Career Development Plan Part Ii

In: Business and Management

Submitted By isanfir
Words 1010
Pages 5
Career Development Plan Part II University of Phoenix

The second part of the development plan will attend to the training needs for each individual chosen to be a member of my team that will help them accomplish the strategic goals for the company.

To evaluate training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to decide what training is needed by employees to accomplish the strategic goals of the company. The next analysis is done on the demographics of the workers. This analysis will ask the question, are there any groups of employees that need particular training to help them meet the goals. The next analysis should be done on the operation. This part will help assess what job specific requirements the employees needsto be trained on. The last analysis is done on the individual level and will assess how each individual performs their job and what specific training may be necessary to help them do a better job. Organizationally, the strategic goal for InterClean is to become a global leader in providing products and solutions for all their customers sanitation needs. For the demographics part of the analysis, there is no group that needs specialized training. In regards to the operations portion, the focus will be on training for customer service, critical thinking, diversity training, market research, and problem-solving techniques. To decidewhich of the training is required by which employee, the final analysis will be done on the individual level to determine what strengths and weaknesses exist with each individual and what specific training would assist them in achieving the strategic goal of InterClean. Tom Gonzalez, Sales Manager • Strong leadership potential • Expertise in developing solutions-based products for the customer. Donna Wilson, Outside…...

Similar Documents

Career Development Plan Part 2

...Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program.   For the second part of this assignment, create a training program for the employees selected for your team.   • Due Date: Week Three Day 7 • Prepare a 1,400- to 1,750- word report explaining the following:   o      The new training and mentoring needs o      Objectives of the training and mentoring program o      Performance standards o      Delivery methods o      Content for training and mentoring o      Time-frame o      Evaluation methods o      Feedback o      Alternate avenues for those who need further development   • Note: This report does not need to be in APA format. Use a title page and reference page where appropriate.   Submit your Career Development Plan Part II – Development of a Training and Mentoring Program assignment as a Microsoft® Word attachment to your Individual forum. Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to determine what......

Words: 1237 - Pages: 5

Career Development Plan Part Iii

...Career Development Plan Part III Frank A. Cruz University of Phoenix Performance appraisals can be an important tool for both management as well as the employee, although I find that performance appraisals can be subjective. This is not to say that appraisals are not of importance if you are going to reward employees on their merit or performance. However, this can be a slippery slope when linking an employee’s pay with a performance appraisal. However, doing this can cause conflict between improving performance and deciding on increases. The goal of employee and managers improving performance should be working together, in effect, working on the same team to solve problems. When managers use appraisals to determine pay typically the dynamic changes, the employee and manager are not on the same team. The employee tends to feel that they deserve a larger pay increase while management typically does not since funds are typically limited. Again the employees will focus on his or her strong points rather than focusing on the areas that need improvement. When money is put on the table typically people are quicker to be more firm and stubborn pointing out the intensity of their performance on the appraisal results. This only makes sense when an employee reviews the results of an appraisal since it is tied to his or her pay. That being said, performance appraisals will be done every month during the transition. After a year, performance appraisals will go to every six months....

Words: 839 - Pages: 4

Career Development Plan Part I

...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge,......

Words: 1507 - Pages: 7

Career Development Plan Part I

...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge,......

Words: 2612 - Pages: 11

Career Development Plan Part Two

...Career Development Plan Part two Marisol Miranda University of Phoenix HRM/531PR January 18, 2014 Career Development Plan Part Two Businesses around the world use training programs to increase productivity and knowledge among its employees. The purpose of training employees is to provide them with the tools that will help them execute their jobs with quality and high performance. It equips them with the efficient skills to perform their jobs. At Interclean, a training program has been designed for the five employees that will be relocated to Puerto Rico to ensure their success in the new acquisition. Because all five employees will be working in a new environment, and new culture, it is important they acquire the necessary skills to succeed as Sales manager, and sales representatives. Within the group, there is a need of learning the main language of the island which is Spanish and also learn about the Puerto Rican culture. Coaching and mentoring will be added to the training program once it is completed. The objective of the training program is to empower employees and enrich their knowledge in a second language. Once the training program has been completed they will proceed to receive coaching and mentoring. The objectives of coaching and mentoring is to give follow up and continuous guidance throughout their employment. To establish performance standard, it is necessary that every employee learn the definition and pronunciation of 15 words in Spanish......

Words: 895 - Pages: 4

Career Development Plan Part 2

...Career Development Plan Part 2 We want to introduce our new sales team that has been put together in the past few weeks to the company’s new strategy and sales program, we have taken the authorization to assign each member to their appropriate training and orientation. I have put together an appraisal performance form so we are able to evaluate the member’s performance of our team, and this will provide feedback so we are able to understand the voice and opinion of the management team from the employees. I will be reviewing each appraisal, and feedback will be given to each team member , feedback will help assist in the future to perform at a top level and if needed will offer educational opportunities. Feedback Feedback is important for the future of our sales team. Feedback is a issue that is based on the personality and character of the employee. We need to make sure that we stay on target and address the performance problems, given information on individual’s performance, discuss the performance that needs to be improved, we need to be critical but not cross the line. Since I am a manager and feedback advisor, we like our communication skills so we are able to guide, train, encourage, teach and refocus our team. I believe that we should give feedback almost once a month, so we can support each other and give the opportunity to communicate solutions to our problems. Performance /Dual Careers I will help the employees to reach a higher level of performance by......

