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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 guidance and goals to the employee. Casico defines performance management as “a kind of compass; one that indicates a person's actual direction as well as a person's desired direction” (2005, Ch. 9). This format provides a snapshot of where the employee currently is within their career and clearly states what options the employee has in addition to opportunities for career advancement. While it is essential to provide employees with solid goal-setting tools, additional motivators, such as feedback, advancement, flexible work-scheduling, and team diversity help to stimulate enthusiasm. Finally, program costs and benefits are essential relating to ensuring each member receives the necessary support to provide a positive return in InterClean.
Employee Performance Appraisal System (with feedback) Systematic evaluation of an employees progress during a specific period of time provides the opportunity to review where the employee began and measure his or her achievements and establish new goals for the future. InterClean's quarterly employee performance evaluation form (Appendix A) provides an opportunity for both management and the employee to step-by-step evaluate the employees progress during a specific time-frame. This evaluation covers four segments: leadership, decision making, planning, and account management. Each segment provides a score rating between one and

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