...Career Development Plan Summary University of Phoenix Today’s economy demands that employers face the challenges that are associated with the economy, internal budget pressures, and a highly competitive business environment. Kudler Fine Foods is owned and operated by Kathy Kudler. She currently manages the business by herself which includes staffing, ordering of merchandise, marketing, and personalized customer service. With visions of growing the business, Kathy is stretched to the extreme and needs assistance with the leadership roles necessary to successfully operate and mature the business. Even though Kathy has managers and assistant managers in each store, she needs a team that can not only relieve her of some of her duties, but also assist Kathy in creating a roadmap for the envisioned future state of Kudler Fine Foods. Business Development and Excellence The proposed reorganization in the chart below will give Kudler Fine Foods the leverage and capabilities to offer not only additional products but a full range of new catering services. This proposal strives to reorganize our current staff to best draw from their talents as well as evaluate new employees for the best appointment. Proper department organization and placement of employees is critical to the success of this new endeavor. A new department has been created within the organization and is identified as Business Excellence and Development. The department will consist of five new positions to include a purchasing...
Words: 2278 - Pages: 10
...Running head: CAREER DEVELOPMENT PLAN PART I - JOB ANALYSIS AND Career Development Plan Part I - Job Analysis and Selection As a result of the current merger, the organization has taken a new direction. With this change, the opportunity to grow and develop a new team had become available. The creation of this team will require a structured development plan and defined processes to follow. Developing a job analysis will require a combination of a summary of task requirements and resource or people, requirements. Defining and documenting the workforce planning system will provide an efficient method to meet the demand on providing qualified resources to fulfill business needs. Part of the process that will be taken into consideration will be the Selection method and what are the advantages and disadvantages to the methods that will be used. These development plans will provide the foundation necessary to identify several key employees to fit the needs of the new team. As part of the creation process of the new team a job analysis will provide the required information to progress in defining what it is we need. The 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 (hr-guide.com, n.d.). The job analysis will be specific to the new marketing and sales person that will be required in the new team. One of the elements that the job analysis will look into...
Words: 1180 - Pages: 5
...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...
Words: 975 - Pages: 4
...Career Development Plan I’ve often heard people say, “if you don’t know where you’re going, how will you get there?” (McGuire, 2008). This statement rings exceedingly true in our growing workforce. As larger corporations grow, and opportunities are merged into fewer positions, establishing a plan and pursuing a specific career course is becoming increasingly important. By determining career goals and objectives, one is capable of assessing what current skills and abilities he possesses that will be useful in attaining that position, and what training and education may be required before advancement is possible. My five-year career development plan, however, is different from the path of an employee in a corporate environment. My goal, however, is to promote the growth of the company I own, Heather's Crew. Before setting a reasonable career course, many find it important to take an inventory of their current capabilities. During my personal skill assessment, I determined that I have the ability to manage employees, assess the strengths and weaknesses of the business, and to implement a plan of action to correct problem areas. I also have knowledge of accounting processes, as well as exceptional sales and customer service skills. Still, the most vital strength I bring to Heather's Hammers is marketing. I am talented in website design, search engine marketing, and search engine optimization. As I determine the best opportunities for my future career development, I have to understand...
Words: 978 - Pages: 4
...My Professional Development Plan Cheryl Courrier Fortis College – Cuyahoga Falls Community Health May 28, 2015 My Professional Development Plan My 2 year professional career development plan is to grow as nurse by obtaining knowledge and experience through education, life and work experiences. In 2 years I will be caring for patients as a RN and I should be close to finishing my BSN and working my way towards my MSN. I plan to enroll in a RN to MSN program after completing my ADN. Setting short and long term goals for myself will help guide me to be the kind of nurse I want to become. These goals will assist me in transitioning into a higher educated nurse and provide new opportunities for my future. One of my short term goals is to complete the course of study I am currently undertaking to the best of my ability within the confines of my life obligations. This goal is based on my belief in advocating and helping others and my desire to make others feel better and to better myself. I have done many jobs in my 20 years as a LPN to prepare for my career as a RN. Another short term goal is to improve upon and learn new clinical skills. There is much to learn and hands on practice/experience in hospital unit will allow me to become proficient in the skills I need to be the nurse I want to be. One of my long term goals is to complete a RN to MSN program. I want to be able to care for patients and their families as a nurse practitioner. I can continue to obtain knowledge...
Words: 568 - Pages: 3
...Career Development Plan Summary This following proposal was design to document a career development policy for new and existing employees to help minimize employee turnover. The proposal is established to offer employees more opportunities for professional development from within Kudler Fine Foods. Active engagement from the management team will be required for the proposal to be effective. Job Descriptions and Qualifications To become more in line with the strategic plan, a need to restructure the organization for Kudler Foods was identified. The restructuring will include five additional positions that will be advertised and posted immediately. These positions will consist of an Accounting Manager, a Catering Assistant and three Purchasing Managers. The job descriptions for each are as follows: 1. Accounting Manager – Job Description: The Accounting Manager will be responsible for all areas relating to accounting and financial operations for the Kudler Fine Food stores. The Accounting Manager must also adhere to accounting principles and practices to ensure the financial statements and general ledger transactions are recorded accurately. Job Qualifications: CPA with a Bachelor’s Degree in Accounting or Business; five to seven years of work experience in retail; three to five years of management or supervisory experience; and must be familiar with Microsoft Office Suite (Excel, Word and Access). 2. Catering Assistant - Job Description: The Catering...
