Hrm 531 Week 3 Career Development Ii Development of a Training and Mentoring Program

In: Other Topics

Submitted By MaryMartinson
Words 5201
Pages 21
HRM 531 Week 3 Career Development II Development of a Training and Mentoring Program
Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser

For More Courses and Exams use this form ( )

Feel Free to Search your Class through Our Product Categories or From Our Search Bar
( )

InterClean will change into a solution based selling model. The resistance and the recent resignation of employees has been the result of this new model. The office of human resources have been thinking about hiring new employees with better knowledge, good abilities, to make this transition an easy one. According to (Dreher & Dougherty, 2001) “these new hires must also be able to acquire new knowledge and abilities as the works and the atmospheres change.” InterClean Inc. is a multibillionaire company in which it’s CEO David Spencer has decided to improve the operation of sales, service, and to propose the acquisition of the EnviroTech. InterClean has executed a new management and an enterprise strategy of human resources to its personnel and management proposing a new program of development of training for the new hires and the present personnel of sales as well.
InterClean can get to be more competitive analyzing its organization, successfully handling the transition, and improving services, quality of the product, processes and reducing the costs by effective human practices within the organization resources capacity. This company has the capacity to handle people to obtain the importance of this transition for each and the advantages of the success for the company and the employees. In order to avoid the employees to believe they are being threatened by the transition the company…...

Similar Documents

Training and Mentoring Development

...Training and Mentoring Development InterClean is on the cusp of tremendous change. The organization has merged with a former competitor in the sanitation industry in an effort to become a defining force within a changing market. Such dramatic outward change also means drastic inward change as InterClean must now begin developing selected employees in an effort to create a workforce capable of executing the organization’s new business strategy. The bulk of this new strategy lies in the hands of our new sales team as we transition into a customizable product/service bundle for each of our clients. As a result we have developed a training and mentoring program to better position our sales team for success in this venture. As stated by Cascio, “The organization is responsible for providing an atmosphere that will support and encourage change, and the individual is responsible for deriving maximum benefit from the learning opportunities provided. This may involve the acquisition of new information, skills, attitudes, or patterns of social behavior through training and development” (Cascio, 2006, p. 288). This report gives a broad outline of our new program that is designed to provide the atmosphere of which Cascio speaks. In order to create a training and mentoring program that is effective, we must first understand some of our training needs. This has been accomplished through the examination of four broad areas relating to employment within InterClean. These...

Words: 1389 - Pages: 6

Training and Mentoring Program

...Development of Training, Mentoring, and Coaching Program Human Capital Management 531   Training and coaching of employees is an integral part of a business organization. Employers may use training programs to help their personnel acquire knowledge and skills as well as improving their performance. Through the development of a training program organizations can empower their employees increasing their expertise, thus expanding their productivity and efficiency. This can have cost-effective results in the company because of the subsequent progress in production and service that a well-trained employee can bring to an organization. The continuous changes in the business world and the competition force companies to modify and reinvent their business strategies. Part of these strategies involves providing their employees with the necessary resources and tools that will allow them to keep pace with the changes in the business world. As Cascio (2005)states “the organization is responsible for providing an atmosphere that will support and encourage development, and the individual is responsible for deriving maximum benefit from the learning opportunities provided. This may involve the acquisition of new information, skills, attitudes, or patterns of social behavior through training and development” (p. 288) In addition to training and developing their employees’ skills, managers may use coaching and mentoring to also improve their productivity. Coaching and mentoring...

Words: 1248 - Pages: 5

Career Development Plan Part I Hrm/531

...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...

Words: 966 - Pages: 4

Career Development Plan Hiring & Training

...Career Development Plan Kim Stacks HRM 531 June 27, 2010 Patrice Cloutier Career Development Plan This Career Development Plan is to help assist employees in achieving work related goals. The plan and process will benefits many factors within the organization including the likelihood of employee retention. Employees will see the organization and managers pursue and encourage him or her to seek and pursue career and education goals for the organization, establishing retention and seeking happy employees who may seek these goals with another organization. This training and mentoring plan will guide employees set realistic expectations of career growth with specific time frames for each milestone to happen such as noting education and learning in areas that employees need to develop to be eligible for their next career milestone such as a promotion. However, noting Career Development Plans are just that; a plan and are not commitments to the employee from the organization or the manager proposing this plan. Workplace Training Because of the merger, restructuring, and the addition to the focus of the InterClean and EnviroTech sales team, it is vital that each individual as well as the team collectively obtain the knowledge to be prepared to embrace the challenge of the new structure.   The new sales team is a mix of employees from both InterClean and EnviroTech. The new sales force has four members moving in from EnviroTech, who all have superior customer service...

