...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 gaps in my knowledge and work skills. “Given the ever-changing nature of the healthcare industry, career plans should be updated frequently and be adaptable to effectively accommodate unexpected circumstances” (Broscio, 2014, p. 395). In this part two of my career development plan, I will evaluate my gaps and make a plan to fill the gaps in my knowledge, skills and accomplishments that are needed to achieve my goals stated in part one of the career development plan which is to become a nurse practitioner. Identification of the gaps in knowledge, skills and accomplishments According to Broscio (2014) “having a career plan involves taking advantage of learning opportunities and addressing any weaknesses in preparation for one's best next position” (p-395). As mentioned in my career development plan part one, I lack in various aspects of new developments and advancements in the nursing profession. Nursing profession has changed in past twelve years. First gap that I feel is, in my...
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...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 he or she is in direct responsibility for. Doing appraisals should be looked upon as a tool that can help all involved. Performance reviews are stressful for both managers and employees. Criticism is usually hard for the giver and the receiver. A performance appraisal needs not be stressful or critical. The tool should be looked upon as a way to improve one’s skills and career. Most individuals want to do the best job one can do therefore, by learning and improving from using the appraisal tool the sky should be the limit for the individuals involved. The appraisal form attached offers both the manager and the employee the opportunity to answer the same questions prior to the actual appointment. By giving everyone involved a voice there will be less chance for feeling unimportant and lead to the possibility of open communication between the two. The appraisal form has a section after the two come together to compare and come up with a mutual plan for success in the...
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...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 order to achieve our goal of being the industry’s leader in high quality products and services. The heart of an organization is its employees and its members (Wetland, p.01). With this concept InterClean is committed to providing an effective training and mentoring program. This report will outline training and mentoring needs, objectives of the training and mentoring program, performance standards, delivery methods, content for training and mentoring, time-frame, evaluation methods, feedback, and alternative avenues for those sales associates who need further development. Steady, long-term competitiveness requires an organization to be committed to putting employee’s first and developing quality training programs that are linked to its strategic objectives (Wetland, p.01). Quality employees equate to organizational success, whereas unqualified and poorly trained employees equate to organizational failure (Wetland, p. 01). Cascio defines training as consisting of planned programs designed...
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...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 market, required abilities, and supply of internal and external manpower. Training and development Studies have found organizations to be more profitable and expert in the work they do than to do the work competent. InterClean will introduce the money and resources to the selection. The company will trust enough to provide the necessary training of employees of high-capacity, because of the greater increase in the productivity with the employees of the under-capacity. The time and the costs of training will be less and the net effectiveness of the training will be higher with a highly valid process of personal selection. The goals of the team are to adjust to the new strategic axis of the company obtaining the objectives of the department. This department will acquire new accounts that require cleaning solutions of full-service to increase the presence of the market and growth of the yield whereas it promotes the sales of cleaning products. Methods of Selection Aspirants...
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...HR Plan-06s Career Planning I. Meaning & Elements of Career II. Career Planning: Meaning and Nature III. Career Planning Benefits IV. HR Department Assistance for Career Planning V. Different Stages of Career Development Process Or, Cycles of Career Development Process VI. Career Development I. Career: Meaning & Elements Definition of Career Career is a sequence of attitudes and behaviors associated with the series of job and work-related activities over a person's lifetime. Yet in another way, it may be defined as a succession of related jobs, arranged in hierarchical order, through which a person moves in an organization. As the literal definition of career focuses on an individually perceived sequence, to be more accurate, career may be either individual centered or organization-centered. Therefore, career is often defined separately as external career and internal career. External career refers to the objective categories used by society and organizations to describe the progression of steps through a given occupation, while internal career refers to the set of steps or stages which make up the individual's own concept of career progression within an occupation. For such two different approaches, in organizational context, career can be identified as an integrated pace of vertical and lateral movement in an occupation of an individual over his employment span. Important Elements of Career Analyzing the definitional context, it...
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...Career Self-Development | Research Paper | | | | Majd Mohammed | [Pick the date] | | Contents 1. Introduction 3 2. Classification of Career 3 2.1. Overall Goals & Objectives Development 3 2.2. Short Term Career Goal (few months to 2 years) 4 2.3. Long Term Career Goal (above 10 years) 4 2.4. Making Career Choices and Decisions 4 2.5. Managing the Organizational Career 4 2.6. Managing Boundary-less Careers 4 2.7. Taking control of personal development 4 3. Career Planning 5 3.1. Importance of Career Planning 5 4. Process of Career Planning 5 4.1. Self Assessment 5 4.2. Self Development 6 4.3. Career Research and Development 6 4.4. Action Plan 6 5. Need to Understand Career Self Management 7 6. Types of Career 7 7. Career Orientation 8 7.1. Organizational Tenure and Age 8 7.2. Employment Status and Gender 9 7.3. Educational Level and Employability 9 8. Conclusion 9 9. References 10 1. Introduction Career Self Management also referred to as Individual Career Management can be expressed as self monitored and examined process of planning the carrier. It involves selecting and setting of goals and working on strategies for achieving them. In recent times career options have increased to a great extent. Career opportunities have also increased due to rapidly development of technology and globalization. It is very essential to manage the career and understand the opportunities with...
