...proper development and training must occur. Development is future oriented while training focuses on improving employee’s current jobs and both are needed in order to have a well-rounded organization. The purpose of this paper is for team D to identify issues that can be improved upon, show how the training materials can be created, determine the training medium, how it will be delivered, and evaluation of its effectiveness for Baxter Corporation. Development: Training Mediums Different types of training mediums are used at Baxter in order to have well trained employees. The development philosophy Baxter uses “underscores that the primary way employees develop is through work experiences. Feedback and building relationships are an important part of development as they help establish an employee’s professional network and traditional training opportunities are also available to employees” (Baxter, Career Development). In order to follow this philosophy, Baxter’s training of employees include mediums such as instructor led courses, self study/online courses, books and journals, advanced degree/professional certification, and conferences. Most training is offered through online and in-classroom training programs. These programs are conducive to learning about diversity, the company’s products, and customer service. Leadership training occurs most frequently through mentors within the organization. Management training is also outsourced to include areas of career and development...
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...Five-Year Career Development Plan Five-Year Career Development Plan There is no rule that states that a career development plan has to be set out before you start with your career; in fact, it can occur at any point of your career. A very realistic plan is a five-year development plan. This period is appropriate to foresee any goal hindrances or complications and then develop yourself accordingly. Five years seems to be a reasonable time to accomplish any certain set of goals. While constructing the five-year plan for yourself make sure, you incorporate the essentials of self-assessment. Search yourself for what you wish and yearn for and them put them in your development strategy; justify it with the compensation you are offered Once you are done assessing yourself, you will also find out what you are best at – skill assessment. While determining your skills, you need to carve out your positives and negatives. Having a few too many negatives is not a drawback; what you need to analyze is how relevant is either to the job you do or the career you intend to pursue. You should bear in mind a couple of things; if you’ve risked pursuing a career that isn’t your choice then you will need to set out two options of careers that best fit your personality. This shall encourage you to bring out the best career development plan for complete five years. This five-year...
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...Running head: ARCA: FIVE YEAR CAREER DEVELOPMENT PLAN ARCA: Five Year Career Development Plan University of Phoenix ARCA: Five Year Career Development Plan A. Career Goals and Objectives a. Long Term (5-10 years): to help the developmentally disabled individuals I work with drastically improve and become independent and to become a division director or beyond at ARCA in the Assisted Living Department. b. Short Term (current- 1year): Continue to get to know the individuals I work with and learn their needs. To establish a good trusting relationship with them, (Noe, Hollenbeck, Gerhart, & Wright, 2007, pp. 308). B. Possible Promotional Opportunities for Career Growth a. Assisted Living Teacher (current position) ( Assisted Living Case Worker ( Assisted Living Program Manager ( Assisted Living Assistant Division Manager ( Assisted Living Division Director, (Noe, et. al., 2007, pp. 308). C. Methods for Career Management a. What is Career Management? Also called employee development planning, it helps employees select development activities that prepare them to meet their career goals. It helps employers select development activities in line with their human resource needs, (Noe, et. al., 2007, pp. 288). b. Employee Responsibility involves 4 steps: i. Self Assessment: Identifying opportunities and needs for improvement ...
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...Career Management HUMAN CAPITAL MANAGEMENT Douglas Sailer University of Phoenix Career Management PART V: SUMMARY Kudler Fine Foods (KFF) is undergoing new initiatives that will require our sales and marketing team to be restructured in order to meet the new objectives defined by our owner Kathy Kudler. In order to meet these new objectives an additional five positions will be created. This proposal will outline the job descriptions for these five positions, discuss a comprehensive training program to enhance the skills and qualifications of new and current employees, and discuss methods for evaluating employee and team performance, including a progressive discipline process. This proposal will address the challenges of team performance evaluation, particularly the differences in the two appraisal systems and strategies for evaluating team performance. Unique needs, motivations, expectations, individual equity and over all team performance, social loafing, and individual responsibility to the team. The KFF compensation and benefits package will be overhauled to include incentives and a plan for managing employees’ career development. Job Descriptions and Qualifications A new mid-level management position has been filled by Doug Sailer. Doug now serves as Business Development Manager supporting the sales and marketing team. This mid-level position will coordinate business development activities for KFF, including the development...