Words: 1623 - Pages: 7

Training and Development Hrm

... of knowledge, skills and abilities required to perform future job responsibilities (Saks and Haccoun, 2011). For example: a cashier at Einstein bagels desires to become a shift leader. The company can support the employee by setting up a plan/program they can follow to impart the knowledge and skills to better prepare for that job role. Based on the above definitions, training and development are very similar, in that they both entail the acquiring of skills, knowledge and abilities to perform one’s job. The difference lies in the goals: * Training refers to the process of the employee obtaining skills to do their job, short-term. * Development is an ongoing process of training to perform future job responsibilities, and in the long-term, achievement of individual career goals. Business Strategy and Strategic Human Resource Management. Every company has a business strategy. A strategy is a sum of actions a company intends to take to achieve long-term goals. Aligning HR practices with an organization strategy is called strategic human resource management. The figure below shows the strategic model of training and development, (Saks and Haccoun 2011). The model shows what the process is if Training and Development is linked to Business Strategy. The first step is identifying the Business Strategy. What do they want to achieve? What is their goal? The second step is: which tool of HRM strategy can be used to support the business strategy? In this model it......

Words: 673 - Pages: 3

Career Development Part Ii-Development or a Training and Mentoring Program

... the content of training what an employee must do in order to perform competently. Individual analysis – determines how well each employee is performing the tasks that make up his or her job. Needs assessment is done in order to find out what sort of learning is necessary for employees which helps when designing the training program making certain there is updated and appropriate information upon presentation and/or implementation. Mentoring Program In order to know what is required from the mentoring program a needs assessment should be done that you may fulfill the organization needs, which groups, such as women, will be specifically targeted who they should be and whether the selection will work against those who were not selected for the program. What level of interpersonal skills exists in management; what resources are available to support a mentoring program; whether the existing culture provides an encouraging environment for mentoring and the changes required to provide this; what other initiatives are in place to complement or hinder mentoring program integration with other policies/programs/management practices. The mentoring program has to be designed to fit the particular culture and able to answer the needs of its own employees. In enhancing employee’s career development by implementing this mentoring program that will partner the employees with an experienced employee who will coach, teach and guide the employee’s career path. The mentoring program will...

Words: 1454 - Pages: 6

Uncareer Development Plan Part Ii—Development of a Training and Mentoring Program

...affiliated with LOUISIANA WILDLIFE FEDERATION “. . . conserving our natural resources and your right to enjoy them.” 8 June 2010 Lorraine and Marie LeBlanc 7717 Hampson Street New Orleans, LA 70118 Dear Ms. Lorraine and Ms. Marie: Thank you for your contribution of $150 in support of the Louisiana Wildlife Federation. LWF is engaged with other organizations in responding to the onslaught of oil spreading throughout the Louisiana coast. In the near term options are limited and only partially effective for keeping the oil away from sensitive wetlands and the wildlife that inhabits the coastal barriers and marshes, and for saving animals that become oiled. Once the oil from the well blowout is stopped, restoration and recovery can begin with greater expectation of success. It will be a long process. Your contribution will support LWF’s efforts toward response, restoration and recovery. The Louisiana Wildlife Federation is a tax-exempt charitable organization under Section 501(c)(3) of the Internal Revenue Code and therefore any contributions received are deductible from income for tax purposes as proscribed by law. LWF’s tax ID # is 72-0445638. You have received no products or services of monetary value in consideration of your contribution. You may wish to file this acknowledgement with your financial records. Please let me know if you have any questions that I may be able to address concerning LWF and this unprecedented disaster that is unfolding along our coast.......

Words: 271 - Pages: 2

Employment Development and Career Training

...Employee Training and Career Development Employment Development and Career Training This world is filled with choices and knowing the meaning behind those choices has become a hard pill to swallow for some people. For one, the knowledge of the roles in training an organization helps along the lines of gaining information about the company and understanding the need the HRM takes to hire, maintain, and fire employees. The role of training an employee is a matter of both the manager and employee discuss the movement in which the employee wishes to go. The Manager’s job is to make training available for the employee to succeed. The difference between employee development and organization development are not that far apart. As the organization seek training to move the company forward, employee training seeks to move the employee forward as well. One is a bigger picture and the other is a smaller picture of the same goals. Role of training in an organization The organization and the training office will work closely together depending on the direction of the company. In the beginning it is important for the employee to possess the necessary talent in order to compete for a position. Training the new employee on the job function will be the responsibility of the training office of the organization. The next level of training would consist of training the employees for expansion. If a company develops a new system or bring in a new product the...

Words: 1102 - Pages: 5

Training and Career Development Paper

...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...