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...Tasmanian Hospitality Industry Skills Plan June 2012 Contents Foreword Skills Plan Overview Background & Consultation Hospitality Industry Skills Plan Focus Area #1 Recruitment Induction & Retention Focus Area #2 Customer Service Focus Area #3 Career Pathways Focus Area #4 Fostering a Training Culture Detailed Action Plan 3 4 6 9 10 11 12 13 15 Definitions THA VET Tasmanian Hospitality Association Vocational Education and Training RTOs Registered Training Organisations AACs Australian Apprenticeship Centres 2 Hospitality Industry Skills Plan – June 2012 Foreword The hospitality industry employs approximately 20 000 people1, which is equal to approximately 11% of the Tasmanian workforce. The industry is heavily reliant on casual labour with part-time and casual employees making up almost three quarters of the hospitality workforce in Tasmania2. The role and contribution of the industry to both the economy and community is largely unrecognised. This is reflected in the fact that only a small proportion of employees perceive hospitality as a long term career choice. As hospitality is a service based industry, a skilled workforce is a key requirement to ensure quality service delivery to both local and visitor markets. In order to provide quality service employees require access to training which delivers the essential skills and knowledge. Access to training is only one element of the equation. Also essential is venue owners and operators placing more value...
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...Personal Development Planning For Postgraduate Research Students Postgraduate Personal Development Planning 1 INTRODUCTION Personal Development Planning (PDP) is a process already present in most PhD supervision and study practices. PDP is ‘a structured and supported process undertaken by an individual to reflect upon their own learning, performance and/or achievement and to plan for their personal, educational and career development’ (QAA 2001). This handbook provides guidelines for Postgraduate Research students at Queen’s on what PDP involves and to help you to get the most out of the process. Please note that there may be slight variations or specific requirements for you in your School or subject area. Key features of PDP: • PDP is an ongoing process, not a single document, nor is it carried out at a single point in time. • It provides you with the opportunity to plan, reflect on and record your progress, development and achievements. • PDP formalises good practice in working for and supervising a research degree. • PDP is a structured and supported process. The structure and support is provided by: - The Skills Analysis Questionnaire - The Postgraduate Skills Training Programme (PSTP) - Records of meetings with your supervisor(s) - Training plans - Formal reviews – 3 month, differentiation, and annual monitoring - Records and evidence of your achievement - Your evaluation and reflection of your progress, achievements and skills - Your research diary or log...
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...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 and known to be an excellent place to work. It has been ranked among the top three employers in the community for several years.Its mission is to serve customer’s needs for electric power in ways that provide exceptional value to all stakeholders including customers, shareholders, employees, and the communities in which it operates.Its values include providing a safe work environment; fairness and respect for customers, employees, shareholders, and partners; honoring commitments to use resources wisely; providing a high quality of work life for its employees; and striving for excellence and having fun.Given its long history, many of its current employees are children or grandchildren of former employees so there are close family ties to the company as well as a sense of loyalty.However, technological advancements in the power generation business over the years have resulted in jobs being either redesigned or eliminated. For example, in the past, the company had many employees who read...
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...Employee Retention, Engagement, and Careers Chapter 9 offers some good advice and tools for managing careers. We will discuss building effective communications through fair treatment programs and employee discipline. In addition we will discuss proper handling of dismissals and separations, including retirement. In recent years, many employees from the “baby boom” generation have taken early retirement. However, experts believe the next generation will have to work longer than they would wish in order to fund those who are retiring now. The Social Security Administration has increased the age at which future generations will be eligible for benefits. Management will need to find ways to stimulate career interests of older employees to keep them motivated and productive. Firms also will need to find ways to ease labor shortages by attracting those to return who already have retired. Let’s discuss these and other issues. Learning Objectives By the time we have finished this chapter you will be able to: 1. Describe a comprehensive approach to retaining employees. 2. Explain why employee engagement is important, and how to foster such engagement. 3. Discuss what employers and supervisors can do to support employees’ career development needs. 4. List and discuss the four steps in effectively coaching an employee. 5. List the main decisions employers should address in reaching promotion decisions. 6. Explain the factors you would consider...
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...ASSIGNMENT 1: HUMAN RESOURCE MANAGEMENT Contents Question 1: 1 Question 2 4 Question 2.1 4 Question 2.2 8 Question 3 12 Question 3.1 12 Question 3.2 15 Bibliography 21 List of Figures Figure 1: Model of effective Performance Management Process 5 Figure 2: Steps and Responsibilities in the Career Management Process 9 Figure 3: Strategy - decisions about competition 15 List of Tables Table 1: HR Practices utilized by Marks & Spencer to address strategic needs 17 Question 1: In an industry where competition is intense, developing staff has probably never been so important. By training and developing its staff, discuss how Marks & Spencer is in a position to develop a competitive advantage over its competitors. Introduction A competitive advantage is a superiority that an organization can gain over its competitors by providing the same value at lower prices or charging higher prices for providing greater value through differentiation, Business Dictionary (2015). Grobler et al (2011:9) noted that in the past the focus of Human Resources (HR) was an administrative one (traditional HR) with focus on personnel issues, more recently HR has been recognized as being contributory to the organization’s overall strategy. HR is therefore an integral part of achieving competitive advantage. One such HR practice that enables competitive advantage is in training and development of its staff. Noe et al (2012:98) noted that in the knowledge economy...
