Career Development Plan Part 2 – Training and Mentoring Program
Kendra W. Boyd
HRM – 531 Human Capitol Management
June 14, 2010
Brian Frank – Facilitator/Instructor
InterClean-EnviroTech Training and Mentoring Program
Training and Mentoring Needs
As stated in the memo that was distributed to the management staff on May 31, 2010, it is the responsibility of our management team to make sure this merger continues to take place as smoothly as possible. Management is also responsible for making sure we give this sales team every possible resource and tool to be productive, efficient, and successful. To make sure this is accomplished, we will conduct a needs analysis to ensure we are offering training in the most pertinent areas. We will address all four levels in our analysis; Organizational, Demographic, Operations, and Individual (Cascio, 2006). Organizationally, will help us identify where training is most needed in the sales team. Our demographic analysis will help us to determine the needs of our sales staff at all levels, whereas our operations analysis identifies the content of our training – what an employee must do to perform competently. Finally, our individual analysis will help us determine, after training has taken place, how well each employee is performing the tasks that make up his or her job (Cascio, 2006).
In the very near future, we will have a list of training being offered along with individual forms, we are asking for those forms to be completed and turned in within five business days, so we can begin planning our training schedule. We are no way saying that we don’t have the utmost confidence in the abilities of our sales force, but as we merge, we want to make sure to merge the strengths of both sales teams into one dynamic sales force. We want to capitalize on the areas of expertise that each person brings to this team and we want to enhance the knowledge of our newly expanded product line made available through the... [continues]
Kendra W. Boyd
HRM – 531 Human Capitol Management
June 14, 2010
Brian Frank – Facilitator/Instructor
InterClean-EnviroTech Training and Mentoring Program
Training and Mentoring Needs
As stated in the memo that was distributed to the management staff on May 31, 2010, it is the responsibility of our management team to make sure this merger continues to take place as smoothly as possible. Management is also responsible for making sure we give this sales team every possible resource and tool to be productive, efficient, and successful. To make sure this is accomplished, we will conduct a needs analysis to ensure we are offering training in the most pertinent areas. We will address all four levels in our analysis; Organizational, Demographic, Operations, and Individual (Cascio, 2006). Organizationally, will help us identify where training is most needed in the sales team. Our demographic analysis will help us to determine the needs of our sales staff at all levels, whereas our operations analysis identifies the content of our training – what an employee must do to perform competently. Finally, our individual analysis will help us determine, after training has taken place, how well each employee is performing the tasks that make up his or her job (Cascio, 2006).
In the very near future, we will have a list of training being offered along with individual forms, we are asking for those forms to be completed and turned in within five business days, so we can begin planning our training schedule. We are no way saying that we don’t have the utmost confidence in the abilities of our sales force, but as we merge, we want to make sure to merge the strengths of both sales teams into one dynamic sales force. We want to capitalize on the areas of expertise that each person brings to this team and we want to enhance the knowledge of our newly expanded product line made available through the... [continues]
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