Press
Communication Sheet/ Job Posting
System
- 2 Systems that Support Employee Career Development -
What does everybody think about their own career developments after they enter the company?
In the most ordinary HR systems, a new employee will work first of all on the job he or she is given when they enter the company and will then abide by company orders if any should eventually be given for a transfer or change of duties. It must be remembered that it is the company that holds appointment rights, and an employee basically works in accordance with that. Consequently, career planning is led by the company and in almost all cases, the question of what plans the company or the individual employee have is not shared.
The system was also the same at Bayer until the 1980s.
“Is this the way it should be?” Bayer started debate over the issue.
At present, when the system of lifetime employment has been destroyed, we face issues like “ Who is responsible for the employment and also for the development of their future careers?,” “ Employees cannot draw up their life plans just simply depending on company provided career development plans.” and “How about assigning a job that they want to do so that they are motivated and the Company get the good results.”
Following the discussion of issues like these, Bayer has introduced 2 systems in order to support career planning by employees for themselves, taking “Employees create their own careers for themselves” as our key message.
However, at present, now that about 10 years have passed since the introduction of these systems, the “Communication Sheet” is an indispensable database for determining transfers and has become established as a tool for open discussion of career planning among supervisors and junior employees.
“Job Posting System” does not require any applicants to inform their supervisors beforehand. However, a lot of employees consult with their supervisors about job posting and apply for the post. Rather many supervisors encourage their subordinates to get interviews.
In 2008, MR positions were fulfilled by means of this “Job Posting System” for Business Unit of Oncology. About 30 employees were transferred from other divisions and they are carrying out MR activities energetically.
It is important for the company and employee that an environment that everybody can demonstrate their capabilities is established. For this purpose the Company appoints a job that an employee wants if he or she is ambitious and motivated, and transfers an employee to the right position.
In this way, the “Communication Sheet” and “Job Posting System” have both become established at Bayer as systems essential to the realization of career plans and of putting the right person in the right job.
- 2 Systems that Support Employee Career Development -
What does everybody think about their own career developments after they enter the company?
In the most ordinary HR systems, a new employee will work first of all on the job he or she is given when they enter the company and will then abide by company orders if any should eventually be given for a transfer or change of duties. It must be remembered that it is the company that holds appointment rights, and an employee basically works in accordance with that. Consequently, career planning is led by the company and in almost all cases, the question of what plans the company or the individual employee have is not shared.
The system was also the same at Bayer until the 1980s.
“Is this the way it should be?” Bayer started debate over the issue.
At present, when the system of lifetime employment has been destroyed, we face issues like “ Who is responsible for the employment and also for the development of their future careers?,” “ Employees cannot draw up their life plans just simply depending on company provided career development plans.” and “How about assigning a job that they want to do so that they are motivated and the Company get the good results.”
Following the discussion of issues like these, Bayer has introduced 2 systems in order to support career planning by employees for themselves, taking “Employees create their own careers for themselves” as our key message.
However, at present, now that about 10 years have passed since the introduction of these systems, the “Communication Sheet” is an indispensable database for determining transfers and has become established as a tool for open discussion of career planning among supervisors and junior employees.
“Job Posting System” does not require any applicants to inform their supervisors beforehand. However, a lot of employees consult with their supervisors about job posting and apply for the post. Rather many supervisors encourage their subordinates to get interviews.
In 2008, MR positions were fulfilled by means of this “Job Posting System” for Business Unit of Oncology. About 30 employees were transferred from other divisions and they are carrying out MR activities energetically.
It is important for the company and employee that an environment that everybody can demonstrate their capabilities is established. For this purpose the Company appoints a job that an employee wants if he or she is ambitious and motivated, and transfers an employee to the right position.
In this way, the “Communication Sheet” and “Job Posting System” have both become established at Bayer as systems essential to the realization of career plans and of putting the right person in the right job.
Recommend page
Print page
