Career Development Plan Part 3
Patricia West
HRM 531– Human Capital Management
Dr. Sharla M. Walker – Faculty
November 24, 2008
Career Development Plan Part 3
InterClean long awaited new strategic plan has gone in to affect and the growth of the business has created the need to set up appraisals for our newest team members. The goal for InterClean is to retain top talent integrating with new members and growing a world class sales team. This paper will put together the details of the career management plan for the newest members of the team. The following will outline the feedback system, the avenues for employees to achieve goals, reach promotions, educational and dual parent’s opportunities and the costs associated.
Growing to new heights is made possible with a world class sales team. To obtain a world class sales team training and feedback is necessary. The objective of this training is to ensure the sales team is fully up to speed on the services available through InterClean. The training will also educate the sales representatives on the OSHA standards and environmental regulations. While an employee is in training a large portion of the training will be while the employee is working. Feedback is one tool that will be necessary while employees are training so they can recognize the mistake and fix that mistake immediately. “Feedback has maximum impact when it is given as close as possible to the action” (Cascio, 2006). The employees of InterClean will have full appraisals every 6 months. The appraisal form will be given to the employee and to the immediate supervisor of the employee; each will fill out the appraisal form. The employee will rate their performance for the past six months. Once the form has been filled the employee and the manager will meet to discuss how the forms compare and contrast.
The employee and supervisor will be able to quickly see the differences in the appraisal forms. The supervisor will give details...