Performance and Career Management

In: Business and Management

Submitted By oludolapo
Words 1220
Pages 5
Akinlua Oludolapo Morayo

University of Phoenix

Week 4

Individual Assignment

Career Development PlanIII

(Performance and Career Management)

HRM531

Instructor: Deborah Jones

April 25, 2010.

Performance and Career Management

Performance management entails willingness and dedication that focus on improving performance on the individual or team level every day. It helps employees with indicating present direction and their desired direction. To practice high-quality performance management, managers must provide timely feedback about performance, while consistently focusing attention on the ultimate objective (Cascio, 2005). A career management plan is a plan that has been developed in order to help managers guide employees in a positive direction, which in turn helps employees to become successful.

A career management plan is an important piece to an employee’s growth and development preparation throughout his or her career. This plan will permit an individual on how to reach their goals and know where they want to be.

Due to the fact that InterClean has completed the training and mentoring program, a “Performance and Career Management” plan will be implemented. This program will assist the employees and the organization to achieve their set goals. This plan will enable each employee aware of his or her strengths and weakness, toward improving and achieving the goal of the organization.

• Performance Evaluation

Employees will be evaluated annually using the appraisal form. Feedback will be given by measuring the employee’s performance against standards set through the job analysis and the organizational goals. Employees can reach a higher level of performance through the use of the appraisal because the evaluation can identify clear links between the performance…...

Similar Documents

Career Management

...Career Management Guide In the current career environment, individuals with alternatives obtain more challenging and growth-oriented opportunities. Individuals with alternatives need not accept consequences, rather they create opportunities for themselves. Career Management Guide Section 1 Paaggee 11 SECTION 1: CAREERS TODAY Part 1 - The Environment, Career Issues and Trends The Importance of Education and Experience In the current economic environment, education is becoming increasingly critical to career success. While employment rose for Canadians with university and college educations, 651,000 fewer jobs existed for those people without high school qualifications. Unemployment rates in the U.S. exceed 10% for those with less than a high school diploma and approximately 2.5% for college graduates.1 When professional designations (i.e., accounting, engineering) are taken into account, the data on employability and income is skewed in favour of the professional, relative to those who possess only a post secondary educational background. However, in order to maintain a competitive edge, individuals must continue to invest in their development throughout their careers. Specifically, with respect to the future for business and accounting positions, “growth due to the increasing number and complexity of business operations will be offset somewhat by corporate restructuring and downsizing of management, resulting in average growth for executive, administrative and......

Words: 6685 - Pages: 27

Performance & Career Management

...Performance and Career Management Plan Human Capital Management HRM/531 May 17, 2010 The merger between InterClean and EnviroTech has placed the organization in a position for increased growth and development in offering the industry full-service solutions and inclusive services to the health care industry. Since the merger, InterClean has addressed management’s behavior impacting organizational productivity, performed job analysis to identify duties and requirements for specific jobs, selected new team members, and developed training, and mentoring program. InterClean is ready for the next phase in developing a performance appraisal form with focus on career management. Areas for additional requirements will include how feedback is received by employees, opportunities for employees after feedback is received, how to help employees reach higher level of performance, opportunities for advancement, flexible schedules for dual- career couples, and justification of why this will work with a zero budget. Performance Appraisal The purpose of the performance appraisal is to ensure the highest quality of service delivered to customers in the industry. InterClean is committed to providing outstanding customer service and exceeding customer expectations. The performance appraisal will help employees identify potential problems, help him or her to create contingency plans and goals to deal with tribulations, foster trust and credibility with customers, follow through on......

Words: 1215 - Pages: 5

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 direction. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management reminds us that training, strong commitment, and hard work alone is not enough to achieve desired results. InterCleans major contribution of performance management is its focus on achieving results – the sales team will be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers' organizations (University of Phoenix, n.d). In addition to performance management, career management is a critical tool that will be applied to provide employees with a life long, self-monitored process of career planning that involves setting personal goals and formulating strategies for achieving them. The development of a performance and career management program will explain the employee feedback process, manager’s assistance with helping employee’s reach a higher level of performance, opportunities for......

Words: 992 - Pages: 4

Career Management

...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 direction. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management reminds us that training, strong commitment, and hard work alone is not enough to achieve desired results. InterCleans major contribution of performance management is its focus on achieving results – the sales team will be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers' organizations (University of Phoenix, n.d). In addition to performance management, career management is a critical tool that will be applied to provide employees with a life long, self-monitored process of career planning that involves setting personal goals and formulating strategies for achieving them. The development of a performance and career management program will explain the employee feedback process, manager’s assistance with helping employee’s reach a higher......

