...Part I. Sourcing Manager III The average salary $65,000.00 to$ 85,000.00 Responsibilities: Manages commercial and supplier aspects of product development and sourcing projects. Works with team members on conducting general market research in various categories as well as research into potential suppliers, product specifications and resources. Conducts supplier analysis, evaluates potential suppliers, and manages the overall supplier qualification process, develops and create sourcing plans, requests for proposal, and other sourcing documents, evaluates and recommends purchasing and sourcing decision to management. Manages the sampling and product approval process for the project. Plans, directs, and coordinates the work activities and resources necessary for manufacturing products in accordance with cost, quality, and quantity specifications. Manages new product launching, consulting and the product approval processes. Negotiate agreements and agreement related duties. Identifies and cultivates new business relationships related to products and product development services. Job Requirement: BA Business degree plus 3 years of related experience in procurement. Part II. Goals My long-term goal is to get promoted to a Sourcing Manager III at my current employer to do this I need to have my BA degree. I am going back to school to complete my BA. My Short term goals 1. To research an online college that would meet the needs of a student...
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...Career Development Plan Part III Dana Hagood University of Phoenix Human Capital Management 531 Laurene Collins April 26, 2010 Career Development Plan Part III Management is a word that encompasses many tasks. The particular tasks this paper is addressing will be the role of managers using a tool such as a performance appraisal to help shape the careers of future managers. Whether the manager likes it or not at least once a year he or she will need to do appraisals for the staff he or she is in direct responsibility for. Doing appraisals should be looked upon as a tool that can help all involved. Performance reviews are stressful for both managers and employees. Criticism is usually hard for the giver and the receiver. A performance appraisal needs not be stressful or critical. The tool should be looked upon as a way to improve one’s skills and career. Most individuals want to do the best job one can do therefore, by learning and improving from using the appraisal tool the sky should be the limit for the individuals involved. The appraisal form attached offers both the manager and the employee the opportunity to answer the same questions prior to the actual appointment. By giving everyone involved a voice there will be less chance for feeling unimportant and lead to the possibility of open communication between the two. The appraisal form has a section after the two come together to compare and come up with a mutual plan for success in the...
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...Career Development Plan Part III Career Management Plan & Performance Appraisal Form HRM/531 December 7, 2010 Career Development Plan Part III—Performance and Career Management INTERCLEAN, INC NEW EMPLOYEE WELCOME PACKET PROPOSAL TO MANAGEMENT AND HR Welcome to the InterClean, Inc. Sales Team! This packet will cover several items to ensure your success with the company. In the last year InterClean, Inc. acquired EnviroTech, Inc. With this acquisition, InterClean, Inc. has taken a giant step in achieving domestic market dominance in the sanitation industry. The Leadership Team consists of: David Spencer, President and CEO Sally Lindley, CEO of EnviroTech, Inc. Division Janet Durham, Vice President of Human Resources Tom Jennings, Vice President of Marketing Sam Waters, Chief of Compliance InterClean, Inc. is committed to providing employees with every opportunity for a successful career and continued development. Communication is at the core of career success and development. Communication begins at the New Sales Employee Orientation. Orientation items: • Background and history of InterClean, Inc. • Open Door Communication Commitment – feedback to the Team and from the Team is essential. • Successful Sales Technics - Examples modeled from sales team. Presentations have developed by current sales team. • Pairing with tenured sales team member for 90 day mentorship...
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...audience, i.e. examiners. To score high, student writers have to use fairly complicated vocabulary and sentences in their written work. Business writers, however, mainly aim to communicate information to their colleagues, clients, and other associated parties. They are relatively free to use what language that can get the business done efficiently and effectively. II. Seven steps in the process of wring 1. clarifying your aim 2. identifying your readers 3. making a general plan 4. sketching a synopsis (大纲) 5. drafting your text 6. putting the draft aside 7. revising and editing ★ Writing is a recursive and creative process. The detailed plan is not adhered to in actual writing. Writers frequently come up with ideas that are activated in the process of writing. Writers read the text they have already produced to help generate more ideas. In effect, the writing process is no linear at all but is characterized by recursive ness and creativeness. III. Three principles of business writing 1. Clarity – means setting your message across clearly. (See detailed information on page 4) 2. Consideration – good business writers take their readers’ needs, problems, and reactions to the writing into consideration. And they put themselves in the readers’ position. (P 5) 3. Correctness – means business writers should use language and approaches that are appropriate to the purpose of writing. (P 6) IV. Intercultural Awareness in...
