...Career Development Plan Part III Career Management Plan & Performance Appraisal Form HRM/531 December 7, 2010 Career Development Plan Part III—Performance and Career Management INTERCLEAN, INC NEW EMPLOYEE WELCOME PACKET PROPOSAL TO MANAGEMENT AND HR Welcome to the InterClean, Inc. Sales Team! This packet will cover several items to ensure your success with the company. In the last year InterClean, Inc. acquired EnviroTech, Inc. With this acquisition, InterClean, Inc. has taken a giant step in achieving domestic market dominance in the sanitation industry. The Leadership Team consists of: David Spencer, President and CEO Sally Lindley, CEO of EnviroTech, Inc. Division Janet Durham, Vice President of Human Resources Tom Jennings, Vice President of Marketing Sam Waters, Chief of Compliance InterClean, Inc. is committed to providing employees with every opportunity for a successful career and continued development. Communication is at the core of career success and development. Communication begins at the New Sales Employee Orientation. Orientation items: • Background and history of InterClean, Inc. • Open Door Communication Commitment – feedback to the Team and from the Team is essential. • Successful Sales Technics - Examples modeled from sales team. Presentations have developed by current sales team. • Pairing with tenured sales team member for 90 day mentorship...
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...Two-Career Family Versus One-Career Family My paper will focus on the differences and the similarities between the two career families and one career families, and will give ideas regarding which of the two is better in the development of the individual career. There are various studies that focus on the career development of the individual and how the work is connected with the non-work lives of people. There are divergent studies that show the strong relationship of family and work. It shows that the developmental needs of the family will produce incomplete understanding regarding the career dynamics (Arthur & Hall 1989, p. 159). One of the main differences between the two career family and the one career family is the focus on the roles and the responsibilities of the parents, concerning the many needs of the family. The one career family is what we call the traditional setup, where the male’s major task is to be the financial provider and have great influence over them. Men primarily handles the decision-making process, while the women assumes the responsibility of taking care of the home, caring and raising the kids, managing household chores, cooking, and handling day-to-day errands. Some of the one career families focus on the fact that some men place a lot of heart and attention on their own career, whereas, family time is considered a secondary responsibility. On the other hand, the two career family is considered the product of evolution, and the development of...
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...Nursing is a call to serve the humanity. Present day healthcare system focused on preventive care and wellness has become highly advanced which makes every nurse responsible to achieve maximum level of education, skills and power of knowledge to meet the challenges. Continuous research in nursing and the evidence obtained from the research serves to support the nursing care. Continuing education helps nurses to keep track of all the developments taking place in the field, trace advances in technology and care, have a better understanding of all current rules and regulations, beware of all ethical and legal aspects of nursing as envisaged by various boards of nursing and other authorities in the field of healthcare. In this paper, I would like to explain the position statement of career development in nursing. It is only through proper and continued education that nurses can provide patients better care, assess and report what is best for the patient and always seek ways to improve patient outcome. In order to achieve the best results, nurses need to identify the core knowledge, scientific principles, skills and attitudes of nursing practice to improve healthcare system (International Council of Nurses, 2007). Therefore career development must be achieved by integrating care through our scholastic system, giving nurses opportunity to learn, grow and move up the ladder, making them capable of leading from the forefront. Career Development in Nursing Ever changing technology and progresses...
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...Human Resource Development IRHR3510 - University of Newcastle Assessment 1 ESSAY “Career development: Whose responsibility is it?” Introduction: Career development refers to the “lifelong process of managing learning, work, leisure and transitions” (Parker, 2015). Employee career development is not only vital for the individual’s career but it is also an essential part of business survival strategies (Gololo, 2013). In order to effectively address the question “Career development: Whose responsibility is it?”, this essay will consider the effects of changing business environment on the nature of career development. Research examples, such as Hall’s and Inkson’s articles, are useful in explaining the highly turbulent and complex business environment whilst also differentiating the role each person plays in a modern organisation. The idea of a protean career is essential in understanding whose responsibility one’s career development belongs to. The combination of the changing business environment, as well as the protean career approach to career development, will establish an essential foundation for this essay. The empirical information gathered from a joint research paper conducted by the University of Phoenix in conjunction with EdAssist – “The Story Behind Career Development: Who is responsible?” helps to investigate the current trends within the workplace and how they are evolving. This study investigates managers’ and employees’ perceptions of whose responsibility...
