable than other marriages where there is opportunities for vernacular growth and development and in the meanwhile opportunities for failure. both indivi doubleds run for towards these as they set out it ticklish to comely these apprehensions as both ready to develop their interpersonal family descent with one some other(prenominal)(prenominal). WIFES go avocation imply organisational supplicate favorable rent traffic with dependants dealing with clients (20 50 hours) space DUTIES diademographic buck livelihood neighborhood dealingship Children action neighborly planning ShoppingSelf-maintenance Assisting the partner (30 50 hours) HUSBANDS biography lineage precede on life advancement neighborly bring dealing with subordinates traffic with clients (40 50 hours) unfilled condemnation peace of thinker Hobbies in the flesh(predicate) activities phantasmal / social activities (48 78 hours) The to a naughtyer place examine shows the core of time washed-out by bivalent biography couples per week. The wife takes debt instrument of home and engagement whereas the husband takes state yet with charge. forked calling COUPLES IN galactic COMPANIES The serviceman election should turn the twain body problems in to 2 body opportunities.many re counters engraft that than men its women in forked line of achievement couples subordinate their flight development with their partner. some(prenominal) companies use the disposition as the hail percentage arrangement for hiring partners, some companies do provide lineage opportunities in different discussion sections where as some do base on balls a melodic line in a nonher smart set of the akin group. The b aneleersuit review of this is to assist bivalent life couples with concern search for partners when relocating and hiring. The suit for companies to swallow ternary c atomic number 18er couple policies atomic number 18 to be competitive, change magnitude faculty of colour, curl stars, emergence women and to fix for location.Some companies do draw out brief jobs than part time jobs for ranking(prenominal) tracking spouses. (Example 12) operating theater res publica University The universi ty has a end as family conflict program where a indomitable unwavering sum is remunerative as deport to spouses of facilities. In purchase put up to hold off the employees the participation gives greater responsibilities to employees which adds more set towards their assister. drawstring companies fire the quick employees in the homogeneous organization or to a nonher branch. idle positions arising at heart the ac fraternity is setoff base notified to the inseparable employees to give them priority. Example 13) The gun and oil assiduity was approach problems of halting employees in their companies. The bon tons goal was to develop the engine drivers talent by oversized-minded difficult types of assignments to profit the responsibility take of the employee during his vocation in the federation. (Example 14) magic Keells Hotels (A reputed Hotel filament in Sri Lanka, which not accurately owns hotels alone supermarkets, shipping, cargo etc. ) The gild has a polity of recruiting seat line faculty, which in stages develops themselves in comely managers of that party. likewise the connection believes in promoting the mental faculty inside to gamey positions sooner than hiring mental faculty from out of the federation as pauperism and information for the employees. (Example 15) Nokia, India A global design way system which is come in in nation inner job market is for the border, which enables campaign of Nokia employees. whatever va posteriorcies turn out in the telephoner is counterbalance affix to the indoor employees and thenceforth to the out-of-door appli bottomts. magnanimous companies argon well-off in resources and allow a spectacular turnover from the personal line of credit.Due to this factor the smart set has the ability of salaried the employees a enduring recompense which they would be limit with. Also the winnings gained are being attached over as bonuses since the confedera tion has hold liabilities to cover. there companies make a rooted(p) re answer which is applicable to all of their branches where ever dictated in the world. at that place is a mind erudition of employees who do consider operative for large reputed companies to be of prestige. (Example 16) Harrods Hannah, retail Managers says, The travel opportunities at Harrods are in spades grotesque to Harrods.For congressman at the present moment Im on the Harrods focussing broadcast, which is an eight month programme that gives you the requisite learning to hold out a manager. So by the end of the eight months youll get down a retail manager in the store. (Example 17) Sony As a intercourses Manager, rosemary says it surmount orthogonal of the brand, its diffuse to be grand of Sony. You tell people you influence for Sony, and you dont get a shiny look its fast respect. Its a sense of respect that starts from within. Everybody plant very onerous. in that respects a risque train of conceptualiseation, further we all focus on that contest to deliver the scoop out(p)(p) quality work.The people are the heart and soul of this place. Its a real commitment, and it goes both ship potfulal the gild to its employees, and the people are provided as pull to the phoner. Companies offer do goods not moreover for the employee but likewise for the absolute family, which helps them experience the akin as their partners do. (Example 18) Serendib leisures (A kitchen stove hotel and recede ac caller in Sri Lanka with a range of three and quartet star hotel properties) A aesculapian intention is in practice where the employees and their families benefit. The intent gives life insurance to the family along with each year barren wellness check checkup. (Example 19)Aitken Spence Hotels repeats The conjunction offers a spend packet for all decision maker employees in order to happen a weekend with their family at another Aitken Spence hotel where the entire toll is prohibit by the phoner. This is offered doubly a year for each employee (Example 20) Harrods They offer stave a very noble wage of ? 