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...Career Self-Development | Research Paper | | | | Majd Mohammed | [Pick the date] | | Contents 1. Introduction 3 2. Classification of Career 3 2.1. Overall Goals & Objectives Development 3 2.2. Short Term Career Goal (few months to 2 years) 4 2.3. Long Term Career Goal (above 10 years) 4 2.4. Making Career Choices and Decisions 4 2.5. Managing the Organizational Career 4 2.6. Managing Boundary-less Careers 4 2.7. Taking control of personal development 4 3. Career Planning 5 3.1. Importance of Career Planning 5 4. Process of Career Planning 5 4.1. Self Assessment 5 4.2. Self Development 6 4.3. Career Research and Development 6 4.4. Action Plan 6 5. Need to Understand Career Self Management 7 6. Types of Career 7 7. Career Orientation 8 7.1. Organizational Tenure and Age 8 7.2. Employment Status and Gender 9 7.3. Educational Level and Employability 9 8. Conclusion 9 9. References 10 1. Introduction Career Self Management also referred to as Individual Career Management can be expressed as self monitored and examined process of planning the carrier. It involves selecting and setting of goals and working on strategies for achieving them. In recent times career options have increased to a great extent. Career opportunities have also increased due to rapidly development of technology and globalization. It is very essential to manage the career and understand the opportunities with...
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...Multiple Choice Quiz Inclass Quiz 7/7/11 20 Individual Staffing Plan Paper Prepare a 1,050- to 1,400-word paper in which you develop a staffing plan for the organization in which you work, or one with which you are familiar. Determine how many people you need to hire and in what functional areas, such as manufacturing, operations, customer service, distribution, marketing, and accounting. Develop strategies to recruit the appropriate applicants. Include a discussion of how the strategy is legally compliant. Use the reading assignments, interviews with your HR representatives or staff persons, website articles, Electronic Reserve Readings, and HR journal articles to support your position. Use at least two text references. Format your report consistent with APA version 6 guidelines. Submit copy of Plagariarizer Checker Submit certificate of originality 7/7/11 80 Learning Team Charter Create the Learning Team Charter. To receive full points, you must submit a complete charter, not just contact info. 7/7/11 30 Week Three: Compensation and Benefits Details Due Points Objectives 3.1 Analyze the impact of various compensation methods and benefit programs on employees and organizations. 3.2 Relate salary and benefit administration strategies to organizational culture and performance. 3.3 Examine how incentive plans relate to organizational objectives. Readings Read Ch. 11–13 of Fundamentals of Human Resource Management. Read this week’s Electronic Reserve Readings...
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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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...Secretary of Defense, Congress, and the public. I am an employee in the Learning Office so that is my reason for selecting this organization for my project. In accordance with Title 5 410.201, federal agencies are required to develop training plans and programs that support a workforce capable of achieving an agency’s mission and performance goals. DoD OIG’s strategic plan goal 3.l.2 is to identify core skill requirements for each position and identify/develop training to provide opportunities for staff to attain necessary core skill. An enterprise-wide competency and training needs analysis questionnaire will assist the organization in meeting the needs of both Title 5 401.201 and strategic plan goal 3.1.2. The development of a core competency model will provide an integrated approach for supporting the mission, goals, and strategies of the organization. A core competency model will assist with establishing succession management, aligning training and development to skill gaps, and planning for future workforce needs. The identified core and technical competency models will be used to leverage the organization’s human capital needs by defining consistent position descriptions, selecting effective training and development offerings, and proper planning for future training needs. The Training Needs Analysis (TNA) results will identify knowledge, skills and abilities unique to DoD OIG and identify if there are any gaps that impact performance. The training needs identified...
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...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...
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...5My Five- Year Career Development Plan starts with setting and aligning career goals and objectives for personal and career levels. I believe setting goals and objective will help define and aide in maintaining successful future. I have evaluated different aspects of my career and have determined what aspects I am satisfied with and the aspects I can improve on or expand on. My goals and objectives are consistent with my passion for success and fits within the timeline of where I see myself in the future. Personal goals consist of graduating from Webster University with a second master’s degree in Human Resource and continuous success in my current job. I will continue to learn and grow within my organization and look for promotional opportunities that may be present in the future. My next position I hope to maintain in Project Manager in clinical research. The positions require minimum five year work experience in the clinical device, maintain current clinical research associate certificate, and manage a FDA study. I am on track to successfully complete all the required areas. Smith&Nephew encourages there employees to join professional organizations to aide in fully understanding the roles we are in. They pay the fees associates with SoCRA to maintain accreditation and one course each year to attend no matter the location. In my Career Development Plan, I have created a list of the necessary steps I need to accomplish to position myself better for the promotional positions...
