...Career Plan Analysis Mary Beth Moser MGT 521 March 22, 2015 Sandra Griffin Career Plan Analysis As I look back to the career plan profiler that was completed during week two of this course, I find interesting items that I did not see at the outset. This course has opened opportunities for additional study in how I manage and how those skills can translate into a desired career path. The profile indicated that, based on the information that I had submitted, I was best suited to be a business development executive. This position would fall into line with what my current responsibilities are in my job. I work directly with business entrepreneurs and, together, we find the best path to achieve success in their company. My current position includes all aspects of their business: advertising, staffing, inventory, event planning, retail sales and training. In our textbook, one of the managers shared a statement that he had received from a higher ranking official while he was in the army. That quote was, “Treat everyone as you would want to be treated, be respectful of them no matter what their rank and they will ensure you succeed. Treat them badly, and you and your team will suffer.” (Coulter & Robbins, 2012, p 458). This is a quote that I try and live by. I believe that by being fair with all staff, success of the whole organization can be achieved. As pointed out throughout the course, success as a manager is comprised of many components. I believe being...
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...Career Plan Analysis John David BCOM/230 Career Plan Analysis This paper will analyze the results of my career building activity and describe how it relates to my communication and leadership style. This paper will also briefly review my career matches, competencies, and work culture preferences and describe how business communication applies to my career plan building activity. Communication and Career Matches Communication plays a key role in the success of all individuals in all types of career. The results of my career plan analysis revealed that I will be successful in careers including material recording, scheduling, dispatching, and distributing workers. My results also revealed that careers as sales representatives; wholesale and manufacturing are best fit. In addition, I will be effective as supervisors of installation, maintenance and repair workers. According to Lesiker & Flattley (2008), “Communication is the most used skill in almost every job” (Ch. 1). I will need communication skill to succeed in almost all the above jobs. Competencies Career plan analysis reveal that I will be competent in the roles including entrepreneurial thinking, goal focus, researching, taking initiative, organizing, and following instructions. All these competencies will require me to have good communication skills and everything we learned from business communication will enable me to be successful in all these competencies. Work Culture Preference Career plan analysis...
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...Career Development Plan Part I Megan Butler February 22, 2010 David Spencer, InterClean’s CEO, believes that for the company to remain a major competitor in the sanitation industry, it must meet the new regulations and change their selling point from high quality cleaning products to customized solutions. The merger of Inter-Clean and Envirotech has given the company a new strategic direction in the industrial cleaning service industry. Inter-Clean will begin selling solutions and services, along withthe products. In order to support this new direction, we need create a new sales team through job analysis, create a workforce planning system and select the appropriate employees that best fit the criteria for the team. As a mid-level sales manager, I face the challenge of selecting the members of the new sales team and creating a development plan to help this team succeed with the company’s new strategy. It has been determined that there will be 5-7 new positions to fill by either Inter-Clean or Envirotech. To ensure that we select the right members for this team,we conducted structured questionnaires of current employees and managers. This was the quickest and most cost efficient method to obtain the information we needed. We used the questionnaire developed by the Department of Labor called O*Net. This is a “national occupational information system that provides comprehensive descriptions of the attributes of workers and jobs.” (Cascio, 2005). Based on the responses...
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...Career Development Plan Part 1-Job Analysis and Selection Career Development Plan Part 1-Job Analysis and Selection The recent merging of InterClean, Inc. and EnviroTech, Inc will enable the new company to expand its markets into an industry leader with its resources of the two company’s becoming one. The strategic direction of the company is to become one of the first all-inclusive service of a full spectrum cleaning services and solutions, this will align with the industry’s direction toward the changes governing environmental safety. This solution based sales team will need to be able to understand the changing environmental laws, sanitation issues, and OSHA standards for the company’s we will service, and sell our products too. The sales manager and human resource department will develop a job analysis, and select seven positions for a sales team with a workforce planning for the future direction of the company. The selection method will include the advantages, and the disadvantages used in hiring these five employees. The sales manager will also include their knowledge, skills, abilities, and what role they will play on this team. Job Analysis The job analysis concentrates on the base of what the job is about, information on the contents of the job. A job description and data for recruitment, job evaluation, training and performance management (Armstrong, 1999). The job requirements will be the base qualifications on expected performance that aligns with the...