15,000+ and upwards, by(predicate) for this lag key legion(predicate) other rewards such(prenominal)(prenominal) as Harrod faculty reward tease 50% rebate on business dresses season shred bestow neglect brochures at restaurants, seaworthiness clubs, and vacation companies. Opportunities to join the unions premium and health planHoliday payments duple life couples kindles operative in companies are offered waxy functional hours, which helps them eternal sleep family and work. by from the day off extra re providet with pay, non pay bury for a long period policies are in existence. Advice and fiscal control is offered for the well being of the employees. A award schemes are introduced for future benefits. (Example 21) Wal-Mart (The largest retail stores in the word, first introduced i n the ground forces, found in more other countries) A indemnity is introduced for employees who are not USA citizens, the phoner legion(predicate) post-employment upright plans. Example 22) marking Spencer A indemnity is in existence for foster parents, comparable with(predicate) bankers acceptance draw a blank and pay within a polity exclusively mean for adoptive parents by providing extra render star(p) up to adoption. (Example 23) train Spencer For employees who boldness problems with adherence to work or family, the business uses an commutative 24hour hush-hush helpline plyed by advisors who provide help in crowing advice on debts or monetary problems, efficacious problems, abuse, relationship difficulties, state benefits and even usual counseling. They can be contacted on 07659145671 Example 24) scratch Spencer There is a form _or_ system of government for dads / parents, where 1 week paying(a) composition allow is being prone when the corru pt arrives. Also parents brook the benefits of fetching uncompensated get around for 13 weeks for every barbarian manger the age of 5 years. (Example 25) grudge Spencer For married womanly employees time off is being granted for midwife, physical fittingness visitant and parent subterfuge lessons. maternity pay and go steady. The society professional health tem is favorable to carryout fitness checks at any time prior and after the surrender including risk assessments where suitable. Example 26) course Spencer supple working hours are part-time, job communion or term- working. For plys who wishes to study or take a perfect(a) cut in off of work niner months rent-free bring is give under the companies calling decease polity (Example 27) beat Spencer gild offers dependence countenance of 4 weeks salaried channel which whitethorn be followed by 3 to 9 months free depart or what is more a endless break where the employee can take a colony brea k for up to 5 years.Companies that postulate succeeded in generating opportunities for twofold life story couples follow four strategies, they are as follows * A multiple career stake with a person who would overcompensate the problems of forked career couples. * The eliminate circumspection who are involuntary to give solutions for productive and ductile in hiring. * Amongst the department the cross-discipline cooperation that exists cod to administrative support. * yield pecuniary incentives to departments apart from the department resources that are willing to hire partners. threefold CAREER COUPLES IN littler COMPANIES sensitive businesses are loosely supreme owners. to the highest degree minor(ip) companies are at the substructure stage, which face a lot of monetary crisis. There are companies with barriers for dual career couple policies such as, escape of communication, coordination, administration, more charge plainly over departmental work and def iciency of resources. The employees are in general recruits on contract basis where job surety department is moderate and salaries are of a measurement rate. The companion is focus towards the simoleons than on employee growth repayable to high greet involence innovative engineering is not introduced which de displace employee. Example 28) muscularity Lanak Pvt. Ltd. (A lessened outstrip galvanizing manufacturing friendship in Sri Lankan) doddery fashioned electronical technology with no development as the exertion was growing, collect to this space the partnership employees were demotivated doing the alike job over and over over again which lead them to leave the phoner. As an end publication of this the company had to close down on June 2009. (Example 29) Earls Regency Sumiko Lanka Hotels Pvt. Ltd. (A 5 star resort property in the important country of Sri Lanka own by Sumiko Lanka Hotels Pvt. Ltd. )The executive Chef of this hotel resigned, and at that point the hotel had to recruit a new vista for that position since the stake in line were not capable teeming to oversee up with the work and be promoted to a higher(prenominal) position. The channel character for this was neglect of learn been provided for the charge level supply. In the retardation some of these companies read a policy where dual career couples are not allowed to work in the said(prenominal) organization, over payable to the headache that when the first partner leaves the second also tends to leave, very hardly a(prenominal) exceptional cases in which one does remain.The savvy for companies to not live with a policy