Words: 1045 - Pages: 5

Employee Training and Career Development

...Employee Training and Career Development HRM/300 Employee Training and Career Development The success of the organization relies heavily on well-trained and knowledgeable employees. Employees who have invested in their careers are looking to develop new skills and improve. Organizations and employees can improve organizational development and employee development by working together. Newly hired employees success in the company relies on their initial training as much as ongoing training and development while employed. New laws and regulations, as well as technology updates, require ongoing training of all employees. This paper will discuss employee development methods, the relationship between employee and organization development, describe the rule of human resources in career development and my personal career path. Employee Development Methods Well-trained and experienced employees are needed in all organizations. In the current market jobs are more complex and require a lot more training. The importance of training and development has increased and plays a direct role in the success of the company and employee retention. Employee development is also important for succession planning. Improved skills and training will increase the employee’s promotable ability and make it easier for employees to move up within the company. A major part of the training process includes changing the employee skill set, knowledge, and behavior. On the job training and off the...

Words: 1087 - Pages: 5

Employee Training and Career Development

...Employee Training and Career Development Sean P. Kelly HRM/300 December 14, 2015 Employee Training and Career Development The success of any organization rests on the strength of that company's ability to train and develop its employee's. There are several fundamental elements that need consideration for an organization to succeed. These elements include planning, vision, structure, research, and marketing campaign are just a few examples. Employee training and career development are equally vital to the success of any organization. According to Kim (2005) “One of the biggest issues facing organizations is the increasing diversity of the modern workforce. Determining how to manage and develop today’s workforce effectively from the perspective of career development has become a critical issue at the organizational level.” (p. 47). Without the training and developing of its workforce the future of the organization could be over before it begins. Training in organization development is a very important part of advancing the organization and the workforce. The belief that some employees have weaknesses or have some traits that need to be improved upon goes without saying. Training can address these issues of weakness within an employee, by strengthening the workforce and building confidence within those employees. A trained and more intelligent...

Words: 1151 - Pages: 5

Career Development Plan Part Ii-Development of a Training & Mentoring Program

...HRM/531 Human Capital Management October 18, 2010 Cassandra Molavrh A Training and Mentoring Program Training and mentoring Training consists of planned programs intended to develop performance at the individual, group, or organizational levels (Cascio, 2005). Our training and mentoring program designed to help support all employees’ career paths. It will address the company needs, and assist the employees in identifying their goals. In addition to the above, it provides individual training that will assist employees to improve his or her skills. Initially, employees will be asked to jot down a specific goal. After goals identified, a schedule developed to provide on- the- job training both onsite and offsite in relation to their goals. Milestones can establish and deadlines will be set when each training objective must complete. Employees, who have finished training will not be left without any support. The mentoring program will give new employees a mentor to help them adapt to their new position, and this will continue throughout their entire caret with the company, but they can expect to become more independent as they continue to learn and grow in their positions. Organizations generally benefit from mentor-protégé relationships (Kram, 1980). Mentorship aids in the expansion of managerial ability for the business. Not only do these associations help young professionals become skilled at procedural knowledge, but they also aid them in learning the...

Words: 1478 - Pages: 6

Employee Training and Career Development

...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...

Words: 1652 - Pages: 7

Career Development Ii

...Career Development Phase II: Training and Mentoring Program Sara palma HRM 531 February, 2011 Career Development Phase II: Training and Mentoring Program After a thorough job analysis the new sales team for Interclean has been selected. The sales team is a mix of Interclean and Enviro Tech employees, that were chosen based on there skills and experience. The next step will be to implement the training and mentoring program that provides this new team with the tools to be successful and meet the demands of the company’s strategic plan. The primary objective of the training and mentoring program is to expand each team member’s knowledge and skill set. One of the main goals of training will be promoting the group to function as a team. The company’s goal and objectives will be established and reinforced throughout training and thereafter. The program has been designed to improve performance at the individual and group level, and the programs success will be evident by measurable changes in each individual’s knowledge, skills, attitudes and behavior. Mentoring will enhance each team member’s skills and further promote the team concept. In addition the company will foster each individual’s talents and skills and give employee’s the opportunity for career growth and development. The training and mentoring program must have identifiable performance standards that are clearly communicated to each team member. These standards are used to identify the quality and...

Words: 627 - Pages: 3

Employee Training and Career Development

...Employee Training and Career Development Brandon C. Presley HRM/300 June 11, 2012 Rose Aebig Employee Training and Career Development Training in an Organizations Development A company has a very close affiliation with the employee and trainer because it is the first line of contact. The need for training in the company grows when the company wants to hire new recruits or when they want to expand. Training also come into play when there is change is the nature of the job, a change in the method of product development or a taste in the consumer. Some company’s try to outsource their training process and when this happens problems began to arise. Most times the organization assumes that the trainer is aware of the type of training needs of the participants and their organization, and the information that they have will meet those needs. This leads to a letdown of the program, which results in collusion. For that reason, it’s an absolute duty of the company to make the trainer and their organization aware of their culture, responsibilities of the company, climate, etc. Different Employee Development Methods and their Benefits Well-developed employees with appropriate training and professional goals often perform better than those who receive little to no development or training through their company. Employee development is very important because these programs benefit both the organization as a whole and the employee. Some of these methods...

Words: 1067 - Pages: 5