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...Professional Skills Development Course (SMBA 0010) The Professional Skills Development Course (SMBA 0010) component of your MBA program is a fundamental part of your MBA experience and consists of a variety of career exploration and development experiences designed to prioritize and focus your career search efforts, as well as develop your leadership, teamwork and communication skills required to position your career for success. All students are required to complete SMBA 0010 - Successful completion of this course will result in a ― S (satisfactory) grade on your transcript. The Professional Skills Course is delivered through a series of workshops, assignments, individual and group activities, guest lecturers, panel discussions and personalized one-to-one coaching cumulating in students presenting their Personal Career Strategy Plan in their final year of study. Learning Objectives 1. Utilize self-assessment tools to identify what skills, abilities and knowledge you offer and what career paths best match them. 2. Create a MBA professional resume, cover letter and “value proposition” statement. 3. Write impactful cover letters and other job search letters. 4. Develop strong interview skills. 5. Build your on-line Personal Brand through LinkedIn. Assignment 1 Career Leader Career Leader is a self-assessment tool developed by current and past Directors of Career Services at the Harvard Business School specifically for MBA students and used by over 100 of the world’s top MBA...
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...Table of Contents Page Introduction 2 Task 1 Methods to Improve Personal and Professional Skills • Counselling 3 • Mentoring 3 • Differences 3-4 Professional Development Skills to Help Meet Personal or Organizational Goals and Objectives • Conflict Management 4 • Delegating With Confidence 4 • Meeting the Challenge of Administrative Leadership 5 Time Management 5 The Value of continuous Professional Development to the Organization and the Individual 5 • Value to the Individual 6 • Value to the Employer 6 Task 2 Personal Skills Audit • Purpose 7-8 Importance of Identifying Learning Style 8 How to Monitor the Effectiveness of My Own Learning Style 8-9 Task 3 The Purpose of a Personal Development Plan (PDP) 10-11 My Skills Audit as a Business Development Officer 12-14 Personal Development Plan for Current Position as Business Development Officer 15-16 Conclusion 16 References 17 Advanced Professional Development Introduction Advanced Professional Development is a programme designed to guide learners in being accountable for their learning and development needs to meet personal, professional, and organizational goals and objectives in order to remain competitive in a globalized working environment. This paper seeks to: • Explore methods to improve personal and professional skills to meet organizational...
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...SECTION A PERSONAL ATTRIBUTE VENSUS CAREER DEVELOPMENT Introduction Due to the change of social construction and production mechanism in Hong Kong, Knowledge-based Society is essential for the sustainability development of Hong Kong in the 21st century that cultivates talent labors (MediaDigest, RTHK, 2006). Recently, the globalization is allied and compounded around the world. It indicates the trend of “Whole People Education” for undergraduates to develop their own strategic vision and analytical technology for the externally globalized environment – social and economy (Y.K. Pang, HKIE, 2009). Integrated with the upward paragraph, this promotion has rapidly developed owing to the advocate of “Lifelong Learning” (executed by Tung Chee-hwa, the first Chief Executive of HKSAR). Based on the data generation, the percentage of growth rate of continuous education has increasing from 18 in 2002 to 28 in 2003 (Professor K.M. Yeung, HKU SPACE). In the literature aspects, “Lifelong Learning” is the recognition that learning may stretch out across a lifetime for anyone sustainability use and renew throughout each lifespan (Field, 2006). Based on Role of Reflection in Learning (Kolb, 1984), its operation is coordinated with 3 main items – (1) 1 Action, (2) Reflect on Experience; and (3) Conclude and Learn. For my own view, it could be comprehended with using the outcome of your lifespan to strengthen the core competence to make the continuous improvement...
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...Student Portfolio • an up-to-date professional résumé. • a listing of courses in your major and related fields of study. • a listing of your extra-curricular activities and any leadership positions. • documentation of your career readiness in terms of skills and learning outcomes. The purpose of a Student Portfolio is twofold — academic assessment and career readiness. 1. Academic Assessment Goal The Student Portfolio serves as an ongoing academic assessment tool that documents your learning and academic accomplishments. As you progress through a curriculum, the portfolio depicts the progress you are making in acquiring the skills and competencies necessary to be successful in lifelong career pursuits. Over time, your portfolio will become increasingly sophisticated in the range and depth of learning and accomplishments that are documented. A well-prepared Student Portfolio is a very effective way of summarizing your academic achievements in consultation with both faculty advisors and professors. 2. Career Readiness Goal The Student Portfolio serves as an important means of communicating your résumé and credentials to potential employers, as you search for both internship and full-time job opportunities. The portfolio is an effective career tool that offers value far beyond the standard résumé. Potential employers can readily examine multiple aspects of your accomplishments and skill sets in order...
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