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Business & Marketing
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Career Development Plan Part III (Essay Sample)

6. Individual Assignment: Career Development Plan Part III—Performance and Career Management. For this portion of the assignment, create a performance and career management program for the employees selected for your team. - Review the completed Week One assignment, Management Behavior, the Week Two assignment, Career Development Plan Part I—Job Analysis and Selection, and the Week Three assignment, Career Development Plan Part II—Development of a Training and Mentoring Program. - Create an appraisal form, no more than two pages in length to evaluate the performance of each new employee on your team. - Prepare a 700- to 1,050-word report on a career management plan for your new employees. Be sure to include the following information in your report: o Explain how feedback is given to each employee. What opportunities are provided to the employee after the feedback is given? o Explain how you will help the employee reach a higher level of performance. o Explain if opportunities for advancement, such as promotions or educational opportunities to increase skills are available. o Explain if flexible opportunities are available for dual career parents. o Explain your adaptation to your team's diversity in terms of each person's career. How would you handle each member? o Assuming your budget is zero; provide a justification of why your report will work. Within your explanation, identify expected benefits and types of costs. source..
Running Head: Business and marketing Career development plan part 111 Name University Course Lecturer Date Career development plan for new employees Career development simply put means providing an opportunity for employees to grow within the organization. Such opportunities are usually offered to the best performers identified through performance management methods. The obvious benefit of career development to any organization is that employees will be motivated to perform to the best of their abilities knowing that their performance will be rewarded with growth career wise. (Gary Dessler 2005) In this company like in most others, it is the responsibility of the human resource function through the career management department to ensure that this very important aspect of employer-employee relations is well managed. The department has set in place a compressive plan that ensures each and every employee is given a fair chance to develop their jobs into full careers. Once a new employee is hired he has to sit down with the human resources manager for an interview where he/she is encouraged to bring forth their goals and ambitions in regards to their careers. During this interview the current skills of the employee will be identified and compared against the skills that he/she requires to get to where they want to be. Once this is done a skills gap will be established. With time the human resource department together with the individual employee will seek to narrow the skills gap through regular reviews and interventions as opportunities for upward movement on the career ladder arise. (Gary Dessler 2005) A career development plan for employees will thus be set in motion through the following practices .After the performance appraisals that are regularly carried out by all departments .Each individual employee on a career track will be required to sit down with a senior human resource specialist along with his immediate supervisor and have his performance reviewed. At this point he will be given a feedback on whether he was able to achieve his set targets during the period in review. An opportunity will then be given to the employee to give his point of view regarding the feedback that he has just been given. Once this ...
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