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...Employee Training and Career Development Stephanie Tolli HRM/300 2/1/2016 Dr. Linda Begley Training in an Organization’s development An organization that wants to grow and progress needs to understand how training fits into the puzzle of the development of the company. Training is vital as it involves acquiring and expanding the knowledge and skills of the employees required for a certain job. As job are becoming more sophisticated and being influenced by technology and corporate changes, training is starting to become more important to the organization than ever before. Training targets specific goals, for example learning how to operate a particular machine. While career development focuses on a broader set of skills, like creative thinking and decision making, that can be used in a wider range of situations. (“Art of the Start”, 2016). Training is an opportunity that some companies do not like to add to the budget as it can be expensive. There are times that an employee may have to miss work to attend any training, and this can push back work and put the company behind schedule. Even with the added expense and potential setbacks, training and development provide both the company and the employees with benefits that make it a worthwhile investment. (Frost, 2016). Some of the reasons that make training and development so important are that it can help find the companies weaknesses, improves workers performance...
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...Assignment 3: First Day on the Job Monica Lomax Strayer University HRM 530-Dr. Barrett November 28, 2011 Employee satisfaction has a huge impact on the employee turnover rate in any company. The correlation between the two is obvious. If employees are satisfied with their job, the turnover rate will be lower than that of a company with unhappy employees. Malik, a new manager to a company, witnessed how an unsatisfied employee could be a potential loss of an asset. On Malik’s first day at his new job he was approached by one his new employees who was in distress. She came to him expressing how exhausted and frustrated she was with her job and that she planned to quit soon, despite being one of the organizations top performing employees. The employee told Malik that the workload was inconsistent. Ultimately, the employee felt overworked and the organizations shows a lack of challenge and skill enhancement for the employees. (Stewart & Brown, p.394) The concerns of this employee are the concerns of many employees from companies and organizations world wide. Employee satisfaction is the terminology used to describe whether employees are happy and are fulfilling their desires and needs at work. Factors contributing to employee satisfaction include treating employees with respect, providing regular employee recognition, empowering employees, offering above industry-average benefits and compensation, providing employee perks and company activities...
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...International Consultants.LLC + York Career Development, Inc. Agenda 2 OUR CONCEPTUAL FRAMEWORK Lambda International Consultants.LLC + York Career Development, Inc. Introduction 3 YIN YANG AND TAOIST THOUGHT 4 Lambda International Consultants.LLC + York Career Development, Inc. • Taoist concept, two complementary forces that make up all aspects and phenomena of life • Yin is a symbol of earth, femaleness, darkness, passivity/reflection and absorption • Yang is conceived of as heaven, maleness, light, activity, and penetration • There are a series of five elements that form the cosmos according to Taoist philosophy Lambda International Consultants.LLC + York Career Development, Inc. Yin – Yang: the concept 5 http://www.britannica.com/EBchecked/topic/653297/yinyang • Business Cycle – Dynamic Situation – Innovation is key to survival and growth • Complementary properties are important in evaluating innovations • Competition – Checks and Balances; new products vs. old • Broad spectrum of competing alternatives when selecting candidates for Innovation • When to be guided by one concept, the other, or integrate both http://www.britannica.com/EBchecked/topic/653297/yinyang Lambda International Consultants.LLC + York Career Development, Inc. Yin – Yang: the concept … Applied to Business Innovation 6 Yin – Yang captures the concept of Cycle 6PM Sunset Entering Yin 3PM Day Yang within Yang 3AM Night ...
