...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 with EnviroTech and the new sales strategy will require extensive organizational restructuring of the company. The owner and the human resources department has recognized this need and is in support of preparing the sales team to support InterClean’s higher quality service. As a manager, I will evaluate talent and skills for these new sales positions from both companies InterClean and EnviroTech. To make the best hiring decisions, a clear understanding of the qualifications and skills will be required for each position. To help my sales team succeed with the company’s new strategy, I will conduct a job analysis, create a workforce planning system, identify a selection method, and select new members for the sales team. My goal is to build a sales team that will keep the organization moving in the direction the CEO visioned with the merger of the two companies. According to the text, job analysis describes the process of obtaining information about jobs and includes information...
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...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 future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...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 in process, the mid-level manager must develop a new sales team. These individuals must have the knowledge and skills that will help the company grow. A job analysis requires companies to “identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job” (HR Guide, par 1). The company will have to set objectives, job descriptions, compensations, and education levels. The job analysis methods the company has chosen to use are interview, job performance, task checklist, and observation. The interview process allows the company to assess candidate’s behavior. Candidates will explain the reasons the sales position is right for them. After the hiring process, the company will evaluate the employee’s job performance after his or her 90-day probationary period. The 90 days gives the company time to evaluate how the employee works with others and how well he or she does the assigned job. Task lists makes sure that...
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...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 used is job performance, observation, interview, critical incidents, and structured questionnaires (Cascio, 2006). The analysis methods that would be used for the hiring of InterClean employees are job performance, observation, interview, and structured questionnaires(Cascio, 2006). Understanding the job performance required from each sales representative will be important. Observing each sales representative and recording what, why and how, well help determines if the sales representative knows the products they are selling (Cascio, 2006). Questionnaires can be used to help have an idea of how the job is done and how the behavior of each employee. The job duties of the sales representative pertaining to the les department are (HR Portal for Human Resources & Management Professionals, n.d.): *Prepare and sell company products and services to current and potential clients *Follow up on all new leads and referrals *Prepare presentations, proposals...
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...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 future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...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 at InterClean includes the following job functions: o Salesperson must be familiar with the “updates to the current product line, new applications for existing products, products rolling out over the next year, products to be discontinued during the next year, new product features, warranties, and formulas. This category also includes sales training skills development consisting of updates on generating leads, responding to inquiries, growing the client base, establishing an effective tracking system, working with long term clients, and generating referrals.” (University of Phoenix, 2008) In order successfully perform named above job functions salesperson must have the following knowledge, skills, and abilities: o Computer skills: PowerPoint, Excel spreadsheets, databases, and Office Integration software. o Customer service skills, including telephone etiquette and problem solving skills. o Communication skills: writing and oral skills o Knowledge of state...
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...believe that forecasting the future of the company means getting the right people with the right set of skills together at the right time, which is right at the beginning of the merger. This is where workforce planning comes into play. Developing an understanding of everything possible about the internal and external environment and how those factors will affect our current and future workforce is key to the future of the merger. It is about understanding the makeup of our current workforce and the necessary skills, capabilities and aptitudes that will be required to achieve business outcomes in our current and changing environment. It is about assuring that we link our human resources strategies with business outcomes and that our workforce plans reflect those initiatives/ strategies and provide our managers with a framework for making informed...
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...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 Consultant for InterClean, utilized interview method. The job anaylsis for the salesperson position at InterClean includes the following job functions: Salesperson must be familiar with the “updates to the current product line, new applications for existing products, products rolling out over the next year, products to be discontinued during the next year, new product features, warranties, and formulas. This category also incudes sales training skills development consisting of updates on generating leads, rersponding to inquiries, growing the client base, establishing an effective tracking system, working with long term clients, and generating referrals.” (University of Phoenix, 2010). In order to successfully to performed named above job functions salesperson must have the folowing knowledge, skills, and abilities: Computer skills: PowerPoint, Excel Spreedsheets, Databases, and Office intergration software. Customer service skills, including telephone etiquette and problem solving...