Words: 300 - Pages: 2

Performance and Career Management

...HRM-531 Human Capital Management Performance and Career Management The following will develop a performance and career management programs for the employees that I have selected for my team. I will plan work and set expectations, monitor the performance of my team, reward good performance, and rate the performance of my team in a systematic way. (www.opm.gov) I also feel it is important for my team to individually take ownership of their own career paths with direction and guidance from the company as to what is expected of them. I feel that performance management should be a continual, throughout the year process, not something that is touched on in a once a year meeting with the employee. That way, the company, the team, and the individual know where they stand, what needs to be improved, and what they are excelling at periodic intervals. Feedback will be given to the employee in the form of a narrative essay on a quarterly basis. A narrative essay is defined as, “…in writing, the rater describes an employee’s strengths, weaknesses, and potential.” (Cascio, Chapter 9) I feel that the narrative essay is the simplest, most effective way to deliver feedback. I will also be utilizing the behavioral checklist. I will make a list for all employees so that it is uniform and either I or another manager will easily be able to rate a declarative statement. This will be given to the employee at their individual quarterly meeting. To improve employee performance, we will set......

Words: 783 - Pages: 4

Areer Development Plan Part Iii— Performance and Career Management

...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 guidance and goals to the employee. Casico defines performance management as “a kind of compass; one that indicates a person's actual direction as well as a person's desired direction” (2005, Ch. 9). This format provides a snapshot of where the employee currently is within their career and clearly states what options the employee has in addition to opportunities for career advancement. While it is essential to provide employees with solid goal-setting tools, additional motivators, such as feedback, advancement, flexible work-scheduling, and team diversity help to stimulate enthusiasm. Finally, program costs and benefits are essential relating to ensuring each member receives the necessary support to provide a positive return in InterClean. Employee Performance Appraisal System (with feedback) Systematic evaluation of an employees progress during a specific period of time provides the opportunity to review where the employee began and measure his or her achievements and......

Words: 919 - Pages: 4

Career Management

...Outline and explain the four steps of the career management process- Self Assessment- This helps the employee identify developmental needs, values and aptitude. Employers gain insight on an employee’s current situation and resources. The employer can identify what to consider for their future plans and career status. Reality Check- Employees get info on their skills, knowledge and where they fit in into the company. Employers communicate opportunities available, performance evaluation and where they fit in long term. Goal Setting- Identify the goal, and the method of determining their progress towards the goal. The employer makes sure the goal is specific, challenging and attainable. Committing to help the employee reach his or her goals. Action Planning- The employees identify the steps and timetable to reach goals. The employer identifies the resources needed including courses, work experience and relationships. Describe and discuss the family friendly schemes that fall into the category of the other employer-divided benefits. Family Leave- This gives employees time off to care for their dependents when the need arises. Paid family leave remains rare in the United States, but unpaid leave is required by law for up to 12 weeks. Most employees do not take the full 12 weeks many cannot afford to, especially if they are in charge of their household and some are unwilling to use it fully for fear of damage to career opportunities. Child care- This takes......

Words: 1926 - Pages: 8

Performance, Career Management and Development

...Running Head: PERFORMANCE, CAREER MANAGEMENT AND DEVELOPMENT Performance, Career Management and Development at Kudler Fine Foods Introduction Kudler Fine Foods is a food store situated in the San Diego metropolitan area. Its stores are located at different locations of California. The main focus of the store is to have profit maximization by providing quality products at appropriate prices in comparison of the competitors. The company also wants to provide maximum satisfaction to its customers. Through this objective, the store wants to have major growth. The company currently wishes to enlarge its services by attaining perfection in the efficiency of its operations and due to this company’s management wants me to restructure my team by adopting and developing different measures and plans. Here, I will develop a proposal for the company that will entail recommendations and justifications to upper management in concern to the job descriptions and qualifications for five new positions, a training program to introduce and enhance the skills and qualifications of new and current employees, methods for evaluating employee and team performance, including a progressive discipline process, challenges of the team performance evaluation, incentives and benefits packages, strategies for managing employees’ career development, like promotions, educational opportunities, accommodations for diversity and so on and a fair and appropriate compensation plan. Job......

Words: 1998 - Pages: 8

Career Management

...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......

