Career Development Plan Part Iii Hrm 531

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    Career Development Plan

    Career Development Plan Summary This following proposal was design to document a career development policy for new and existing employees to help minimize employee turnover. The proposal is established to offer employees more opportunities for professional development from within Kudler Fine Foods. Active engagement from the management team will be required for the proposal to be effective. Job Descriptions and Qualifications To become more in line with the strategic plan, a need to restructure

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    Career Development Plan I

    Running head: CAREER DEVELOPMENT PLAN PART I - JOB ANALYSIS AND Career Development Plan Part I - Job Analysis and Selection As a result of the current merger, the organization has taken a new direction. With this change, the opportunity to grow and develop a new team had become available. The creation of this team will require a structured development plan and defined processes to follow. Developing a job analysis will require a combination of a summary of task requirements and resource

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    Career Development Plan Part I - Interclean

    Career Development Plan. Part 1 – Job Analysis and Selection. A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. There are several ways to conduct a job analysis: interviews, questionnaires, observation, and gathering background information such as duty statements. Carol Stanley, Internal Consultant for InterClean, utilized interview method. The job analysis for the salesperson position

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    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

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    Career Development Part I

    Career Development (Job Analysis) Hope Smith University of Phoenix HRM/531 † Human Capital Management April 23, 2009 InterClean Sales Department Job Analysis A job description acquires an important role for determining essential obligations and requirements for the position. Job descriptions provide an apparent “expectations and responsibilities can give employees a vision of the opportunities available to help develop their careers (Blethen 2009).” Therefore, when analyzing the

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    Career Development Plan

    Career Development Plan Part II-Development of a Training and Mentoring Program The purpose of an effective training and mentoring program is to provide the participants with knowledge and skills designed for learning and growth opportunities. Tradition training covers the basic work related skills needed to perform a task. However, new training and mentoring programs needed to drive change throughout the workplace will involve the need to enable learning and person development of people as individuals

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    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

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    Career Development Plan Part I

    that EnviroTech will provide us with the opportunity to become a full service operation. In order to make this a successful move, all first-level managers are ask to restructure job responsibilities which should provide new potential for employee career advancement. As with any change, there will be concerns and questions. Your role as managers are to explain how manager’s behavior can affect the productivity of his or her workers; describe the types of management action that align with employment

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    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

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    Career Development Plan

    Running head: Career Development Plan Career Development Plan Jamie McDaniel University of Phoenix Job Title: Salesperson Evaluator: Jamie McDaniel Organization: InterClean, INC. Administrator: David Spencer Date: April 19, 2010 Overview [pic] Job Description: Employees will take training that consists of: 1) Job Related a) Updates to current product lines

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    Organizational Change Plan - Part Iii

    Organizational Change Plan - Part III The process of organizational change is often intimidating or overwhelming. The prospect of change is not often received well by those in the organization involved in the areas considered for change. Organizational leaders need to monitor and evaluate the staff and patients throughout the process of the proposed change implementation. The constant monitoring is crucial to the success and obtaining the desired outcomes. Monitoring the process and the changes

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    Interclean Career Development Plan: Part I

    resources strategies with business outcomes and that our workforce plans reflect those initiatives/ strategies and provide our managers with a framework for making informed decisions in line with our mission, strategic plan and financial resources. Also, it provides the opportunity for longer term thinking about future service pressures and needs, and what you need to do now to get workable strategies in place – not only for employee development, but for strategic financial and human capital management.

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    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

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    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

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    Career Development Plan Part Iii-Performance and Career Management

    Career Development Plan Part III – Performance and Career Management Damesha N. Horace HRM/531 Human Capital Management June 21, 2010 Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities

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    Career Development Plan Summary Hrm?531

    Career Development Plan Summary – Kudler Fine Foods Sherry Martin HRM/531 Since my promotion as Human Resource Manager at Kudler Fine Foods, I have been working extremely hard to work on my career development plan for my new team at our La Jolla store. A much needed purchasing manager will be hired, and four new positions will open up for our new Supervisor in Training Program (SIT). It has been made clear to me that my team at will be hired to train in La Jolla and upon completion of Carlsbad

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    Career Development Plan Part I Hrm/531

    Career Development Plan Part 1 – Jon Anaylsis and Selection Sherry Martin HRM/531 Debbie Long Career Development Plan Part 1- Job Anaylsis and Selection A job anaylsis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. There are several ways to conduct a job anaylsis: interviews, questionnaires, observation, and gathering background information such as duty statements. Carol Stanley, Internal

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    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

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    Career Development Plan Part Iii Hrm/531

    Career Development Plan Part III – Performance and Career Management Sherry Martin HRM/531 Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities to ensure that goals are consistently being met in an

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    Career Development Plan Hiring & Training

    Career Development Plan Kim Stacks HRM 531 June 27, 2010 Patrice Cloutier Career Development Plan This Career Development Plan is to help assist employees in achieving work related goals. The plan and process will benefits many factors within the organization including the likelihood of employee retention. Employees will see the organization and managers pursue and encourage him or her to seek and pursue career and education goals for the organization, establishing retention and seeking

