Career Development Plan
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- Date Submitted: 05/31/2010 08:52 AM
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Career Development Plan Part II
Weston Weekes
HRM/531 Human Capital Management
April 22, 2010
Jeff Herring
Career Development Plan Part II
Now that the new sales team has been developed and the strategic plan has been outlined the teams’ training needs must be specified. The new management is committed to both the training and development of every employee. Employee education is a key to any successful companies’ success. Currently the team has a broad spectrum of strengths that have placed them in this talented sales force, and weaknesses that with the proper training and required attention can become strengths. This additional training will affect everyone. It has been forecasted that with the organization and strategic goals of the new company we will have much to learn, new regulations, additional product knowledge and a greater understanding of the service side of the industry must be addressed and applied. Every member of this team has been chosen for his or her abilities, skills and willingness to meet and exceed goals, but there are always skills that all of us could improve on. With a willing attitude and drive to be the best we can be we all will receive boundless benefits within this company. ”The winner’s edge is not in a gifted birth, a high IQ, or in talent. The winner’s edge is all in the attitude, not aptitude. Attitude is the criterion for success” (Dennis Waitley).
To assess effectively the new teams training needs the use of a training analysis must be employed. This analysis will help to determine several aspects of the training process that may need attention and focus as training begins. First it will help to align our training practices with the strategic goals of the company. Then a demographic analysis will be performed. This information will access the specific needs of our group taking into consideration the individuality and background of each team member. After that an organizational analysis will give us useful...
Weston Weekes
HRM/531 Human Capital Management
April 22, 2010
Jeff Herring
Career Development Plan Part II
Now that the new sales team has been developed and the strategic plan has been outlined the teams’ training needs must be specified. The new management is committed to both the training and development of every employee. Employee education is a key to any successful companies’ success. Currently the team has a broad spectrum of strengths that have placed them in this talented sales force, and weaknesses that with the proper training and required attention can become strengths. This additional training will affect everyone. It has been forecasted that with the organization and strategic goals of the new company we will have much to learn, new regulations, additional product knowledge and a greater understanding of the service side of the industry must be addressed and applied. Every member of this team has been chosen for his or her abilities, skills and willingness to meet and exceed goals, but there are always skills that all of us could improve on. With a willing attitude and drive to be the best we can be we all will receive boundless benefits within this company. ”The winner’s edge is not in a gifted birth, a high IQ, or in talent. The winner’s edge is all in the attitude, not aptitude. Attitude is the criterion for success” (Dennis Waitley).
To assess effectively the new teams training needs the use of a training analysis must be employed. This analysis will help to determine several aspects of the training process that may need attention and focus as training begins. First it will help to align our training practices with the strategic goals of the company. Then a demographic analysis will be performed. This information will access the specific needs of our group taking into consideration the individuality and background of each team member. After that an organizational analysis will give us useful...