Career Development Plan
Career Development Plan Summary
HRM/531
August 16, 2010
Abstract Career development plans are essential within a successful organization. Career plans allows the organization to both actively manage employee career progression, but also empower the organizations employees with active career management assets. Kudler Fine Foods to maintain sustainable growth and additional success must make an investment in the organizations employees to reach the organizations strategic goals, and objectives. The following summary contains justifications and recommendations to Kudler’s upper management in several key areas including; job descriptions and qualifications for five new positions, training programs to introduce and enhance the skills and qualifications of new and current employees, methods for evaluating both employee and team performance, team performance evaluation challenges, incentive and benefit packages, strategies for managing career development, and an appropriate compensation plan.
Career Development An organization operating in today’s ever changing global and domestic markets understands the importance, and need to invest in the organizations employees to build and sustain future growth for the organization. Kudler Fine Foods has developed a stellar reputation among the organizations client base by implementing and demonstrating an approach to customer service, and daily operating business that is based upon the company’s core values, and strategic vision. The level of success Kudler has achieved has afforded the organization the opportunity to grow, expanding operations into several key markets identified by the organizations leadership. Such success and growth would not be possible without the tremendous help, and support of the organization employees who are essentially the face, and image of the organization being presented to the customer. Kudler’s employees are tasked with executing and achieving the company’s strategic objectives,
HRM/531
August 16, 2010
Abstract Career development plans are essential within a successful organization. Career plans allows the organization to both actively manage employee career progression, but also empower the organizations employees with active career management assets. Kudler Fine Foods to maintain sustainable growth and additional success must make an investment in the organizations employees to reach the organizations strategic goals, and objectives. The following summary contains justifications and recommendations to Kudler’s upper management in several key areas including; job descriptions and qualifications for five new positions, training programs to introduce and enhance the skills and qualifications of new and current employees, methods for evaluating both employee and team performance, team performance evaluation challenges, incentive and benefit packages, strategies for managing career development, and an appropriate compensation plan.
Career Development An organization operating in today’s ever changing global and domestic markets understands the importance, and need to invest in the organizations employees to build and sustain future growth for the organization. Kudler Fine Foods has developed a stellar reputation among the organizations client base by implementing and demonstrating an approach to customer service, and daily operating business that is based upon the company’s core values, and strategic vision. The level of success Kudler has achieved has afforded the organization the opportunity to grow, expanding operations into several key markets identified by the organizations leadership. Such success and growth would not be possible without the tremendous help, and support of the organization employees who are essentially the face, and image of the organization being presented to the customer. Kudler’s employees are tasked with executing and achieving the company’s strategic objectives,
References: Chris, A. (2010). Methods for evaluating employee and team performance. Retrieved August 16, 2010, from Drucker, P. F. (2008). Management: Tasks, Responsibilities and Practices. Transaction Publishers. Harrison, C. (1989) Career development in the workplace. Retrieved August 16, 2010, from http://www.ericdigests.org/pre-9212/career.htm Griffin, R.W. & Ebert, R.J. (2002). Business (6th Ed.). Prentice Hall. Mathis, R. L. & Jackson, J. H. (2006). Human Resource Management (11th Ed.). Thomson Montana, P