Words: 1753 - Pages: 8
...Running Head: CAREER DEVELOPMENT PLAN Career Development Plan Career Development Plan With the merger of InterClean and EnviroTech, merged company has got a new outlook and position in industrial cleaning service industry. For remaining competitive in the industry, the InterClean is required to bring out a new strategic plan and alteration of its focus. Now, the company will not only sell cleaning products but it will also offer full- service cleaning solutions for organizations in the health care industry. For managing this change in its focus, it necessitates changes in job assignments and as well as in job descriptions. For managing these changes, here a development plan will be made that will cover the aspects like completion of job analysis, outlining workforce planning system and selection of new members for the team complementing with company’s new strategy. Job Analysis With the changes taking place at InterClean, Inc. the duties and obligations of its executives and sales manager will also change. Before the merger, the duties of sales executive were only selling but now as the company has added a new aspect of providing full-service cleaning solutions and the duties of its sales executives has altered significantly. The new team that will be developed will consist of sales executives with excellent sales knowledge and customer service skills. For determining the accurate functions of the new sales position, the company can make use of the interview and...
Words: 1467 - Pages: 6
...Running head: Career Development Plan Career Development Plan Jamie McDaniel University of Phoenix Job Title: Salesperson Evaluator: Jamie McDaniel Organization: InterClean, INC. Administrator: David Spencer Date: April 19, 2010 Overview [pic] Job Description: Employees will take training that consists of: 1) Job Related a) Updates to current product lines b) New applications for existing products c) Products rolling out over the next year d) New product features e) Warranties and formulas f) Sales training and skills development consisting of updates on generating leads g) Responding to inquiries h) Growing the client base i) Establishing an effective tracking system j) Working with long term clients k) Generating referrals 2) General and non-job related a) Time management b) Stress reduction c) Nutrition d) Pilates exercises e) Investing for retirement 3) Contract related a) Contract bidding b) Estimating contract cost c) Contract administration d) Tracking e) Proposal development f) Contract renewal issues 4) Computer/Software a) Word processing applications b) Power Point c) Excel Spreadsheets ...
Words: 1315 - Pages: 6
...Career Development Plan Part II Training & Mentoring Program Leon Stovall University of Phoenix MEMORANDUM FOR CEO InterClean Inc. FROM: Sales Manager SUBJECT: Sales Team Training & Mentoring Plan As a result of the recent selection of our new sales team, I have created a training and mentoring plan. I have attached to this memo a training plan which outlines topics such as, new training and mentoring needs, objectives of the program, performance standards, delivery methods, content, time frames for training, evaluation methods, feedback, and remedial training. Please review this memo and attached plan, and provide any necessary input. If you have any questions you may contact me at tel: 505-463-9714 or email at: pappa_bear_07@yahoo.com. //SIGNED// Leon Stovall, Manager InterClean Lead Sales Division Attachment: Training & Mentoring Plan Training & Mentoring Plan The following training and mentoring plan has been created for the sole intent to better equip the InterClean sales team with the knowledge its employees will need to be successful in today’s vastly growing industrial cleaning arena. The plan provides the necessary information for supervisors and trainers to plan, develop, manage, conduct, and document an effective and efficient training program. Part II of the plan details the new sales team training and mentoring needs, objectives of the training and mentoring program, performance standards...
Words: 1522 - Pages: 7
...Memo: Career Development Plan, Part I HRM/531 – HUMAN CAPITAL MANAGEMENT January 3, 2011 MEMORANDUM Thursday, January 27, 2011 TO: First-Level Managers FROM: Amy Johnson, Sales Manager SUBJECT: Career Development Plan, Part I Industrial cleaning and sanitation is an $8 billion industry that is no longer one-dimensional. Times are changing and if we are to prosper within our industry we must mature and progress internally. Because of the recent merger of InterClean and EnviroTech we have decided that we need to approach our company vision differently. We are no longer only selling cleaning products, but we are responsible for providing full-service cleaning solutions for companies involved in the health care industry. If we are to succeed in our new endeavors, we must restructure our team. The change in our scope of responsibilities requires us to change the way we think and become multi-functional. I have put together a Career Development Plan that reflects the restructuring of the team members. For clarity, I want to first explain the job analysis methods we applied to aid in the selection of our newly improved team. If we are to put together a successful and diverse team, we need to analyze and define the jobs that we will require to be performed. The candidates will be chosen through current and past job performance, observation, and a series of interviews. The new sales team should possess the following skills: * Be detail oriented to assure...
