Career_Development

Career Development Plan Part III Ieshia Goins HRM/531 April 27, 2010 Dr. Connie Ferguson-Rangel In order for employees to be effective in their positions feedback is necessary to let them know where they stand. If there are any minor or major issues then it would be easier to address them using a one on one given every three months. The feedback mechanism that would be used is to sit down with each employee using a short sample form that briefly touches on: achievement of objective, current issues if any, new objectives, and comments. Developing an open conversation with employees to see if they have any issues or concerns will help them feel comfortable of the one on one. The main purpose of providing feedback is help employees gain development personally, and in their career. Obtaining feedback from employees direct supervisor, and have them present during the time the appraisal is being received. Employees will also have an annual review. The one on ones will help with achieving objectives for the organization and strive for a good annual evaluation. Opportunities that will be provided to the employers after feedback are open discussions for anything the employee feels that needs to be addressed. Make sure as management that we are able to an agreement on any decisions or suggestions that are made. Also give each employee an opportunity to sign up for trainings that will help with their career development. We just want our employees to feel comfortable with their job duties, and let them know that our feedback is an advantage to their success. There are a variety of ways to make our employees gain a higher level of performance by acknowledging when a good job is done. To receive a high level of performance as a manager I must define, facilitate, and encourage performance (Ch 9). Employees will know what the organization expects from them, and what goals need to be reached. Setting goals for employees that are challenging and direct this helps to clarify what is expected and promotes high level performance. Employees will be measured on tangible evidence of their performance. Facilitating performance is very important, and asking for employees’ input will help the performance of the organization. Reliable resources are essential to have available to employees. Material and HR resources are imperative to help employees get through their goals so they won’t become discouraged. Encouraging employees is very important to maintain a high level of performance. Materialistic rewards sometimes are not as important as receiving, however acknowledging what is important to each employee will matter most to them. Giving out rewards promptly after a good job has been done helps to keep the morale at a high level. Our employees should feel confident in what they do, and feel they are appreciated at all times. There will be plenty of opportunities for advancement in education and trainings to increase skills of our employees. We will offer trainings for leadership and management skills. A lot of other trainings will be offered to better people in their careers and job responsibilities. There will be trainings needed to clarify new full service cleaning solutions. There will be opportunities given for employees to advance in their education by offering a tuition reimbursement program. Promotions will be given as well to employees’ who have shown their hard work, knowledge, and skills to move up in the organization will be recognized. Personally having to live the life of a dual career parent household InterClean is successfully looking to accommodate those types of families. Understanding the time management with two parents trying to work careers and juggle home life can be challenging. Offering flexible work schedules, resources and referrals for day care. Employees will have the option to not accept promotions at a specific time and not be judged for not taking on the opportunity right away. In a situation like that employee’s will be able to come across other opportunities that are beneficial for them. Managing dual career parents’ can be difficult, but our organization is looking to satisfy the needs of these individuals as much as possible. My adaptation to team diversity in terms of each person’s career will be very important to me. Sitting down with employees and getting to know him or her and offering the open door policy to make them feel comfortable. I want everyone to feel comfortable to come and talk to me about any issues. Everyone will get treated equally regardless of age, sex, religion, race, and given the same opportunities. Getting to know the strengths and weaknesses of each individual and see where they can grow in, and where they could develop the best in their career. Assuming that my budget is zero my work report will work due to the fact that every tactic I am trying to implement into the organization strategy will help build more revenue. There will be costs for trainings, benefits, and promoting employees. Every decision that is made will be cost effective for the organizations budget. In conclusion, all of the strategies being implemented into the career development plan as far as the feedback process, and keeping employees focused will help the organization grow to be successful. Catering to all employees and treating them equal will assist with making unique decisions, and creating diverse teams that will be beneficial to the company.