Career Development

Career Development Plan Summary: Heavenly Choices

  • The job descriptions and qualifications for five new positions (including one first-level management position)

Heavenly Choices is a catering and baking company that is seeking to expand its operations from a standalone bakery to encompass its new industry.  To expand the business operations of Heavenly Choices, the following five new positions are recommend, as each will play a significant role in the company’s future success including revenues, market share gain, customer retention, marketing and community relations.

1)      The first proposed position is a Marketing Director.  This position is crucial to the as the marketing director will perform market research as well as competitive intelligence to assist in our encroachment in the marketplace.  In addition to the primary research performed, the Marketing Director will also conduct research that consists of control, monitoring, feedback, and evaluation through quantifiable elements such as market share analysis, sales analysis, distribution penetration and the four Ps, price, product, promotion and placement. (Lake, 2010) The marketing director will be the custodian of this function to allow the organization to focus on the business operations while the marketing is properly addressed.

2)      The second position needed is one of a business manager.  The business manager will oversee the business operations of all locations Heavenly Choices Choice’s expansion plans.  By having one manager oversee all business functions, the company will be ensured that the company’s processes are streamlined and that no variation in rules and regulations will occur.

3)      The third position will be that of a Catering Director.  The company needs to be competitive and expand its catering division, as Heavenly Choices Choice’s competition in the catering industry.  Many hotels and banquet halls offer catering services so Heavenly Choices has to focus on setting the organization apart from everybody else to.  The focus of this position will allow the company to reap the rewards of events and the expansion of its demographic.

4)      The fourth position will be that of an Entry Inventory Clerk.  The clerk’s position will focus on maintaining the inventory for both the catering and baking segments.  Proper inventory levels are vital to ensuring all orders delivered on time without disruption.

5)      The fifth position will be that of Administrative Assistant.  This position will work directly for the Business Manager alleviating the burden of the clerical function of the position.  The Administrative Assistant will work will all company managers to ensure compliance met through the implementation of an order tracking system.

 

  • Training program to introduce and enhance the skills and qualifications of new and current employees.

 

The company will budget for next year funds to allow employees to attend training seminars administered through the American Management Association.  The training seminars offered are extensive and will allow the employees to enhance their skills.  As skills are enhanced, it will show in the employees work performance.

  • Methods for evaluating employee and team performance, including a progressive discipline process.  This section must cover each of the points discussed within the Learning Team assignment during Weeks Four and Five

 

The methods for evaluating employee and team performance will be through the goal setting process.  To understand better if the job evaluation process is working, we need to set milestones for each employee and each team to reach.  Once the goals are set, a three-month implementation period will be set up to review if the goals were reached.  By reviewing the progress quarterly, the company will be fully utilizing its job evaluation plan by evaluating the employee’s progress and allowing the employee to succeed.  When the employee reaches each milestone, he or she will receive the appropriate compensation.  The employee will work harder to reach the goals to receive the compensation and the company will reap the rewards of the employee’s efforts.

For those employees or teams who do not reach the goal(s) in the allotted period, a one-month extension will be added to allow the employee or team to reach the goal.  If the goal is not met after the additional 30-day period, the employee will be placed on probation for 45 days.  If during this 45-day period the employee or team still cannot reach the allotted goal(s), the employee(s) will be terminated.  This may sound harsh, but if after 155 days the employee cannot grasp the parameters of the job function, it will be in the company’s best interest to move on.

  • Challenges of Team Performance evaluation, including:
    • Differences between the two appraisal systems

The challenges can be eliminated if the procedures are properly explained, as knowledge is an employee’s best tool.  The differences between the two appraisals are minimal, as each individual must perform his or her function and when included in a team, the team manager will work with the team to ensure that all deadlines and goals are met.  If they are not, the team manager will have the authority to discipline the employee.  The team member will be given one week, unlike the 30-day extension given to the individual employee, to meet the team’s goals.  Again, if the employee cannot meet the goals, the employee will be placed on a 14- day probation period and if after that time the team member cannot reach the goal(s), the team member will be terminated.  The company must always allow for employee and team improvement but must always focus on the needs of the business first.

  • Difficulties of evaluating team performance

The team manager will advise of each individual team member’s performance alleviating any difficulty in the evaluation.  As stated above, goals will be set and expected to be met.  Managing and evaluating teams is not a difficult process and will not be made out to be a difficult process.

