Career Development Plan Summary
Career Development Plan Summary
HRM/531 Human Capital Management
Professor Dennis Heins
April 18, 2011
My current promotion to midlevel manager at Art Institute has me very excited about the opportunities that lie ahead. A very exhilarating feeling has come along with accepting this position as midlevel manager. However, with all of the excitement attached to this promotion, a bit of sadness is in the air as well. The team will have to be restructured.
We are a team that makes up the Admissions Department and have always relied heavily on customer service. Our branch of the Art Institute has added on two new programs; culinary and media arts. Therefore, more students are inquiring about these programs, which mean more students will have to be enrolled. The company has conducted an in-depth job analysis to determine its specific needs to hire another Director of Admissions (first-level management position), two more Assistant Director of Admissions, an Admissions Recruiter, and another Assistant Director of Readmission. The responsibilities of the new hires involve fully supporting the Admissions Department with enrolling students into the new programs that have recently been established.
Job Descriptions/Qualifications
Title: Director of Admissions (1 position)
Job Qualifications:
- Must have at least a Bachelor’s Degree in business or a related field. Master’s Degree is preferred.
- Must have at least 5 years of experience as a manager in a sales environment.
- Must have demonstrated ability to train and manage a team of ten or more.
- Must have ability to interact as a leader or as a team member.
- Must have superior interpersonal, organizational, and communications skills.
Job Description:
- Create, forecast and reach new student and readmissions plans.
- Supervise hiring of entire admissions department.
- Sustain staffing plans.
- Administers and assists with training, motivation and development of all employees.
- Conducts
HRM/531 Human Capital Management
Professor Dennis Heins
April 18, 2011
My current promotion to midlevel manager at Art Institute has me very excited about the opportunities that lie ahead. A very exhilarating feeling has come along with accepting this position as midlevel manager. However, with all of the excitement attached to this promotion, a bit of sadness is in the air as well. The team will have to be restructured.
We are a team that makes up the Admissions Department and have always relied heavily on customer service. Our branch of the Art Institute has added on two new programs; culinary and media arts. Therefore, more students are inquiring about these programs, which mean more students will have to be enrolled. The company has conducted an in-depth job analysis to determine its specific needs to hire another Director of Admissions (first-level management position), two more Assistant Director of Admissions, an Admissions Recruiter, and another Assistant Director of Readmission. The responsibilities of the new hires involve fully supporting the Admissions Department with enrolling students into the new programs that have recently been established.
Job Descriptions/Qualifications
Title: Director of Admissions (1 position)
Job Qualifications:
- Must have at least a Bachelor’s Degree in business or a related field. Master’s Degree is preferred.
- Must have at least 5 years of experience as a manager in a sales environment.
- Must have demonstrated ability to train and manage a team of ten or more.
- Must have ability to interact as a leader or as a team member.
- Must have superior interpersonal, organizational, and communications skills.
Job Description:
- Create, forecast and reach new student and readmissions plans.
- Supervise hiring of entire admissions department.
- Sustain staffing plans.
- Administers and assists with training, motivation and development of all employees.
- Conducts
References: Erven, B. (2009). Evaluating Performance and Providing Feedback to Employees. Retrieved on April 4, 2011 from http://aede.osu.edu/people/erven.1/hrm/employee_reviews.pdf Fleming, E. (2010). How to Build a Competitive Employee Benefits Package. Retrieved on April 11, 2011 from http://www.inc.com/guides/2010/04/offering-competitive-employee-benefits.html