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...Career Development Plan Part I—Job Analysis and Selection HRM/531 Human Capital Management November 29, 2010 Career Development Plan Part I—Job Analysis and Selection Merging two successful organizations requires forethought and planning. The sales division within each company generates the revenue to promote future growth and ultimate success for this venture. Developing the perfect sales team by balancing the requirements of the position with the level of talent each salesperson brings to the team provides a dynamic team geared for a positive outcome. The workforce planning system measures each candidate's potential, past success, and abilities to perform the necessary tasks. In addition to candidate review, measurement of the position itself by the human resources division allows for an accurate determination relating to the candidate list. To ensure a positive outcome, this workforce planning system will go into effect immediately. Job analysis Many options are available to analysis what a particular position entails. For example, human resources managers can interview current employees within that position, issuing current employees questionnaires relating to specific job functions, observation of the position, and collecting information on the background of current employees relating to daily tasks, such as statements of duties. However, for this task, the interview technique will suit the needs of the HR division relating to the development of the new sales...
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...Career Development Plan Part I—Job Analysis and Selection The merger between InterClean and EnviroTech requires the company to take a new direction strategically. The company will now expand to provide organizations in the health care industry full service cleaning solutions in addition to the traditional cleaning products they have been providing. This paper will detail the method of job analysis the author will use to hire her new sales team. A description of the main job duties and specifications that the new sales department will employ in the new workforce planning system will be identified. Lastly, the author will share her evaluation of each employee she would like to recruit. Job Analysis The forecasting of human capital requirements is what makes a workforce plan function properly. Our textbook defines job analysis as “the foundation for forecasting the need for human resources as well as for plans for such activities as training, transfer, or promotion” (Cascio, 2006). Once gathered this information can be incorporated into an organizations human resource information system (HRIS) to aid in recruitment, selection and placement of employees. The author will use job performance as her method of selecting her new sales team. By watching and seeing firsthand each members approach to their job the author can better evaluate possible future training needs, determine appropriate compensation criteria, analyze job duties and determine minimum requirements. Furthermore...
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...Career Development Plan Part I--Job Analysis and Selection Report Lorna L. King HRM 531 August 16, 2010 Scott Beck 1. Executive Summary The findings show that Team King has the right skills and talent to take InterClean, to the new strategic direction of providing full-service cleaning solutions for organizations in the health care industry. Team King will undergo an intensive training program in the next month. Each member has sales goals of a minimum of two contracts per month and maintains contacts with current clients. Therefore, I recommend a 10% sales bonus for any sales above the minimum sales goal of two contracts per month. 2. Contents 1. Executive Summary 2 3. Introduction 3 4. Findings 3 4.1 Job Analysis 3 4.1.1 Job Analysis Methods 3 4.1.2 Job Duties 4 4.2 Workforce Planning System 4 4.2.1 Talent Inventory /Positions 4 4.2.2 Action Plan (training, placement, promotion, development and compensation). 5 4.2.3 Goals ...
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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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...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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...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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...skills assessment I received an overall rating Of seven (7). The scoring breakdown rated the following categories: Focus and Meaning, which I scored a seven (7). Content and Development, which I scored a six (6). Organization, which I scored a six (6). Language Use and Style, which I scored seven (7) and Mechanics and Conventions, which I scored a seven (7). A score of 7 in a ranking system where a score of 6-8 indicates solid writing skills is one (1) away from excellent. My plan to improve my writing skills include the use of Purdue Owl and constant reference to APA formatting. Of course, no plan of performance improvement is complete without the inclusion of practice. I plan to utilize the turn it in tool to refine my writings with each assessment. I plan to write at least one paper a week to improve my writing skills. In my MBA courses writing skills will be an essential element in defining my success. I plan to read and comprehend the APA formatting and Purdue Owl writing guide. I plan to utilize the direction of both sources and implement those techniques in my writing assessments. I plan to critique my writing assessments utilizing the scoring guides and grading rubric provided through Capella in each unit of study for each course. My Excel assessment score was 19 out of 20 correct answers. I plan to review the Excel level 1, Formulas and Functions as well as, level 2, Analyzing data in Excel as recommended in my evaluation report. I plan to set aside a specified...
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