Career Development Plan Part II

Career Development Plan Part II - Career Development Plan...

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Career Development Plan Part II 1 Career Development Plan Part II Development of Training and Mentoring Program Carl Richard Foster January 5, 2010 HRM 531 Human Capital Management Dr. Matthew Rupe University of Phoenix
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Career Development Plan Part II 2 Career Development Plan Part II Development of Training and Mentoring Program The recent merger of the two companies has raised the need for providing training and mentoring programs to our new team of sales representatives. The training and mentoring needs that I have identified are: program objectives, performance standards, delivery methods, content, time frames, evaluation methods, feedback, and alternative methods or avenues. An overview of the reorganized operations and sales expectations will be included. Once everyone’s position has been confirmed, their job description, title and performance goals with appropriate benchmarks will be provided. An information reference system will be available to everyone including discussions with respect to products and services. They will need a demonstrated ability to obtain the necessary information about the products from MSDS in order to promote environmentally safe products to coincide with the new “go green” bonus program. There are three major orientation areas of training that must be covered, according to Cascio (2005). They are company standards, policies, and expectations, benefits and incentives; technical aspects of the job (p. 311); and social behavior such as appropriate conduct in conjunction with employment laws. The sales team will be trained to meet these standards of training and incorporate them along with their objectives, goals and expectations. The training meetings will be held quarterly and will continue for a period of one year. Additionally, other avenues of training will be provided, such as lectures, seminars, or web-based courses may be used to enhance and augment individuals required training. In addition, a Mentoring program can be designed to further assist in the completion of training
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Career Development Plan Part II 3 and educating of individuals. If necessary or corrective action is needed for a struggling individual, a manager can determine whether the individual can complete the training in a reasonable time frame. The change of direction which InterClean has undertaken to offer full service solutions requires representatives and teams to be multi-functional to support InterClean’s intent to offer high quality products and services (Scenario: InterClean, Inc., 2009). Participation in team building exercises for sales representatives will teach cohesive team
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Career Development Plan Part II - Career Development Plan...

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