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...YOUR PERSONAL CAREER STRATEGY (PCS) MBA Class of 2015 Smeal MBA Career Services Mike Brown, Director Emily Giacomini, Associate Director Deliverables: 1. Complete the PCS Appendices (at end of this document.) Save them separately from rest of PCS with YourNamePCS as the document name and e-mail them to Mike Brown at mjb74@psu.edu by Mon. July 29, 2013. 2. E-mail your updated resume in the John Q. College format (located here on the MBA Admitted Student Website) saved as YourNameResume to Mike Brown at mjb74@psu.edu by Mon. July 29. 3. Complete CareerLeader™ assessment by Monday July 29, 2013. To register: 1) Visit: https://www.careerleader.com/sign-in.html Go to NEW USER section. 2) Enter your email address and registration key: smeal-roadmap (with hyphen) 3) At user dashboard, click on TAKE THE TEST for each of the 3 inventories. 4) View your personalized results in each of the six sections on dashboard. Your printable CareerLeader™ Report is available in the Toolbox on user dashboard. Objectives of the Personal Career Strategy Assignment 1. Identify characteristics/attributes in support of your unique selling propositions. 2. Explore personal and institutional assets that will enhance your education and internship/job search process. 3. Understand and succinctly package past activity and build clear future goals. Developing Your Personal Career Strategy Successful organizations create strategic plans to provide a...
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...University of Phoenix Axia College 11 Professional Development Plan Shelia Brock There are many things to consider when becoming a teacher. There are also many things to remember once the position of teaching has been reached. Having a professional development plan is something to keep in mind when beginning and going through the teaching experience. By creating this professional development plan I will be able to apply what I have learned in this class to my professional career. Here I will discuss my professional development plans to ensure that all students have a clear understanding that having an education is important and can lead to much success in their future. When many hear professional development plan, they automatically think anything that goes along with work. They will never think that their opinion or thought has anything to do with their professional development plan. Only the individual can assess their own professional development plan and know what areas they need improvement on. Professional development plans can also be tweaked a little bit when assessing it and seeing what areas needs improvement on. In the next five years I plan on completing my Associates degree in elementary education and possibly pursuing my Bachelors. I also plan to continue to work in the position that I currently hold if not assistant, then lead teacher. I also plan to explore to find out what needs to be done for me to possibly begin my own school or some...
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... |MGT/431 Version 6 | | |Human Resource Management | | |Puerto Rico Campus | Copyright © 2009, 2008, 2006, 2004 by University of Phoenix. All rights reserved. Course Description This course focuses on the strategic role of human resource management, personnel planning and job analysis, personnel selection, performance appraisal, compensation, training, and development from the vantage point of the manager. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this document. Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P....
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...Personal Leadership Development Plan Avi Weinstein BMGT363 11/16/2011 PREFACE To preface my Personal Leadership Development Plan, I feel that my path in life is in some ways unique when compared to those of my peers, while in other ways it is very similar. As an Orthodox Jew, I pledge much of my time and efforts to performing the myriad rites and responsibilities of my religion to the enth degree, all the while inexorably tied to my community and its members at the assortment of levels. Combined, these aspects to my identity make up an unshakeable core of who I intrinsically am, something that cannot be shrugged off indiscriminately, as one might forgo a career path that “just isn’t working out.” To hark back to past class exercises, “I am an Orthodox Jew and that is who I am” and even if my “north” isn’t the “north” of Community leaders, I will largely follow their lead because I am bound to the community and its future. I make this point to clarify that this paper will largely only explore the career-based area of my true long-term plans and that there are, for me at least, many considerations beyond that limited scheme. CAREER OBJECTIVES As for short-term career objectives, I plan on spending another year buried in intensive Torah study while serving as a dorm and guidance counselor for a program in Israel whose student body is comprised of American teenagers who choose to take a gap year (or two) between high school and college to do similar Torah study. Though...
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...M1 M1 – Access methods of achieving development needs within the time frame of the career plan Introduction For M1 I will be assessing methods that I will be achieving during the time period of my career plan. These methods will be based on my weaknesses and how I will be able to overcome them so my future plans can become more successful. I will also be comparing my career plan with my skills audit to see how they both perform in my future. Gaps in my skills For me to become a solicitor in the future I need to get into University with 300 ucas points. In order for me to get 300 ucas points I need to work very hard in college and try to achieve a distinction for this year to get into university quicker. The skills gaps that need to be obtained to help me are the ones which I am currently studying which are Business Level 3 B-Tec and also GCSE English level 2. I need these skills to enter University because they are required for the course I will be doing. GCSE English level 2 is a gap for me because I had previously gotten a grade lower in this subject and this can affect my future career plans if I do not change it. The way I will change this is by taking the English GCSE level 2 classes provided by college. I will have to retake the exams and work very hard to achieve the grade I want to get into university. It is important for me to identify my skills gap because if I do not then this can lead to a bad effect in my future career. For example if I do not move my GCSE...
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