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    Career Development Plan Part 1-Job Analysis and Selection

    industry. Also, our company will no longer sell only cleaning products, but will also provide full-service cleaning solutions for organizations in the health care industry. As a midlevel sales manager, part of my jobs and responsibilities are to select new members for my sales team and create a development plan to help my team succeed with the company’s new strategy. In other to accomplish these objectives, certain things have to be in their right places. For example, a job analysis has to be conducted

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    Career Development Plan Summary

    Career Development Plan Summary Nicholas P. Szydlek Jr. University of Phoenix HRM 531 August 31, 2010 Amona Blackwell Career Development Plan Summary InterClean and EnviroTech are in a unique position to become industry leaders in the cleaning and health care cleaning industry. The merger of these two leaders provides for the opportunity to offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company

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    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

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    Career Development Plan Part I--Job Analysis and Selection Report

    Career Development Plan Part I--Job Analysis and Selection Report Lorna L. King HRM 531 August 16, 2010 Scott Beck   1. Executive Summary The findings show that Team King has the right skills and talent to take InterClean, to the new strategic direction of providing full-service cleaning solutions for organizations in the health care industry. Team King will undergo an intensive training program in the next month. Each member has sales goals of a minimum of two contracts per month and

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    Career Development Plan Part 1-Job Analysis and Selection

    Career Development Plan Part 1-Job Analysis and Selection Career Development Plan Part 1-Job Analysis and Selection The recent merging of InterClean, Inc. and EnviroTech, Inc will enable the new company to expand its markets into an industry leader with its resources of the two company’s becoming one. The strategic direction of the company is to become one of the first all-inclusive service of a full spectrum cleaning services and solutions, this will align with the industry’s direction

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    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

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    Career Development Plan Part 1-Job Analysis and Selection

    Career Development Plan Part 1-Job Analysis and Selection William Accomando HRM/531 November 1, 2010 DONALD COLVIN Career Development Plan Part 1-Job Analysis and Selection Now that InterClean, Inc. has merged with EnviroTech changes in the structure of the company are going to be made. As this industry evolves, there will be changes made to the way that this newly formed company will service clients. The company will no longer be focused on the products we sell, but we will be focused on

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    Career Development Plan Part I—Job Analysis and Selection

    Career Development Plan Part I—Job Analysis and Selection HRM/531 Human Capital Management November 29, 2010 Career Development Plan Part I—Job Analysis and Selection Merging two successful organizations requires forethought and planning. The sales division within each company generates the revenue to promote future growth and ultimate success for this venture. Developing the perfect sales team by balancing the requirements of the position with the level of talent each salesperson brings

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    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

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    Career Development Plan Part Vi—Compensation

    Career Development Plan Part VI—Compensation HRM/531 Human Capital Management December 20, 2010 University of Phoenix 1 Career Development IV: Compensation Compensation Plan In the challenging and unpredictable economic market, companies are trying to redefine sales strategies, incentives, and pay compensation. Labor commands a high level of overhead for a company; therefore, pay policies, benefits, and compensations are critically important to be evaluated closely because it impacts

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    Areer Development Plan Part Iii— Performance and Career Management

    Career Development Plan Part III— Performance and Career Management HRM/531 Human Capital Management December 13, 2010 University of Phoenix Career Development Plan Part III— Performance and Career Management InterClean's five member sales team successfully completed the four week training and mentoring program. The next phase in their career development plan is performance and career management. Through this phase, each team member receives an individual career map that provides career

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    Career Development Plan Part I

    Career Development Plan Part I HRM/531 December 20, 2010 Job Analysis Job analysis is the process of obtaining information about jobs to create the job description and job specifications (Cascio, 2006). This information includes duties of the job, education, experience, training, and personality. Companies use job analysis to compose job specifications and the minimally job qualifications (Cascio, 2006). Job analysis has several methods that are used, but the most common method

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    Qi Plan Part Iii

    QI Plan Part III - Implementation and Revision HSC/588 Anna Caluza May 26, 2014 Linda Roan Q I Part III – Implementing and Revising The implementation of correct systems required a team including expert leader’s approach. Effective communications between leaders of Doctor’s Medical Center, end users, the vendors, and the department staff is important when collecting data. For data transfer, authority need to assure that the new system communicate with the existing

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    Career Development Plan

    Running Head: CAREER DEVELOPMENT PLAN Career Development Plan   Career Development Plan With the merger of InterClean and EnviroTech, merged company has got a new outlook and position in industrial cleaning service industry. For remaining competitive in the industry, the InterClean is required to bring out a new strategic plan and alteration of its focus. Now, the company will not only sell cleaning products but it will also offer full- service cleaning solutions for organizations in the

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    Career Development Plan

    Career Development Plan Part II Training & Mentoring Program Leon Stovall University of Phoenix MEMORANDUM FOR CEO InterClean Inc. FROM: Sales Manager SUBJECT: Sales Team Training & Mentoring Plan As a result of the recent selection of our new sales team, I have created a training and mentoring plan. I have attached to this memo a training plan which outlines topics such as, new training and mentoring needs, objectives of the program, performance standards, delivery methods