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...Studying & Learning Final Projects: Research Paper SAMPLE RESEARCH PAPER (A) “An Overview of the Hospitality and Restaurant Management Profession” December 12, 2006 By: John Doe STDY 80: Studying & Learning Prof: Kathleen E. High, M.Ed. Mt San Antonio College Hospitality & Restaurant Management Doe: i Thesis Statement: A person who wants to become a professional in the Hospitality and Restaurant Management field should consider gaining both experience and an educational degree in order to enjoy a successful career. Purpose: To help the author understand what it will take to become a professional in the HRM field. Audience: Professor Outline: I. Introduction: The HRM profession is multi-faceted a. An Educational Degree is advantageous; Experience is also key b. Responsible for operations of a functioning food establishment c. The field is diverse and covers all demographics and populations II. Body: The HRM profession is multi-faceted because of the nature of the hospitality and restaurant industry. a. Education - A degree from an accredited university or training from a certified program can be advantageous. i. AS in Hospitality & Restaurant Management ii. BS in Culinary Arts Management iii. Business & Marketing iv. Recreation Management b. Experience – with dedication and hard work, a person may be able to work his or her way from bottom up. i. Getting a foot in the door ii. Learning from observation and practice iii. It takes time c. Industry...
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...Final Exam (Part 2) 8 Oct 2012 Researching a Career Path I chose the Protective Security Specialist (PSS) as my career path choice. I chose the PSS path due to the fact that it was one specific area of my past experience that was lacking and it has positions all over the world through the Worldwide Protective Services (WPS) Program (formally known as the Worldwide Personal Protective Services (WPPS) Program). My initial research began with people I worked with on a Static Security project in a high threat area. I soon found out that there were a few large companies, and projects, that would serve as a starting point. Aegis, DynCorp, Global, Triple Canopy, and US Training Center were the major players in the State Department’s Bureau of Diplomatic Security Program. I spoke with work colleagues that have worked for one, or numerous, of the aforementioned companies. I was mostly interested in the areas of company vision, work beliefs, and compensation plans along with the individuals’ point of view. I then began an internet search of my top 3 picks (Global, Triple Canopy, and US Training Center). I researched news articles of specific incidents, public views, and awarded contracts. Public forum sites, such as SOCNet, provided a valuable resource on how different companies were viewed & operated by, and at, the lower levels. My final task was the research of each of the company’s specific website; focusing on mission statement, focus, and plans for the future. Networking...
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...Developing and Managing Others Learning how to attract and retain the best people POST-COURSE ASSIGNMENT 2016 Part A. Morgan Stanley Case 3 My assessment of the new performance evaluation process 3 Did the new system meet expectations and targets? 4 Critical factors that contributed to the successful implementation of the system at Morgan Stanley 5 Part B. My personal development plan 5 Part C. Two people management examples using the SARL form 9 First example 9 Second example 10 Part A. Morgan Stanley Case Morgan Stanley is an American multinational financial services corporation. The corporation, formed by partners Henry S. Morgan, Harold Stanley and others, was founded in 1935. In 1993 the company headed by John Mack turned into a “one-firm firm.” At the beginning of 1990s, amid its rapid growth the company was facing a problem of choosing future leaders capable of effective management. Throughout its history, Morgan Stanley had formal performance evaluation and career growth systems. Each year the company was recruiting fresh blood from top universities who had “raw intellect and some basic social skill” and who shared the company’s values. The atmosphere within the company contributed to career development and growth. At the same time, the company itself didn’t monitor individual results or career growth of its employees on a regular basis. Performance evaluation was based on “up-or-out” principle. Managers didn’t pay enough attention...