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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 1-Job Analysis and Selection William Accomando HRM/531 November 1, 2010 DONALD COLVIN Career Development Plan Part 1-Job Analysis and Selection Now that InterClean, Inc. has merged with EnviroTech changes in the structure of the company are going to be made. As this industry evolves, there will be changes made to the way that this newly formed company will service clients. The company will no longer be focused on the products we sell, but we will be focused on the solutions and services side of the industry. During this shift in strategy we will be redesigning the structure of our current employees and future employee hiring and development processes. The formation of new job descriptions, specifications, a formal job analysis and workforce planning system will be key to the long term success of this company. Interclean, Inc. will no longer be hiring by “gut feel” type interviews, but instead will be hiring thorough a more thorough selection process. We will be developing a new team that will consist of a vice president of sales, a sales manager, and five outside sales representatives. This new team will be hired and developed by the strategic methods discussed in the following Career Development Plan, which will include the analysis and selection stages. Job Analysis A thorough job analysis will identify qualities that employees need to perform existing jobs (Cascio, 2005). We will be using a combination of different competency and job...
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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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...cleaning solutions for organizations in the health care industry. As a midlevel sales manager, part of my jobs and responsibilities are to select new members for my sales team and create a development plan to help my team succeed with the company’s new strategy. In other to accomplish these objectives, certain things have to be in their right places. For example, a job analysis has to be conducted, an outline of a workforce planning system has to instituted, and new competent team members have to be selected. A job analysis is a description of work to be done, the skills needed, and the training and experience required for various jobs (Cascio, p. 157). A job description can be referred to as an overall written summary of task requirements, while overall written summary of worker requirements is called job specification. The result of the process of job analysis is a job description and a job specification (Cascio, p.158). In order to effectively conduct a job analysis, I need to identify the analysis method (s) that is appropriate, so as to achieve and attain the Interclean’s short and long term goals. These analysis methods are: Job Performance, Observation, Interviews, Critical Incidents, and Structured Questionnaires. Sound HR management practice dictates that thorough job analysis always is done, for they provide a deeper understanding of the behavioral requirements of jobs. This in turn, creates a solid basis on which to make job-related employment decisions (Cascio, p.159)...
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...With the recent merger of InterClean with EnviroTech the strategic direction of the company is changing. InterClean no longer plans to focus only on selling cleaning products, but will now add to its service line the ability to provide full service cleaning solutions for health care facilities. In order to prepare for this new product line it is critical to evaluate the type of employees needed to implement the strategic change. The success of the sales department to sell and retain customer accounts is critical to the new direction of the organization. Therefore, to ensure only the most qualified individuals are placed in these key positions, a formal job analysis was created along with a workforce planning system and a staff selection plan. Each of these will be outlined in this report. The job analysis for the new sales positions focuses specifically on the tasks required to be completed in the position and the characteristics of the employees to be selected. Several methods can be used to order to create a job analysis that will ultimately create a total picture of the demands of the job; Job performance, observation, interview, critical incidents, and structured questionnaires. For this job analysis, observation, interviews, and structured questionnaire methods were used to determine the essential and non-essential functions and tasks needed in for the sales position. The observation method included watching the current sales staff at both InterClean and...
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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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...Complete the Effective Research and Writing at University of Phoenix Module. Save a screen shot of the completion screen as a Microsoft Word document on your computer once you finish the module. Click the Assignment Files tab to submit your assignment 2- Navigate to the My Career Plan in Phoenix Career Services. Complete the Career Plan Building Activity: Work Culture Preferences. Note. Access to Career Plan Building Activity: Work Culture Preferences is only available after you complete the Career Plan Building Activity: Competencies. Write a paper of no more than 350 words discussing the results of your Career Plan Building Activity: Work Culture Preferences and Competencies. Reflect on your results. How can knowing your ideal work culture help you in developing strategic and operational plans to achieve organizational goals? Which competencies are essential to conducting a strengths, weaknesses, opportunities, and threats (SWOT) analysis? How do your competencies relate to the essential competencies for conducting a SWOT analysis? Click the Assignment Files tab to submit your assignment. 3- You have decided to pursue an MBA degree either to further your career, start a new career, or achieve a personal goal. In this program, you will study the functional areas of business. Use the MBA Overview and Effective Research and Writing at University of Phoenix Modules you reviewed to complete this assignment. Write a paper that analyzes the role of a manager within...
