Interclean Career Development Plan Iii

A career management plan is an important facet to an employee’s growth and development path throughout his or her career. This plan guides an individual on reaching their goals. Performance management combines the focus and dedication on improving performance on the Individual or team level on a daily basis. To practice high-quality performance management, managers must provide timely feedback about performance, while consistently focusing attention on the ultimate objective (Socio, 2005). The new and improved Intercalate sales team has just completed an extensive in PPTP training.

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As a result of this management would like to take this opportunity to do a much better Job going forward on maintaining better employee appraisals and making sure employees are on the right track and remain there. The ongoing dilemma with appraisals has always been finding the right way to communicate key individual processes. By providing in depth evaluations, management Is hopeful these appraisals can only lead to positive employee development as well as motivate the employees to Improve (Browse & Browse 2009) ND take charge of their own career paths.

Performance evaluations will be done blob-annually using the appraisal form. The performance will be measured against the Job analysis and organizational goals standards. The reason for the midyear review is just to check in with employees see what they need help with and let them know how they are progressing and to notify them of any weaknesses in their performance, if there are no weaknesses this is also an excellent time to inform employees Just how wonderful a job they are doing.

The annual employee appraisal goes over all the same points but it is also the time when raises and bonuses if applicable are discussed. The annual appraisal is also when management will discuss employee goals and aspirations, and assist the staff with understanding how to achieve those goals and advance their career simultaneously (Moran 2010). After meeting with the employee they will be given a chance to review their appraisal and If applicable offer a rebuttal to the appraisal as they see fit.

These appraisals have to be returned to Human Resources and they do go on an employee’s armament record so they are taken very seriously and much thought has been put into each and every one. The appraisals and reviews also present employees with the opportunities to discuss advancement within Intercalate whether it be a promotion, further training or educational opportunities.

If an employee is showing any signs of weaknesses now would be the time to discuss further training or education with them or mention they do have a mentor they can go to for further on the Job training and help as well as managers that are eager to guide them in the right direction. Those sales employees, who are excelling in all areas, now would be the time to mention promotion to Team Leader, Manager, or as a Trainer for all existing and new sales team members.

With this new diverse group of employees as a manager It Is Important that I am mindful of all the diversity this new staff group encompasses. Dual career couples make up “45% of the work force” (Socio 2006). When managing a diverse group of and the employee to be successful there has to be some flexibility involved. As a manager some things I can do to facilitate the employee(s) is by offering a flexible work schedule, providing an employee the ability to work from home, offering health insurance, and reimbursement on dependent care expenses Just to name a few.

Upper management is confident this new employee appraisal system will be successful and operate at zero cost to Intercalate. The zero budgeting allows room for change in order for this new reporting method to work. The benefits of the employees and costs will be covered by Intercalate. The benefits will be available for al full time sales staff and consist of tuition reimbursement and child care programs and/or assistance.

Bonuses are also a part of this list but are only applicable once sales goals are reached and maintained over a period of time. The types of cost will mainly be capitalized on the day to day sales done by the employees, which will provide funds for the company with dedication and loyalty of the team this performance report will work in meeting the company’s goals A career management plan is a plan that has been developed in order to help managers guide employees n a positive direction, which in turn helps employees to become successful.

The goal of the performance appraisal is to make sure management and employees are on the same page as far as employee growth and development. Appraisals are a way to measure to employee progress and reward employees that have earned it, and to offer assistance and feedback to those that need it. With the proper foundation, support, motivation and critiques, appraisals can only help the Intercalate sales staff be the best in the cleaning industry and help Intercalates bottom line. References Socio, W.