Words: 3008 - Pages: 13

Hrm 531 Week 4 Career Development Iii Performance and Career Management

...HRM 531 Week 4 Career Development III Performance and Career Management Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser http://hwguiders.com/downloads/hrm-531-week-4-career-development-iii-performance-career-management/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) HRM 531 Week 4 Career Development III Performance and Career Management Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser http://hwguiders.com/downloads/hrm-531-week-4-career-development-iii-performance-career-management/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) HRM 531 Week 4 Career Development III Performance and Career Management Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser http://hwguiders.com/downloads/hrm-531-week-4-career-development-iii-performance-career-management/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) HRM 531 Week 4 Career Development III Performance and Career Management Get Tutorial by Clicking on the link below or Copy Paste Link in......

Words: 1563 - Pages: 7

Performance and Career Management Plan

...Performance and Career Management Plan Travis Steiner University of Phoenix Human Capital Management HRM/531 Jim Foote May 01, 2011 Performance and Career Management Plan Having a career management plan is exactly like having a map; you want to know where you are, where you are headed, and where your destination is. Your career management plan should also take into account your career interests and needs along with your knowledge, skills, and how to balance your work (Purdue.edu, n.d, p. 2). As CEO of InterClean I would like to develop a career management plan and guide the employees in a positive direction. Feedback and Opportunities It is crucial to give honest and timely feedback while trying to develop relationships. Developing a healthy relationship is very important and sometimes honest feedback can be hurtful and it needs to be done in a professional and compassionate manner. This will ensure the employee that you are not trying to tear anybody down but rather working with the employee to build a successful organization. Each employee has a different personality and based upon this you may need to be more sensitive when evaluating the employee. An evaluation should be performed four times for new employees and twice for the other employees. For a new employee there is an evaluation after the initial training is finished, there is a 90 day evaluation, a 6 month evaluation and a 1 year evaluation. For other employees the two evaluations are done......

Words: 745 - Pages: 3

Career Management

...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......

Words: 1826 - Pages: 8

Career Management

...WESTON CAREER CENTER Guide to International Student Career Management OlinCareers.wustl.edu     Guide to International Student Career Management     Weston Career Center             Guide to International Student Career Management  Weston Career Center, Olin Business School  Table of Contents  Introduction ............................................................................................................................................................... 3  A Global Mindset ....................................................................................................................................................... 4  Planning and Preparing for the Job Search ............................................................................................................... 6  Networking in the United States ............................................................................................................................... 8  U.S. Résumé ............................................................................................................................................................. 10  Cover Letters ........................................................................................................................................................... 12  Interviewing .....................................................................................................................................

Words: 8728 - Pages: 35

Career Management

...The term career means the unfolding sequence of a person’s work experiences over time (Arthur, Hall, and Lawrence 1989). A career can be defined as a sequence of various paid and unpaid occupation that one undertakes during his or her lifetime. It is a sum total of various processes and shifts in life path. When talk is about career, it mainly refers to the professions and posts one undertakes but other things like lifestyle, unpaid work, activities with friends etc. also play an equally important part in our career. Earlier, careers meant people following the footpaths of their forefathers, mostly retiring in same job but nowadays, it’s a very vast term, careers are highly dynamic. Now, careers are boundary less. Careers are not bounded to one single company, field or nation. People change their companies, jobs or even the industry they work in. A lot of other factors like work environment, self-development, security etc. hold a lot more importance now. This is so because of the whole new economy we are working in. There is more competition between companies. It is more like a responsibility of a company now to design or provide a career growth path for its employees in order to hire and retain them. Companies go further ahead now providing the opportunities to its employees for career development in the hope for loyalty and better output. So, in this age of dynamism, managing the career or career management is very important. Career Management “Career management uses......

Words: 697 - Pages: 3

Career Management

... Career Management is the combination of structured planning and the active management choice of one's own professional career. The outcome of successful career management should include personal fulfilment, work/life balance, goal achievement and financial assurity. Introduction The word career sucks all types of employment ranging from semi-skilled through skilled, and semi professional to professional. The term careers has often been restricted to suggest an employment commitment to a single trade skill profession or business firm for the entire working life of a person. In recent years, however, career now refers to changes or modifications in employment during the foreseeable future. There are many definitions by management scholars of the stages in the managerial process. The following classification system with minor variations is widely used: 1. Development of overall goals and objectives, 2. Development of a strategy (a general means to accomplish the selected goals/objectives), 3. Development of the specific means (policies, rules, procedures and activities) to implement the strategy, and 4. Systematic evaluation of the progress toward the achievement of the selected goals/objectives to modify the strategy, if necessary. Goals or objectives development The career management process begins with setting goals/objectives. A relatively specific goal/ objective must be formulated. This task may be quite difficult when the individual lacks knowledge of......

Words: 624 - Pages: 3

Advantages and disadvantages of television - 445 Words | Live Action | Helmut Dantine