Career Development Plan Part two
Marisol Miranda
University of Phoenix
HRM/531PR
January 18, 2014

Career Development Plan Part Two Businesses around the world use training programs to increase productivity and knowledge among its employees. The purpose of training employees is to provide them with the tools that will help them execute their jobs with quality and high performance. It equips them with the efficient skills to perform their jobs. At Interclean, a training program has been designed for the five employees that will be relocated to Puerto Rico to ensure their success in the new acquisition.
Because all five employees will be working in a new environment, and new culture, it is important they acquire the necessary skills to succeed as Sales manager, and sales representatives. Within the group, there is a need of learning the main language of the island which is Spanish and also learn about the Puerto Rican culture. Coaching and mentoring will be added to the training program once it is completed. The objective of the training program is to empower employees and enrich their knowledge in a second language. Once the training program has been completed they will proceed to receive coaching and mentoring. The objectives of coaching and mentoring is to give follow up and continuous guidance throughout their employment. To establish performance standard, it is necessary that every employee learn the definition and pronunciation of 15 words in Spanish within the first week of training. On the second week of training 30 words must be learned. On the third week, they must practice the words learned among themselves and must be able to write a six sentence paragraph. By the fourth week, each employee will do role play in the training classroom and must complete the sales sheet order in Spanish. The employee will communicate effectively in the new language with the customers. Employees will have to read Spanish local newspaper and write reports in Spanish on any topic they were interested in, towards the end of the training program. The delivery method used for the training program will be information presentation, and simulation methods in other words, instructor-led and role playing (Mondy, 2008). With and instructor-led, the employee will receive a high amount of information in a short period of time. It permits discussion, and the instructor can also make use of multimedia. Having an instructor with great charisma will bring excitement to the employees, encouraging them to learn. In addition, role playing gives employees the opportunity to communicate effectively in the learned language. The content for training, coaching, and mentoring will cover the areas of education, environmental, behavioral, and practical. In the content of education, they will complete a course in Spanish as a second language. Environmental, they will learn the culture of the Puerto Rico so they can relate to their customers when selling the products. Behavioral, they will learn how to share information with their customers appropriately. Practical, how learning the culture and language will help to sell the products and services of Interclean in the island. The time frame to complete the training program will be of three months. Employees must report to the training facility three times a week. They will complete 24 hours of training per week. At the end of the training program, they will receive a certificate of completion along with all the materials used in training. If further training and development is needed, then the program will be extended for another 90 days. Evaluation methods used in the training program are various. At the end of each week employees will complete a quiz on the subject learned. On the last day of training, each employee will do a presentation in Spanish offering products and services of Interclean. The instructor will determine if the employee complied with the objectives. Feedback will be given in class, email or phone. The instructor will contact the employee on a daily basis to inform them of their progress. The last 20 minutes of the training the instructor will attend employee’s needs. It will allow the employee to ask questions and clarify any doubts she or he may have. Employees needing additional development after the initial 90 day training program, they will be assigned a mentor and a coach. The coach will be the employees’ immediate supervisor and the mentor will be the employee who had the highest score and performance in the training program (Mondy, 2008). In addition, they will be given access to a website where they will be able to complete workshops on their own time, and at their own pace. Reevaluation will follow after 90 days. This designed training program will help each employee maintain competitiveness in the sales field. Upon completion of the training program, each employee will feel confident in his or her job title and position. Combining the new product services with equipping employees with the skills, will help the company keep ahead of the competition and eventually become the main product and service provider in the health care system around the island.

References
Cascio, W. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York, NY: McGraw-Hill. Mondy, R. W. (2008). Human resource management (10th ed.). Upper Saddle River, NJ: Pearson. University of Phoenix. (2013). Interclean Scenario. Retrieved from University of Phoenix, HRM531-Human Capital Management website.