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...Research Project on Audie Murphy Course/Number | | | | | | I. Introduction A. What is your paper about: This research project based is on leadership. It will mainly focus on Audie Murphy as a leader who had a significant role in the US military while serving in France and Belgium during World war 2. The main purpose of this study is to examine the leadership insights of Audie Murphy and how they are applicable in my own situation in college and later career. This paper will mainly focus on Audie Murphy’s life and leadership experiences, and then move to look at the characteristics and qualities that make a better leader. I will also examine my own leadership strengths and weaknesses and how they can be improved. I will conclude by bringing all the arguments together. II. Your Field of Study A. Why you chose this field of study: I have chosen this field of study because it helps me to develop an individual plan for employing leadership and individual accountability in college and career. B. Expected graduation completion is Oct. 2016. III. Who is the leader: The Leader is Audie Murphy. I have chosen Audie Murphy as a leader in my field because of his courageous...
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...Running Head: Career Development Plan Part III Career Development Plan Part III Curtis Haroldson HRM/531 University of Phoenix February 6th 2011 Dr. Pat FitzGerald Feedback: Important to the evaluation of an employee is the preparation for effective feedback and should include notes or specific details important to the review. If there are complaints to discus, issues about behavior, or performance, schedule enough time to review each subject thoroughly. As this is taking place the employee has enough time to prepare and be comfortable with the meeting. The next important factor in the feedback process is to ask the employee for an interview. Asking shows respect and gives an opportunity for the employee to consider if he or she wants to listen. If the employee decides not to listen another approach must be taken to ensure that the task is completed. Although many managers find the process of feedback distasteful, it is the responsibility...
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...Associate Level Material Appendix H Business Writing Portfolio XCOM/285 Essentials of Managerial Communication University of Phoenix Associate Level Material Appendix G |Submission Checklist | | |Cover page | | |Reflection | | |Business Writing Graphic Organizer | | | | | |Store Operations Messages | | |Business Letter | | |Memo | | |E-mail | | |E-mail Etiquette CheckPoint | | |Report | | ...
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...both experience and an educational degree in order to enjoy a successful career. Purpose: To help the author understand what it will take to become a professional in the HRM field. Audience: Professor Outline: I. Introduction: The HRM profession is multi-faceted a. An Educational Degree is advantageous; Experience is also key b. Responsible for operations of a functioning food establishment c. The field is diverse and covers all demographics and populations II. Body: The HRM profession is multi-faceted because of the nature of the hospitality and restaurant industry. a. Education - A degree from an accredited university or training from a certified program can be advantageous. i. AS in Hospitality & Restaurant Management ii. BS in Culinary Arts Management iii. Business & Marketing iv. Recreation Management b. Experience – with dedication and hard work, a person may be able to work his or her way from bottom up. i. Getting a foot in the door ii. Learning from observation and practice iii. It takes time c. Industry Overview i. Largest Employer ii. The numbers speak for themselves iii. Management Opportunity d. Profession and my assessments i. Appeals to my personality ii. Fits my interests iii. Works with my career goals e. Evaluation – has lots of potential, but not perfect i. Majors may be achievable; given more time and available resources ii. Like the hands-on creative parts of the job iii. Not too sure about the very long hours/lack of time off iv. Enjoy working...
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...What it takes to get into a General Surgery Residency . . . . By Shirin Towfigh, MD -----------------------------------------------------------------------------------------------------------A word to the wise: Only those who cannot envision doing anything else with their lives should choose surgery. If you can find happiness in any other career, then do not choose surgery. A few statements I stand by (let’s get rid of some myths): 1. It is never too late to choose surgery as a career. Many do not choose until the end of their third year. 2. Though most students who know they are interested in surgery do it as their last rotation in Year III, whether you do surgery first or last has historically had no effect on your grade or outcome. 3. If you are savvy in your rank list, you will likely match in a program. Most don’t match because they did not rank enough programs (or the right programs). Be honest about your prospects and have a mentor. 4. The majority of general surgery programs are very good. You will graduate being a good surgeon and you will get a good fellowship or a job. Now, the facts (from NRMP book, found lying around in the KSOM Student Affairs Office): In 2004: - 1,042 of 1,044 general surgery spots were filled. The remaining 2 spots filled the day after the MATCH. - Of U.S. grads, 885 matched out of 1,230 applicants (72%), the rest were foreign grads. Note that the national average for all specialties is a 93% match rate. - The average student ranked 12.4 programs...