Words: 1666 - Pages: 7
...With the merger between InterClean, Inc. and EnviroTech, Inc. complete, it is now time to select a new sales team that supports the vision of the new strategic direction. The company will no longer sell only cleaning products, but will also provide full-service cleaning solutions for organizations within the health care industry. With that said, the new sales team will not only be comprised of a diverse group of employees pooled from both companies, but will also consist of those who best fit the job description and our workforce planning system. Job Analysis Information A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The most popular methods used to conduct a thorough job analysis include: job performance, observation, interviews, critical incidents, and structured questionnaires (Cascio, W. F., 2006, Ch. 8). Within every situation there lie advantages and disadvantages for utilizing each method; therefore, it is important to thoroughly evaluate each situation before deciding on which method to utilize. For the purpose of this particular job analysis of InterClean, the more appropriate methods include the use of structured questionnaires, interviews, and observation. In order to get the best feel for the job description, the structured questionnaire will be used while observing the work environment throughout the process. Although questionnaires may be deemed...
Words: 1276 - Pages: 6
...Career Development Plan Summary HRM/531 October 9, 2010 Patricia Neu Introduction To improve the development of Kudler Fine Foods it is important to implement a business strategy to increase loyalty and profitability from our customers. Increase Kudler workforce is one way to achieve our objectives. The increase workforce will help Kudler focus on customer programs to expand Kudler store service, better target awareness, frequent shopper programs, increase efficient supply chain, and administration. To execute the new Kudler business strategy it is also important to recruit, train, monitor performance of the new employees, create incentives through market value compensation, and create career development plans that will help implement an overall business strategy. Job Descriptions and Qualifications Executing the business strategy will require the addition of five new positions. These positions will be created within the Kudler administrative organization chart as they will support all three current and any future stores. The new position will report directly to Kathy Kudler. The first new position will be the Director Marketing & Services. This new position will have responsibility to manage four new positions, including: catering manager, event manager, information manager, and a promotions coordinator. The Director of Marketing & Service responsibilities are: 1. Growing Kudler revenue through catering, cooking classes and wine appreciation...
Words: 2054 - Pages: 9
...Career Development Plan Summary Summary: Kudler Fine Foods, the company, is a specialty fine food store with locations in La Jolla, Del Mar and Encinitas, California. The stores are stocked with the very best domestic and imported foods and the stores are divided into five different departments, Bakery, Meats and Seafood, Produce, Cheese and Dairy, and Wine. Kathy Kudler, owner and operator of Kudler, is in the process of expanding into other parts of Southern California and is considering a new store in Carlsbad, California and looking forward the company needs to evaluate their employee policies. I am writing this proposal to propose to upper management the recommendations and justifications for the following company policies, job descriptions for the modified positions, the implementation of a training program, the methods for evaluating employee performance, the disciplinary action program here at the company, explain the incentive and benefits program and the strategies for managing employee’s careers, and explain a fair and appropriate compensation program. Job Descriptions and Qualifications: Store Manager: The Manager will focus on the overall operation of the store and all the staff at their store locations and also focus on store inventory and will implement a just in time inventory system for stock to optimize cash flow and to minimize the wastage of products. The manager will develop a list of current sales projections, of products that...
Words: 2288 - Pages: 10
...Career Development Plan Summary Nicholas P. Szydlek Jr. University of Phoenix HRM 531 August 31, 2010 Amona Blackwell Career Development Plan Summary InterClean and EnviroTech are in a unique position to become industry leaders in the cleaning and health care cleaning industry. The merger of these two leaders provides for the opportunity to offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company, the human resources department (HR) has been tasked with creating a new career development plan. This plan is multi faceted and includes job analysis and selection, employee training, performance and career management and employee compensation. As sales and customer service are the customer’s first and continual contacts, HR has focused on this newly merged department to be both test subjects and provide feedback. Job Analysis, Job Description and Specification Combining two individual companies into one industry powerhouse has created the need to evaluate the jobs performed by employees of both companies and develop new job descriptions that will maximize success. This evaluation process is known as job analysis. Anthony, et al. (2002) and Dessler (2003), as quoted by Safdar, Waheed and Rafiq (2010) states “With increasing recognition of the HR-performance linkage, it has been suggested that organizations that actively pursue job analysis as a Human Resources Planning (HRP) strategy...
Words: 2181 - Pages: 9
...Career Development Plan Summary HRM/531 March 7, 2011 Anita Orozco Kudler Find Foods (KFF) has recently promoted me to a midlevel manager in the accounting department. Kathy Kudler, the founder, has decided to restructure the accounting department and will require hiring additional personnel that entails training for new and current employees. Kathy is considering a better method for appraising the team’s performance. This proposal will include the job descriptions and qualifications for five new positions, a new training program that enhances the skills and qualifications of new and current employees, methods for evaluating employee and team performance (including a progressive discipline process), challenges of the team performance, incentives and benefit packages, strategies for managing employees’ career development, and a fair and appropriate compensation plan. Job Descriptions and Qualifications Kudler Fine Foods will be restructuring the accounting department. The accounting clerk positions will be eliminated altogether. The accounting department will be divided into five new positions including a first level management position. The accounting department will consist of an accounting manager, two accounts payable specialist, an accounts receivables/cash applications specialist, and a staff accountant. The job description and qualifications of each position is as follows: Accounting Manager Job Description: Responsible for all areas relating to financial...
Words: 1497 - Pages: 6