  • Unique needs of a team appraisal system

Employee appraisals for teams or individuals are similar.  The unique function of a team appraisal is that the entire team will be judged on the outcome of the team’s goals.  If one member fails the team, the whole team can miss deadlines and when deadlines are missed, the deadlines can cost the company in revenues and client base.  The company will ensure that proper guidelines are in place so that each team member understands how a team works and how the team will be evaluated.  When you measure your progress, you stay on track, you reach your target dates, and experience the exhilaration of achievement that spurs you on to continued effort required to reach your goals.  (Nikitina, 2010)

  • Team motivations and expectations

The main organizational motivation is to lead and allow the employees innovation and growth opportunities.  When individuals are given room to grow, whether individually or within a group, the results can be tenfold.  When leaders in innovative organizations allow for growth, there is no limit on what can be produced.  It is recommended to motivate the staff through monetary rewards.  When the employees are innovated, they are motivated.  When they are motivated, they produce and find ways to streamline the business through their innovation.  To reward the employees financially, will motivate them more.  Motivation also promotes competition.  When competition is present in a group, the goal is to excel and with the partners of innovation through motivation and financial rewards for reaching, the goals on time will only promote motivation.  When the goals are set for the team, the motivation process will begin.  If a member or members are not motivated, the team needs to understand why; but it could be crucial for the team to cater to the needs of an individual.  The goal of any team is to meet the team’s deadline, not address every issue of every member throughout the process.

  • Individual equity and how it impacts team performance

Individual equity affects team performance when team members feel he or she should be paid differently for doing the same job as another on the team.  By structuring the corporate pay scale, we can avoid individual equity and keep the performance focus on the team not the team member.

  • Strategies to discourage social loafing

To avoid social loafing, each team member will be advised that all members of the team will be rated by each other.  This strategy will assist in eliminating the “social loafing” aspect as each team member is also given a role of authority to advise the team manager if one’s performance level is high or sub-standard.

  • Individual employee responsibilities towards the team


            Each employee will have a key responsibility that will make the team operate smoothly.  Each team member will understand that his or her function is critical to the team’s success.  This strategy will allow the team to respect the goals and work toward the goals as individuals and together as a team.

  • Incentive and benefits packages

All employees will be offered an excellent benefits package that will consist of a health care benefit that includes dental and vision.  These benefits are being offered to allow the company to obtain the best employees and strive in excellence.  The company will provide health benefits to keep the employees and their families well.  The final strategic consideration is wellness.  Healthy and happy employees take less sick time and enjoy coming to work.

Wellness incentives will be implemented.  Employees will receive a quarterly monetary bonus for each quarter he or she did not use any sick time.  Employees, who remain tobacco free for one year, will receive a monetary bonus at the end of each year.  The company will promote wellness through its benefits and incentive programs.

  • Strategies for managing employees’ career development (promotion and educational opportunities, accommodations for diversity, etc.)

The company will promote from within when a qualified candidate presents him or herself for an open position.  The company will offer tuition reimbursement for company approved courses to allow the staff to grow.  The company is an equal opportunity employee and we hire the best candidates.  We promote diversity and make all accommodations for any employee who needs it. 

  • A fair and appropriate compensation plan

The company’s compensation plan is structured so that each job is in a category and within that category is a low and high salary amount.  The low amount is the entry-level amount and the high amount is where the salary will cap for a particular position.  The company’s compensation will be market based and be competitive.  To obtain the best, we must pay fair wages and in addition to our wages, the company’s benefit plan is truly comparable to our competitors at this time.  Increases will be conducted on an annual basis and a rating guide will be implemented to allow management to assess each employee.  Salary increases will be based on the evaluation grade the employee receives.

A comprehensive career development plan will lead Heavenly Choices to attract and retain high-performing employees.  The broad objective of the design of compensation programs (i.e., direct as well as indirect compensation) is to integrate salary and benefits into a package that will encourage the achievement of an organization’s goals. (Cascio, 2006)  Under its reconstructed organization plan, Heavenly Choices has crossed over to offer services in a new competitive industry.  People tend to be motivated when the fruits of their labor are recognized by the organization.  The comprehensive plan will take Heavenly Choices to the next level and allow the business to expand at rate that is controllable and attainable.

 

 

 

References

 

Cascio, W. (2006). Managing Human Resources: Production, Quality of Work Life, Profits (7th ed.).

Duchon, M. (2010). Total Reward Plans that Attract, Retain and Motivate. Retrieved December 13, 2010, from Compensation: http://www.constructionbusinessowner.com/topics/people-management/compensation-total-reward-plans-that-attract-retain-and-motivate.html

Lake, L. (2010). Developing Your Market Mix. Retrieved December 16, 2010, from About.Com: http://marketing.about.com/od/marketingplanandstrategy/a/marketingmix.htm

Nikitina, A. (2010). SMART Goal Setting: A Surefire Way To Achieve Your Goals. Retrieved November 29, 2010, from Goal Setting Guide: http://www.goal-setting-guide.com/goal-setting-tutorials/smart-goal-setting

 

 

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