Words: 1090 - Pages: 5

Career Development Plan Part Ii Hrm/531

...Career Development Plan Part 2 Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program. Sherry Martin HRM/531     Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to determine what training is needed by employees to accomplish the strategic goals of the company. The next analysis is done on the demographics of the workers. This analysis will ask the question, are there any groups of employees that need specialized training to help them meet the goals. The next analysis should be done on the operation. This aspect will help assess what job specific requirements the employees need to be trained on. The final analysis is done on the individual level and will assess how each individual performs their job and what specific training may be necessary to help them do the job better (Casio, 2005). Organizationally, the strategic goal for InterClean is to become a global leader in providing products and solutions for all their customer’s sanitation needs. For the demographics portion of the analysis, there is no group that needs......

Words: 1121 - Pages: 5

Career Development Plan Part 2

...Career Development Plan Part III Dana Hagood University of Phoenix Human Capital Management 531 Laurene Collins April 26, 2010 Career Development Plan Part III Management is a word that encompasses many tasks. The particular tasks this paper is addressing will be the role of managers using a tool such as a performance appraisal to help shape the careers of future managers. Whether the manager likes it or not at least once a year he or she will need to do appraisals for the staff he or she is in direct responsibility for. Doing appraisals should be looked upon as a tool that can help all involved. Performance reviews are stressful for both managers and employees. Criticism is usually hard for the giver and the receiver. A performance appraisal needs not be stressful or critical. The tool should be looked upon as a way to improve one’s skills and career. Most individuals want to do the best job one can do therefore, by learning and improving from using the appraisal tool the sky should be the limit for the individuals involved. The appraisal form attached offers both the manager and the employee the opportunity to answer the same questions prior to the actual appointment. By giving everyone involved a voice there will be less chance for feeling unimportant and lead to the possibility of open communication between the two. The appraisal form has a section after the two come together to compare and come up with a mutual plan for success in......

Words: 757 - Pages: 4

Career Development Plan Part I

...Career Development Plan Part I – Job Analysis and Selection Carnelle McCladdie MGT/531 Angela Nixon University of Phoenix October 25, 2010 As a midlevel sales manager, I have been assigned to select new members for the sales team and create a development plan to help my team succeed with the company’s new strategy. The company will no longer sell cleaning products only but will also provide full-service cleaning solutions for organizations in the health care industry. The recent merger with EnviroTech and the new sales strategy will require extensive organizational restructuring of the company. The owner and the human resources department has recognized this need and is in support of preparing the sales team to support InterClean’s higher quality service. As a manager, I will evaluate talent and skills for these new sales positions from both companies InterClean and EnviroTech. To make the best hiring decisions, a clear understanding of the qualifications and skills will be required for each position. To help my sales team succeed with the company’s new strategy, I will conduct a job analysis, create a workforce planning system, identify a selection method, and select new members for the sales team. My goal is to build a sales team that will keep the organization moving in the direction the CEO visioned with the merger of the two companies. According to the text, job analysis describes the process of obtaining information about jobs and includes......

Words: 1379 - Pages: 6

Career Development Plan Part I

...Career Development Plan Part I Oge Hamilton HRM/531 December 6, 2010 James Scholes Career Development Plan Part I Job Analysis The mid level sales manager has challenges that include hiring a new salesperson for the growing sales team. This enormous task entails creating and developing a business plan that directs the company to success. InterClean and EnviroTech are two competing companies currently in the process of merging, combining forces to obtain a larger goal. With the merger in process, the mid-level manager must develop a new sales team. These individuals must have the knowledge and skills that will help the company grow. A job analysis requires companies to “identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job” (HR Guide, par 1). The company will have to set objectives, job descriptions, compensations, and education levels. The job analysis methods the company has chosen to use are interview, job performance, task checklist, and observation. The interview process allows the company to assess candidate’s behavior. Candidates will explain the reasons the sales position is right for them. After the hiring process, the company will evaluate the employee’s job performance after his or her 90-day probationary period. The 90 days gives the company time to evaluate how the employee works with others and how well he or she does the assigned job. Task lists makes sure that...

Words: 1427 - Pages: 6

Career Development Plan Part Iii

...Career Development Plan Part III January 18, 2010 The training and mentoring needs are complete and the new sales team of InterClean, Inc. is in their perspective positions. Evaluations of performance and career management methods are being put into place. This report will outline the aspects of the performance and career management programs. Performance Evaluations The sales manager will discuss the appraisal form and scorecard with each employee. Each sales associate will complete a self assessment of his/her professional goals along with their manager and the two of you will update your progress on a quarterly basis. The manager will review your scorecard with you weekly. This will show your individual weekly sales figures as well as the channels total sales. Each individual will know where they rank in the department so if any improvements are needed they will have ample time to correct them before their performance evaluation. Weekly team huddles will be held also to discuss the sales performance as a site and review any new product and service updates. Employees should feel free to offer feedback during the weekly individual meetings, team huddles, and quarterly evaluation. This is the opportunity to voice any problems, concerns, or best practices that they think should be addressed. During these open discussions, individual as well as team goals will be set and tracked on a continuous basis to progress as a sales associate, team, and organization.......