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...Biomedical scientist: Job description More in this section Job description Salary and conditions Entry requirements Training Career development Employers and vacancy … Related jobs Print all pages in this section Case studies Biomedical scientist: Ann Thomas Biomedical scientist: Kathryn Owen Biomedical scientist: Roslyn Cooke Biomedical scientists work in healthcare and carry out a range of laboratory tests and techniques on tissue samples and fluids to help clinicians diagnose diseases. They also evaluate the effectiveness of treatments. Their work is extremely important for many hospital departments and the functions they carry out are wide ranging. For example, they may work on medical conditions, such as cancer, diabetes, AIDS, malaria, food poisoning or anaemia, or carry out tests for emergency blood transfusions or to see if someone has had a heart attack. Biomedical scientists can work in three areas: infection sciences; blood sciences; and cellular sciences. Infection sciences include: •medical microbiology - identification of micro-organisms causing disease and their antibiotic treatment; •virology - identification of viruses, associated diseases and monitoring the effectiveness of vaccines. Blood sciences include: •clinical chemistry - analysis of body fluids and toxicology studies; •transfusion science - determination of donor/recipient blood compatibility, ensuring blood banks are sufficient; •haematology - form...
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...Employee Training and Career Development Paper Fred B. Whitty HRM/300 July 27, 2015 Samuel Hall Employee Training and Career Development Paper In the majority of great company’s, there is likely an extremely great training and career development program. In order to implement a good training and career development program you will need to have HRM involvement, definition, methods, successes, and the employees needs and wants. To clarify understanding of these, the following will be discuss in detail; the role of the Human Resource Management (HRM), employees career development, the goals and growth of the company depends on the success of the training and development plan. All employees should be looking toward the future and what they may want in their career development. Everyone should have a clear picture and understanding of how training fits into the company. The company training and development crucial to the company’s success. If the company do not grow it will not succeed. In order for a company to continue to grow it must stay current with technologies and practices. Development and training is define by the online business dictionary as”the official and ongoing educational activities within an organization designed to enhancement the fulfillment and performance of employees” (The Business Dictionary, 2012). By this definition, providing employees with continued educational activities. This is how a company can keep employees current and with the most up to...
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...INDIVIDUAL PROJECT – HR DEVELOPMENT PRACTICES IN AN ORGANIZATION Questionnaire & Project Report Human Resource Development Practices in a Select Organization General Information: 1. Name of the organization (optional) 2. Nature of business: a) Manufacturing b) Service c) IT/ITES d) Others (please specify) 3. Ownership: a) Public b) Private c) Joint 4. Geographical Orientation: a) Foreign MNC b) Indian MNC c) Indian company 5. Total number of employees (Headcount) of the organization a) Less than 500 b) 500 - 1000 c) Above 1000 HRD Structure: 6. Please identify the from the following that best describes HRD Structure in your organization (Please tick mark as many as you consider relevant to the HRD Structure in your organization) a) A separate and differentiated HRD department with full time staff b) A corporate HRD department with HRD sections in the units or locations c) A corporate HRD department with integration of HRD with HR/Personnel function in the units or locations d) A high profile HRD chief with professionally qualified and experienced managers e) A high profile HRD chief with limited staff f) Any other, Please specify 7. Does your organization have a formal policy for aligning HRD practices with the strategic goals of the organization? ...
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...Training and Development Program Talent management is defined by business dictionary as an attempt to recruit, keep and train the most gifted and highest quality staff members that the company can find, afford and hire. Talent management gives business managers an important role to play in recruiting, developing, and retaining desirable staff members (2015). Our mission here at the Operations of Intelligence (OOI) is to provide combatant commanders and warfighters all-source intelligence products in order to defend our Nation. OOI is going to focus on the training function within talent management as it relates to intelligence officers and their job recruitment and retention. Once OOI employees are selected, they must be prepared to do their jobs, which is when orientation and training come in. “Beginning with the orientation of new employees, talent management and development includes different types of training” (Mathis, Jackson & Valentine, 2014). Orientation will provide new employees with basic information about the company. Training programs will ensure that new employees have the basic knowledge required to perform the job satisfactorily. “Orientation and training programs are important components in the processes of developing a committed and flexible high‐potential workforce and socializing new employees” (Bacal & Associates, n.d.). Additionally, these programs can save employers’ money, providing big returns to OOI because the company’s investment to train...