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...Effective Research and Writing at University of Phoenix Module. Save a screen shot of the completion screen as a Microsoft Word document on your computer once you finish the module. Click the Assignment Files tab to submit your assignment 2- Navigate to the My Career Plan in Phoenix Career Services. Complete the Career Plan Building Activity: Work Culture Preferences. Note. Access to Career Plan Building Activity: Work Culture Preferences is only available after you complete the Career Plan Building Activity: Competencies. Write a paper of no more than 350 words discussing the results of your Career Plan Building Activity: Work Culture Preferences and Competencies. Reflect on your results. How can knowing your ideal work culture help you in developing strategic and operational plans to achieve organizational goals? Which competencies are essential to conducting a strengths, weaknesses, opportunities, and threats (SWOT) analysis? How do your competencies relate to the essential competencies for conducting a SWOT analysis? Click the Assignment Files tab to submit your assignment. 3- You have decided to pursue an MBA degree either to further your career, start a new career, or achieve a personal goal. In this program, you will study the functional areas of business. Use the MBA Overview and Effective Research and Writing at University of Phoenix Modules you reviewed to complete this assignment. Write a paper that analyzes the role of a manager...
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...TAKE-HOME GRADED CASE ANALYSIS ASSIGNMENT: “PEOPLEAHEAD MARKETING PLAN” 1. DEFINE each of the following sections of the PeopleAhead Marketing Plan: a. Executive Summary: An executive summary, sometimes known as a management summary, is a short document or section of a document, produced for business purposes, that summarizes a longer report or proposal or a group of related reports in such a way that readers can rapidly become acquainted with a large body of material without having to read it all. It will usually contain a brief statement of the problem or proposal covered in the major document(s), background information, concise analysis and main conclusions. b. Strategic Objective: Strategic business plan objectives provide the specific details about what a company's expectations are for meeting there identified goals. While goals are broad, objectives must be clear enough that, after the plan has been implemented, two independent observers can tell whether or not the objective has been met. c. Situation Analysis: Second step on the Marketing Plan; uses SWOT analysis that assesses both the internal environment with regards to it Strengths and Weakness and the external environment in terms of Opportunities and threats. d. Marketing Strategy: A firm’s target market, marketing mix, and method of obtaining a sustainable competitive advantage. e. Marketing Mix: (Four Ps) product, price, place, and promotion. The controllable set of activities that a...
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...DIX Writing a Marketing Plan Have a plan. Follow the plan, and you’ll be surprised how successful you can be. Most people don’t have a plan. That’s why it’s easy to beat most folks. —Paul “Bear” Bryant, football coach, University of Alabama 2A for the firm, marketing objectives and strategy specified in terms of the four Ps, action programs, and projected or pro forma income (and other financial) statements—enables marketing personnel and the firm as a whole to understand their own actions, the market in which they operate, their future direction, and the means to obtain support for new initiatives.2 Because these elements—internal activities, external environments, goals, and forms of support—differ for every firm, the marketing plan is different for each firm as well. However, several guidelines apply to marketing plans in general; this Appendix summarizes those points and offers an annotated example. WHY WRITE A MARKETING PLAN?1 A s a student, you likely plan out much in your life—where to meet for dinner, how much time to spend studying for exams, which courses to take next semester, how to get home for winter break, and so on. Plans enable us to figure out where we want to go and how we might get there. For a firm, the goal is not much different. Any company that wants to succeed (which means any firm whatsoever) needs to plan for a variety of contingencies, and marketing represents one of the most significant. A marketing plan—which we defined in Chapter...
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