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    Hrm 531 Week 2 Individual Assignment Career Development Plan Part I Job Analysis and Selection

    Job Analysis MBA 531 Introduction Exceptional abilities and training lead to the right the solution. The capacity to maintain internal and external relations and to develop capacities within a organization including the planning phase is extremely necessary. Salesman’s need to be experts on their subject, they need to have full knowledge of the equipment in order to reach optimal operation. The number of anticipated people to be available is based on characteristics of the labor

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    Career Development Plan Part I—Job Analysis and Selection

    Career Development Plan Part I—Job Analysis and Selection The merger between InterClean and EnviroTech requires the company to take a new direction strategically. The company will now expand to provide organizations in the health care industry full service cleaning solutions in addition to the traditional cleaning products they have been providing. This paper will detail the method of job analysis the author will use to hire her new sales team. A description of the main job duties and specifications

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    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

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    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

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    Career Development Plan Summary

    Career Development Plan Summary University of Phoenix Today’s economy demands that employers face the challenges that are associated with the economy, internal budget pressures, and a highly competitive business environment. Kudler Fine Foods is owned and operated by Kathy Kudler. She currently manages the business by herself which includes staffing, ordering of merchandise, marketing, and personalized customer service. With visions of growing the business, Kathy is stretched to the extreme and

    Words: 2278 - Pages: 10

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    Career Development Plan

    My Professional Development Plan Cheryl Courrier Fortis College – Cuyahoga Falls Community Health May 28, 2015 My Professional Development Plan My 2 year professional career development plan is to grow as nurse by obtaining knowledge and experience through education, life and work experiences. In 2 years I will be caring for patients as a RN and I should be close to finishing my BSN and working my way towards my MSN. I plan to enroll in a RN to MSN program after completing my ADN. Setting

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    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

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    Career Development Plan Summary

    Career Development Plan Summary Summary: Kudler Fine Foods, the company, is a specialty fine food store with locations in La Jolla, Del Mar and Encinitas, California. The stores are stocked with the very best domestic and imported foods and the stores are divided into five different departments, Bakery, Meats and Seafood, Produce, Cheese and Dairy, and Wine. Kathy Kudler, owner and operator of Kudler, is in the process of expanding into other parts of Southern California and is considering

    Words: 2288 - Pages: 10

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    Career Development Plan

    Memo: Career Development Plan, Part I HRM/531 – HUMAN CAPITAL MANAGEMENT January 3, 2011 MEMORANDUM Thursday, January 27, 2011 TO: First-Level Managers FROM: Amy Johnson, Sales Manager SUBJECT: Career Development Plan, Part I Industrial cleaning and sanitation is an $8 billion industry that is no longer one-dimensional. Times are changing and if we are to prosper within our industry we must mature and progress internally. Because of the recent merger of InterClean and EnviroTech

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    Hrm 531 Week 4 Performance Management Plan

    HRM 531 WEEK 4 PERFORMANCE MANAGEMENT PLAN A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=hrm-531-week-4-performance-management-plan Visit Our website: http://hwsoloutions.com/ Product Description HRM 531 Week 4 Performance Management Plan, Supervision and primary organizational modification within today’s business involves flawless purposes and position among divisions and staffs. The foundation for such alteration is the performance plan, stepping stones to a definite

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    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

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    Career Development Plan

    Career Development Plan

I’ve often heard people say, “if you don’t know where you’re going, how will you get there?” (McGuire, 2008). This statement rings exceedingly true in our growing workforce. As larger corporations grow, and opportunities are merged into fewer positions, establishing a plan and pursuing a specific career course is becoming increasingly important. By determining career goals and objectives, one is capable of assessing what current skills and abilities he possesses that will

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    Career Development Plan Summary

    Career Development Plan Summary HRM/531 October 9, 2010 Patricia Neu Introduction To improve the development of Kudler Fine Foods it is important to implement a business strategy to increase loyalty and profitability from our customers. Increase Kudler workforce is one way to achieve our objectives. The increase workforce will help Kudler focus on customer programs to expand Kudler store service, better target awareness, frequent shopper programs, increase efficient supply

    Words: 2054 - Pages: 9

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    Career Project Plan Part Iii

    Career Project Plan Part Three Career Project Plan Part Three Implementation is the final aspect that must be considered to have a successful consultation. Implementation includes identifying the client resistance causes and responses, addressing the implementation itself and implementation tools, and discussing whatever is necessary to have an engaged implementation phase. All things that make up the implementation phase must be planned in advance to have the best results. Identify areas

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    Career Development Plan Summary

    Career Development Plan Summary HRM/531 March 7, 2011 Anita Orozco Kudler Find Foods (KFF) has recently promoted me to a midlevel manager in the accounting department. Kathy Kudler, the founder, has decided to restructure the accounting department and will require hiring additional personnel that entails training for new and current employees. Kathy is considering a better method for appraising the team’s performance. This proposal will include the job descriptions and qualifications for

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