Career Development Plan Part II
Mathew Steer
MGT 531
March 14, 2011
Aron Muse
Once job analysis has been completed, it is now time to start the planning for the training plan. The training plan should be created in such a way to maximize time, money, productivity. One needs to keep in mind that the methods of training should be one that could assist later if follow-up training is necessary. A supervisor needs to understand the team that they are trying to develop and needs of them in order to create the best plan possible.
With InterClean changing, developing a new strategic plan, and gaining several new employees it has been necessary to modify the training plan. With all the changes some training’s that are currently being utilized will continue, others need to be revised, and others need to be added. Currently the ones used at orientation by human resource will continue to be used. Additionally human resource is adding diversity training, customer service training, and team building workshops.
As a supervisor of a newly formed team it is up to me to develop a training plan that will provide the skills and resources needed to make them successful. After review of the skills that each team member has, I have identified a few areas that need to be addressed in order to meet the strategic plan of InterClean. Those areas include understanding solution based systems, problem solving, customer service (keeping those that you already have and developing relations with new ones), training customers how to use newly purchased solutions, and training on industry regulations along with changes in regulations. Some of these needs can be trained internally from the other team members where others need to be trained by industry professionals.
With any training plan that is developed there has to be an objective that needs to be reached, performance standard to be met, how the training will be...