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...RUNNING HEAD: CARE International (UK) Effective Website Vanansio Samson PA 572 Keller Graduate School of Management Professor James Bridges January 27, 2013 CARE International (UK). Table of Content I. INTRODUCTION---------------------------------------------------------------------------3 II. NAME AND EFFECTIVENESS OF WEBSITES------------------------------------3 III. THE FOUR P’S OF MARKETING-----------------------------------------------------5 IV. FINAL THOUGHTS------------------------------------------------------------------------9 REFERENCES----------------------------------------------------------------------------------------10 I. Introduction CARE fights poverty and injustice in 87 countries around the world to help the world’s poorest people find routes out of poverty. CARE also delivers emergency aid to survivors of war and natural disasters, and helps people rebuild their lives in the aftermath. CARE’s mission is to create lasting change in poor communities and put money where it is needed most. II. Name and Effectiveness of Websites Care International (UK) Website is www.careinternational.org.uk CARE International ranks seventh among 100 non-government organisations, according to the Top 100 NGOs list of the Global Journal. CARE was also globally ranked second among NGOs involved in humanitarian relief work. A) Accountability is about ensuring and improving the quality of their work, by being honest about what has...
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...3/26/2013 | GEO 605 | Northern Career Report | Table of Contents A Brief Overview of a Financial Advisor 2 Duties and Responsibilities of Financial Advisor 3 Career Path for Becoming a Financial Advisor 4 Steps Required for Becoming a Senior Financial/Fiscal Advisor 5 Qualifications needed to be a Senior Fiscal Advisor in the North 5 Job Platform or Potential 6 Potential Remuneration and Comparison to the North 6 Investment Opportunities for the Northern Resident 7 Works Cited 8 A Brief Overview of a Financial Advisor As a Senior Financial Advisor the ideal candidate would have demonstrated exceptional knowledge and have at a minimum of 3-5 years of experience as a financial advisor. The steps required for becoming a financial advisor are not the same for everyone. Some students believe that achieving an undergraduate degree in Business, majoring in finance or accounting is the first step needed. By completing business commerce degree students will have a concrete foundation and be able to comprehend the theories involved in financial planning. Some employers do not necessarily require potential employees to have an undergraduate degree in business since they provide training to the successful candidate. Once completed the employee will be licensed and be able to provide financial advice. Since the requirements to become a financial advisor differ amongst employers there are no set criteria for potential employees to follow, this is why it is...
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...International Project Management - a practical case study by Lukas Hufnagel I.Table of Content 1. Introduction 3 2. Project framework 3 3. Project Timeline & Phases of the project 5 3.1 Introduction Phase 5 3.1.1 Stakeholder analysis 7 3.1.2 Action plan 10 3.2 Research & Preparation Phase 11 3.3 Action & Evaluation Phase 13 3.4 Review Phase 14 4. Project manager skills 15 5. Lessons learned 17 II. Reference List 19 III. Appendix 19 Exhibit 1: ‘Campus Live – Infoveranstaltung für Unternehmen’ 19 Exhibit 2: Draft questionnaire ‘Bewerbungsvorlieben’ 20 Exhibit 3: Info letter for student assistants 21 Exhibit 4: Questionnaire ‘Fragebogen Jobbörse 2013’ 22 Exhibit 5: Presentation ‘PPT Jobbörse’ 24 Exhibit 6: Poster ‘T-shirt raffle’ 25 2 1. Introduction On April 23rd of this year the annual job fair ‘firstcontact’ was held at the Stadthalle Deggendorf. Over 150 firms used this opportunity to present themselves to the students of Deggendorf University of Applied Sciences(First Contact e.V., 2013). This job fair is the chance for the students to get in contact with company representatives and inform themselves about job opportunities, trainee programs and much more for the life after their graduation. The fair is organised by the student’s club First Contact e.V. of Deggendorf University of Applied Sciences. Back in March of this year, at the beginning of the summer term, I applied for a job as a student assistant for the career service at HDU Deggendorf. I was hired shortly...
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