Words: 711 - Pages: 3

Career Development Plan Part 2

...Career Development Plan Part II- Development of a Training and Mentoring Progr HRM/531 March 14, 2011 Julie Gedro Career Development Plan Part II- Development of a Training and Mentoring Program With the recent merger of InterClean and EnviroTech, IntrClean has taken a giant step in achieving domestic market dominance in the sanitation industry. With the newly selected sales team in place, it is imperative that InterClean provide its team with the proper training and mentoring program in order to achieve our goal of being the industry’s leader in high quality products and services. The heart of an organization is its employees and its members (Wetland, p.01). With this concept InterClean is committed to providing an effective training and mentoring program. This report will outline training and mentoring needs, objectives of the training and mentoring program, performance standards, delivery methods, content for training and mentoring, time-frame, evaluation methods, feedback, and alternative avenues for those sales associates who need further development. Steady, long-term competitiveness requires an organization to be committed to putting employee’s first and developing quality training programs that are linked to its strategic objectives (Wetland, p.01). Quality employees equate to organizational success, whereas unqualified and poorly trained employees equate to organizational failure (Wetland, p. 01). Cascio defines training as consisting of planned programs......

Words: 1514 - Pages: 7

Career Development Plan Part 2

...Career Development Plan Part 2 My interest started in nursing when I was nine years old and my mom got in an accident, she broke her right arm and got a cast. I saw nurses and doctors helping my mom heal and it was like a miracle for me. I decided to pursue this career of miracles and care and became a nurse. Life happened and twelve years passed, I looked back and realized that I need a career plan for future. I finished my BSN in 2013 and wanted to become a nurse practitioner but there I was with gaps in my knowledge and work skills. “Given the ever-changing nature of the healthcare industry, career plans should be updated frequently and be adaptable to effectively accommodate unexpected circumstances” (Broscio, 2014, p. 395). In this part two of my career development plan, I will evaluate my gaps and make a plan to fill the gaps in my knowledge, skills and accomplishments that are needed to achieve my goals stated in part one of the career development plan which is to become a nurse practitioner. Identification of the gaps in knowledge, skills and accomplishments According to Broscio (2014) “having a career plan involves taking advantage of learning opportunities and addressing any weaknesses in preparation for one's best next position” (p-395). As mentioned in my career development plan part one, I lack in various aspects of new developments and advancements in the nursing profession. Nursing profession has changed in past twelve years. First gap that I feel is, in......

Words: 923 - Pages: 4

Career Development Plan Ii

...Career Development Plan II Training and Mentoring Program HRM531 June 12, 2011 Career Development Plan II – Training and Mentoring Program The merger between InterClean and EnviroTech has sparked a new strategic direction. Consequently, the merged companies will be introducing full-service cleaning solutions for organizations in the health care industry. To facilitate the company’s new direction, management has assembled a new sales team and development plan to help the team be successful at implementing the new strategy. The new sales team will be consisting of Jim Martin, Vice President of Sales, Tom Gonzalez, Sales Manager, and Outside Sales Representatives, Susan Burnt, Eric Borden, Ving Hsu, and Terry Garcia. Additionally, the next step is to create a training program for these employees. This training and mentoring program is designed to prepare the new team to carryout the objectives of the company. Furthermore, when creating a successful program, management must first identify the new training and mentoring needs, objectives of the program, performance standards, delivery methods, contents, time frames, evaluation methods, feedback, and alternate avenues for those who require further development. Assessing Needs and Objectives When selecting members for the new team, management focused on specific skill sets that would be significant to the success of the organizations new strategy. Notably, employees from both entities were evaluated and chosen because...

Words: 1575 - Pages: 7

Career Development Plan Part Ii-Development of a Training & Mentoring Program

...HRM/531 Human Capital Management October 18, 2010 Cassandra Molavrh A Training and Mentoring Program Training and mentoring Training consists of planned programs intended to develop performance at the individual, group, or organizational levels (Cascio, 2005). Our training and mentoring program designed to help support all employees’ career paths. It will address the company needs, and assist the employees in identifying their goals. In addition to the above, it provides individual training that will assist employees to improve his or her skills. Initially, employees will be asked to jot down a specific goal. After goals identified, a schedule developed to provide on- the- job training both onsite and offsite in relation to their goals. Milestones can establish and deadlines will be set when each training objective must complete. Employees, who have finished training will not be left without any support. The mentoring program will give new employees a mentor to help them adapt to their new position, and this will continue throughout their entire caret with the company, but they can expect to become more independent as they continue to learn and grow in their positions. Organizations generally benefit from mentor-protégé relationships (Kram, 1980). Mentorship aids in the expansion of managerial ability for the business. Not only do these associations help young professionals become skilled at procedural knowledge, but they also aid them in learning the......

Words: 1478 - Pages: 6