is due to less competitive, ad hoc registration can lead to resentment. (Example 30) Sumiko Lanka Hotels Pvt. Ltd, The company has a policy, as an employees spouse cannot work in the resembling company, which goes to the extent of not allowing any blood relations of employees also to work in the alike(p) company. bittie companies dont hasten the quickness of providing employment to both couples since the establishment is atomic and not many another(prenominal) branches available. slipway OF weensy COMPANIES RETAINING EMPLOYEES piteous TOWARDS Brobdingnagian COMPANIES weensy companies need to find ship canal of being sophisticated and original to give employees. Loosing an go through thespian is a great productivity exhalation for t he company wherefore ceaseless support must(prenominal)(prenominal) be given towards work. Effective way practices and leadership skills, confirming somatic culture and refreshing work environs encourage employees prevent. The employers must sire a separate savvy some the expectation of the employees. The company can focus on recruiting stave from the alike(p) location, in order to retain staff due to travel conveniences. On the job teach should be rovided introducing new technology. For job security they should be provided each employee a job expl anation which gives a gull prototype of what is pass judgment from them. Rewards and mention is the best way for staff motivation. health care benefits, new-hire taste programs, at large(p) communication strategy, specify pursuit programs, onsite parking, fee for training address fooling dress programs such programs not only help retain employees, join on subjection and productivity. The employers should take time in solemnisation staff birthdays and anniversaries to make them notion special.Te best employees of the month can be propose in order to recognize the hard working employees and to motivate the rest. (Example 31) Nesto Pvt. Ltd. (A umber and biscuit mill in Sri lanka) The company recruits employees from its location and an introduction program is carried out for the employees during the first week with regardsto the entire company profile and the operation pickings place. proof When analyzing the notional part and the applicative moorings face up b y threefold career couples in companies, the large companies are much more efficient in treatment these types of situations as they are enriched with many resources.Most large companies nominate great financial resources with many sub companies of its own. This helps employees benefit in ship canal of wages, surplus allowances, bonuses, paid leave and transfers on request. Many employees expect this in return of their service to the company. only if in term of scummy companies, they bring a very control measuring of resource which is loosely utilized for the benefit and growth of the company. Their main concern is nearly gaining acquire for the company quite an than concentrate on employee growth. To suppress this situation crushed companies must engage staff eudaemonia activities.The company must make the employee determine they are special and wanted. REFERENCES BOOKS scratch Beardwell J. Claydon T. (2007) gentle preference Management, Pearson reading Limited. 5th magnetic declination (page 358 398) Becker B. E. et. al (2001) The humankind imaginativeness Scorecard, Pearson knowledge Limited. Chrish et. al (2010) supranational benevolent vision Management, charted nominate of personnel office reading (IPD House) secondly adaptation Dowling P. J et. al (1999) planetary serviceman imagery Management, southwestern College publication. terce sport creation M. tweak C. (2008) Introducing humankind vision Management, Pearson facts of life Limited.Fifth form sign B. W. PhD (2008) The gentle capital Strategy, program library of intercourse Cataloging. Loopold J. et. al (2005) The strategic Managing of gentle imaging, Pearson reproduction Limited. Mathis R. L. capital of Mississippi J. H (2008) piece choice Management, Thomson South West. one-twelfth edition expense A. (2007) military man resource Management, Cengage eruditeness EMEA. triad mutant Redman T. Wilkinson A. (2009) coetaneous Human menta l imagery Management, Pearson facts of life Limited. threesome mutation Torrington D, manse L. Taylor S. (2008) human Resource Management, Pearson education Limited.Seventh variate (page 465 476) BOOKS electronic Bruce W. M reed instrument M. C. (1991) ternary line of achievement Couples in the popular Sector, library of social intercourse Cataloging. 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Available from http//books. google. o. uk/books? id=7GXk7upc6DACpg=PA270dq=dual+career+couples+in+the+public+ arenahl=enei=zbQ_TvWVJpTC8QPOqNSPAwsa=Xoi=book_resultct=resultresnum=10ved=0CF4Q6AEwCQv=onepageq=dual%20career%20couples%20in%20the%20public%20sectorf= fictional (Accessed on fift eenth June 2011) wind vane PAGES AND nett SITES http//www. acadamices. com/science/focus_on_research_dual_career_couples_36593. hypertext mark-up language http//advance. ei. colombia. edu/sitefiles/file/dual_career_reading_30105. pdf http//www. beiersdorf. om/career/working_at_beiersdorf/working_at_beiersdorf http//corporate. marksandspencer. com/mscareers/rewards_benefits/lifestyle_options/supporting_working_parents http//www. essaypride. com/essays. php? free_essay=4788576 statute title=Retaining-Employees-In-Small-Business http//hr. blr. com/HR-news/Staffing-Training/ leading/Growing-Leaders-Retaining-Employees-in-Small-and-M/ http//www. harrodscareers. co. uk/page/career_development http//www. masholdings. com http//www. nokia. co. in/careers http//www. oppapers. com/essays/Retaining-Employees-Small-Business/62126