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...Training and Development Policy and Procedures Policy The Agency is committed to excellence in people development in order to maintain and enhance its position as a world class spectrum manager. We aim to create a culture of learning throughout where individuals take responsibility in partnership with the Agency for their development. The Agency recognises the need to develop its people so that they are fully equipped to deliver the Agency's business objectives; both now and however they may change in the future. Objective To ensure that the Agency has people with the appropriate knowledge, skills and behaviours to meet its business objectives in both the short and longer term. And to allow our people to achieve their potential and career aspirations both within the Agency and the wider Civil Service. Aims To equip people with the technical skills required To provide leadership and management development to all managers within the Agency. To identify the development needs of the Agency and those of individuals and balance the two. To ensure that development needs are identified as part of the business planning process and reviewed regularly. To promote the use of the full range of development opportunities, ensuring that where a formal course is chosen it is the most appropriate solution. To ensure equality of access to all development opportunities. To provide career development for all. To provide personal and tailored consultancy services to help individuals...
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...Running head: FIRST DAY ON THE JOB FIRST DAY ON THE JOB CASSNADRA ROSS STRAYER UNIVERSITY HUMAN RESOURCE MANAGEMENT HRM 530 KENNETH LEWIS 25 NOVERMBER 2011 Discuss the factors causing the employee‘s dissatisfaction “Burnout is a psychological phenomenon, which involves emotional exhaustion, cynicism, and a decline of feeling of competence about work” (Stewart, G. & Brown, K. P. 386). It is obvious that the employee is suffering from burnout. The employee’s were dissatisfaction by the lack of stimulation through education and training. The employee is not gaining the experience she desires to help her achieve her ultimate goal of having her own business. In addition, it seems as though the employee’s career path has not been encouraged or nurtured for progression within the company. The employee seems to be loaded up with busy work and work that is not challenging to her. She is looking for work that is thought provoking and to experience new tasks with which she can grow in knowledge about the job. The work now seems to be cyclical, boring, and she feels overworked with mundane tasks. There is no advancing forward toward her ultimate goal of owning her own business. She is at a point of quitting and seeking a job elsewhere, where she can absorb new knowledge and gain experience Identify which of these factors could be addressed with improvements in the way the organization handles development as described in the chapter Job enrichment would address...
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...the doors to a lot of career options. It is the only graduate degree which helps in understanding the thought perspective of humans and equips you to be in a better position to communicate with others. The variety of options available after majors in psychology makes the decision even more difficult. The two career options which interest me the most are pediatric psychology and marketing. I have chosen one of the career options in the field of psychology only and another being a different field. I am interested in pursuing a career in marketing and being more involved in the creative design rather than analytics. Marketing is one career option where I feel the concepts of psychology shall be very useful. Many of my relatives are in the field of advertising or marketing and since child hood I have been somehow fascinated by this world. To grow in marketing apart from the educational qualifications, one needs to have excellent communication skills and structured thought perspective to influence the consumer. Apart from communication which is the most important skill, marketing would require strong skills to build or develop client relationships, creative writing skills in order to articulate your thoughts in a manner that it has an impact on the reader, out of the box thinking and the educational qualifications. One would need knowledge about data crunching as well, though I am not good in maths but I feel I can manage the basic levels. Pursuing a career in marketing, one can work...
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...notable aspects of the company that human relations have played an integral role in shaping. McDonald’s has been particularly keen in using human relations skills within their organizational structure, including in the areas of career stages in career management, ethics, motivating performance, leadership, organizational change and culture, as well as valuing global diversity. These have all proved to be vital in paving the path for McDonald’s to achieve its goals, and human relations has been a major factor in doing so. Career management deals with taken responsibility for managing one’s career. Career management is compromised for career planning, career development, getting a job, career stages, and getting raises and promotions. Career planning is the process of setting career objectives and determining how to accomplish them. Career development is the process of gaining skill, experience, and education to achieve career objectives. Career stages refer to the different needs of people as they grow older during the span of their career. Human Relations in Organization by Robert N. Lussier breaks career stages down into different age groups: the 20, 30s, 40s and 50s, and the 60s and 70s. Lussier describes the 20s as the time when one is beginning his/her career where they must develop job skills needed and often work long hard hours to get ahead. The 30s are characterized as the time when managers develop expertise and show their strength as bosses. Lussier describes the 40s and...
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