Career Development Plan Summary And Presentation

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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 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 - Job Analysis and Development

    Career Development Plan Part I Megan Butler February 22, 2010 David Spencer, InterClean’s CEO, believes that for the company to remain a major competitor in the sanitation industry, it must meet the new regulations and change their selling point from high quality cleaning products to customized solutions. The merger of Inter-Clean and Envirotech has given the company a new strategic direction in the industrial cleaning service industry. Inter-Clean will begin selling solutions and services

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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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    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

    Words: 985 - Pages: 4

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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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    Five-Year Career Development Plan

    Five-Year Career Development Plan Human Resources Management Foy Wallace, III May 18, 2004 CAREER DEVELOPMENT PLAN Kathleen Thompson General Manager Goal: General Manager of Hammonton Auto Group I like my current job, but my main area of interest is Management. I would like to be recognized for the efforts that I put forward. With a positive attitude I will embark on a journey that will bring me great satisfaction. I hope to have the skills and knowledge to be qualified for a General

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    Individual Career Plan Summary

    How does this course apply to your career plan? Some of the results of the Career Plan Building Activities stated that I was Enterprising and Social. I find these results to be very true. Being enterprising means that I will have to learn to become a leader of sorts. I will have to learn to make important business decisions and think clearly. This coarse has taught me so much in the area of critical thinking. I now think in terms of what is best for the team or company as a whole. I have learned

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    Five Year Career Development Plan

    meet these needs proper development and training must occur. Development is future oriented while training focuses on improving employee’s current jobs and both are needed in order to have a well-rounded organization. The purpose of this paper is for team D to identify issues that can be improved upon, show how the training materials can be created, determine the training medium, how it will be delivered, and evaluation of its effectiveness for Baxter Corporation. Development: Training Mediums

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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 Summary

    Career Development Plan Part IV-Compensation HRM/531 Abstract InterClean-EnviroTech is going to implement a compensation plan beneficial to the five sales team members as well as the organization goals to keep on the new sales team motivated. Part of the compensation plan is to offer the sales team the legal requirement that is Social Security, Medicare, Unemployment compensation, Workers compensation and Family and Medical Leave. The added on option would be to contribute a percentage of

    Words: 775 - Pages: 4

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    Career Development Plan

    accurately provide the best description of the job duties and qualifications for the new sales team. The following is the job description for the new sales team: JOB DESCRIPTION Sales Representative Department: Sales Reports To: Sales Manager Summary: Provide current and potential customers with the information they wish about our organization, while informing them of our full range of services that can be tailored to meet their specific needs. Essential Duties and Responsibilities include the

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    Career Development Summary Paper

    Career Development Summary HRM/531 Human Capital Management October 18 2010 Since my promotion to midlevel management, I have been working very hard on the new career development plan for the company. I will hire a Vice President of Sales and four other sales positions will be filled, these positions include a sales manager, and three outside sales representatives. Job descriptions and qualifications: It is important to InterClean to hire five positions, one in which will be

    Words: 1834 - Pages: 8

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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 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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    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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    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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    Leslie's Personal Development Career Plan

    Leslie’s Career Development Plan Leslie Hicks Jacksonville University School of Nursing Sept. 5, 2014 Staff nurse to Nurse Manager/Nurse Educator I. Personal Goals i. Short-term goals i. Elliptical, power walk or go running 40 minutes 3 times a week to lose 15 pounds. This goal will be achieved by eliminating sugars, and processed foods/carbohydrates. This goal will be achieved by Thanksgiving 2014. ii. Obtain BSN at Jacksonville University

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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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    Assignment 2—Career Development Plan

    Assignment 2—Career Development PlanIn this assignment, you will recommend the components of a career development planning program and explain how the plan will integrate the organization’s mission and value statements.Consider the following scenario:You work in the HR Department of an electric power company in the southwestern region of the U.S. The company was founded in 1940 and has an excellent reputation as a provider of electricity. It is also considered to be an outstanding corporate citizen

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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

    PrintSyllabus 1/13/15 8:23 PM 2015 Spring P450 Syllabus (Published) - Last update: 1/11/2015 2015 Spring P450 Details Course Title P450 - Career Development Prerequisite Schedule /Location Instructor Mon 4:15 PM / South - 311 Online Credits Load False 1.0 1.0 15.0 Contact Mr. Banafa, Ahmed (ahmed.banafa@mail.npu.edu) Hours Course Information Course Description This course is designed for graduate students to take in preparation for becoming working professionals. Topics include effective

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    Week 7 Development Plan Summary

    will define the objectives and oversee quality control. Responsibilities: • Communicates expectations to team members • Managers company budget dedicated to the delivery section • Manages daily operational plans • Identifies resources needed, then assigns task to team • Creates plans and revises as appropriate to meet changing needs, and requirements • Determines the need for additional staff • Continually manage company expectations Qualifications: • MS/BA degree from accredited college

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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

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    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

    Words: 1575 - Pages: 7

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

    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

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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

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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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    Kudler Fine Foods - Career Development Plan

    newly appointed team members can engage the needs of the customer base. This culture can be very positive and supportive, or it can be threatening, and destructive. In many cases, managers, supervisors, and workers do not know the nature of the career development culture because they have not had an objective appraisal of it (Stuart, 2002). The management team will provide a training program to enhance the skills of the current employees while grooming the new staff for future roles in the organization

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