HRM531 Career Development Plan Part III
HRM531 Career Development Plan Part III
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Date Created: 11/09/15
Performance amp Career Management Career Development Plan Part III Performance amp Career Management Holly L Seppala 1 1222010 HRM5 3 1 Mr James Scholes Name Reviewer Department Reason for Review Title 2011 Employee Evaluation InterClean Incorporated Date of Last Evaluation Date of Next Evaluation Rating Standards m Work performance is below standards set for this position Below Average Work performance does not always meet standards set for this position Average Work performance consistently meets the standards set for the position Above Average Work performance is consistently above standards set for the position Outstanding Work performance is consistently superior to standards required for the pos1tion Poor Below Average Average Above Average Outstanding Comments Product Knowledge R amp R OSHA Standards Knowledge Sales Goals Customer Satisfaction Communication Skills Leadership Teamwork Positive Work Environment Discussion Points 1 Has the past year been goodbadsatisfactory or otherwise for you and Why 2 What do you consider to be your most important achievements of the past year 3 What do you like and dislike about working for this organization 4 What elements of your job do you find most difficult 5 What elements of your job interest you the most and least 6 What do you consider to be your most important goals for the next year 7 What action could be taken to improve your performance in your current position by you and your manager InterClean Incorporated is a leading producer in the sanitation product industry and their reputation is due in part to InterClean s commitment to managing their employee s careers According to Cascio 2006 a career is a sequence of positions occupied by a person during the course of a lifetime Therefore to say that InterClean manages their employee s careers means that they help their employees to succeed in his or her career through promotions bonuses and continued education among other things The importance of helping to manage employee careers is that it increases employee loyalty to the organization and also keeps current employees competitive within the sanitation industry In this report I will explain how I will help my employees manage their careers through the use of feedback opportunities supervisor encouragement and ex schedules I will begin by discussing when and how feedback is given and the opportunities provided to employees after the feedback is given Employee evaluations are an important part of any organization and according to Cascio 2006 companies with yearround performance management systems outperformed competitors without such systems This is why at InterClean we conduct individual employee appraisals every six months and team appraisals every three months We understand the importance of individuals as well as teams and this is why we recently have implemented the solutionsservice model where employees are grouped into multi functional teams who will work together to prepare demonstrate and report on InterClean s product line and collaborate with each other to provide highquality service When conducting team evaluations the time in which feedback is presented is very important and should be provided the same day as the evaluation During a team appraisal members will meet with their supervisor in the morning to discuss goals team performance and any other outstanding issues The supervisor will than dismiss the team review the results from the evaluation and develop ideas to improve performance or resolve problems Once the supervisor has completed her independent review the team will be called back for a meeting to examine the results After feedback is provided to the team they will be offered incentives such as better parking spaces an extra 30 minutes for lunch one day a week or one hour of vacation time when certain goals or objectives have been met by the team The team does not have an opportunity for advancement because I cannot promote the whole team only the individuals within the team I will help teams reach a higher level of performance by setting goals explaining organizational objectives and providing monthly progress reports When conducting an appraisal for an individual sales member we find six month reviews to be the most valuable It provides managers with sufficient information to evaluate progress more than once a year but also give the employee enough time to improve performance and meet sales goals before the next evaluation takes place Individual employee evaluations will be conducted using the appraisal form attached to this report and will help me to identify strengths and weaknesses of each employee his or her attitude toward InterClean his or her personal and professional goals for the next review period and ways in which he or she can improve his or her performance independently andor with my help After performing the appraisal the employee will be dismissed and a future evaluation review date will be set within five days On the date of the review the manager will explain the results of the appraisal offer suggestions for improvements set goals for the next review period and explain incentives and opportunities for advancement Each employee on my sales team will receive individualized results and incentives for example Jim Tom and Eric will receive vacation time and management advancement opportunities whereas Susan Dennis Ving and Terry will receive parking and lunch incentives along with the chance to engage in mentorship programs and senior sales rep advancement opportunities I plan to help each individual employee increase his or her performance by explaining goals and objectives offering continued education such as training seminars and online tutorials offering mentorship programs and providing more challenging tasks and daily responsibilities so that the employees feel personally and professionally fulfilled Currently InterClean is on a tight budget at and the funding for career management is quite low but I still plan to offer desirable opportunities to my sales team As mentioned previously there are many options regarding costeffective employee incentives that include better parking spaces that come at no cost to the organization and longer lunches and vacation hours that are low cost and a very popular incentive I plan to implement training programs on the InterClean campus and to use the company intranet and software to create computerbased training modules to address the needs of individual employees to help reduce education costs The implementation of mentorship programs not only helps the experienced employees feel more fulfilled professionally but it also helps the rookie employee learn from another s experiences and the added benefit is that mentorship programs can take effect at no cost to the organization as long as both employees are Willing The use of promotions and sales bonuses are something I want to implement for my team once InterClean begins seeing significant profits but for the time being they are simply not feasible The last opportunity I have is for dual career parents or caregivers for Whom I plan to implement ex schedules that Will help reduce employee absenteeism at no cost to InterClean I believe that I have come up With a feasible career management plan to implement With my sales team This plan includes the frequency of manager feedback on the individual and team level the opportunities provided to employees after feedback is given how management can help employees reach a higher level of performance the promotions incentives and educational opportunities available to employees and the exible schedules offered to dual career parents and caregivers Not only can my career management plan be easily implemented it can easily adapt to each individual s needs and it also comes at almost no cost to InterClean Incorporated Therefore I believe all sales departments should consider implementing my career management plan to keep our entire sales staff loyal to InterClean and competitive in the sanitation product industry References Cascio W F 2006 Managing human resources Productivity quality of work life pro ts 7th ed New York McGraWHill
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