Career Development Plan Part III – Performance and Career Management Damesha N. Horace HRM/531 Human Capital Management June 21, 2010 Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities
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Running Head: CAREER DEVELOPMENT PLAN SUMMARY As part of the merger and new business strategy, it becomes necessary to reorganize the company to accommodate both staff and create new sales teams. To determine the staffing needs of the sales department it also becomes necessary to evaluate the sales position. Since the business strategy has dramatically changed, the sales position has dramatically changed as well. New job analyses and workforce plans need to be created and new teams
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Career Development Plan Part III— Performance and Career Management HRM/531 Human Capital Management December 13, 2010 University of Phoenix Career Development Plan Part III— Performance and Career Management InterClean's five member sales team successfully completed the four week training and mentoring program. The next phase in their career development plan is performance and career management. Through this phase, each team member receives an individual career map that provides career
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Career Development Plan Part Iii-Performance And Career Management Career Development Plan Part III – Performance and Career Management Damesha N. Horace HRM/531 Human Capital Management June 21, 2010 Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic
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InterClean Training Jaime S. Castrejon HRM/531 Human Capital Management 14 June 2011 Jim Sowatzke The acquisition of EnviroTech has given us an opportunity to expand into new markets. The strategic plan will require that the sales staff be trained in the new direction of Solutions- based selling. The newly assigned sales teams at IntraClean will have to undergo intensive training to ensure a seamless transition toward an efficient and effective industry knowledge sales force.
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Career Development Plan Part III Frank A. Cruz University of Phoenix Performance appraisals can be an important tool for both management as well as the employee, although I find that performance appraisals can be subjective. This is not to say that appraisals are not of importance if you are going to reward employees on their merit or performance. However, this can be a slippery slope when linking an employee’s pay with a performance appraisal. However, doing this can cause conflict between improving
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Development of Training and Mentoring Program The critical first step in effective training and mentoring is to relate the training needs of the workforce to the achievement of organizational goals. The newly merged InterClean’s, CEO strategic vision for growth and continued success-both domestically and worldwide is to develop and introduce full-service solution packages, and simplified cleaning efforts in compliance with the more stringent environmental safety laws and regulations. The new
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InterClean Company Development Plan University of Phoenix-Diamond Bar HRM/531 Human Capital Management September 19, 2010
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The merger of InterClean and EnviroTech presents us with an opportunity to provide products and services unparalleled in our industry. In order to properly prepare our sales team to meet the needs of the organization, InterClean must develop a comprehensive training and mentoring program that will introduce the new products and services to our sales team and possibly learn something new about our existing products. The course will review the company mission; introduce the new products and services
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Career Development Plan Part 2 Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program. Sherry Martin HRM/531 Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan
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