Career Development Plan Summary

  • 0

Career Development Plan Summary

Category : Articles

Career Development Plan Summary
Keonia Reed
HRM/531
University of Phoenix, Augusta Campus
Travis Gordon
June 5, 2010

Ever since opening the very first store in 1998 in La Jolla, Kudler Fine Foods was extended by opening two more stores in addition. The author was employed in the year of 2001 as the manager of the meat department at the Del Mar Store. The meat department manager operates straight beneath the grocery store manager. In recent times the author has been knowledgeable that the team will be reorganized. Presently, the author manages a number of three workers: one meat cutter and two meat clerks. The department will have added tasks so there is a must to employ new employees. The business is leading in the direction of a more team based organization. The new and present employees both will have to be taught. The existing process of reviewing performance is no longer legitimate so a new review system has to be created. The below is a plan in which consist of proposals and validations concerning how this reorganization will be designed and executed.
Job Descriptions and Qualifications
Kudler Fine Foods needs a team of new and present individuals to drive our existing products and possibly build up new ways to grow business in the nearby areas. Within the proposal, various points will be discussed and recommended to make Kudler Fine Foods the best in the fine foods business. Below will list the job descriptions and qualifications for each employee:
1) Sales Manager of Meat Department ??“ Accountable for making sure that the meat department is ran easily and efficiently, accomplishes sales, position inventory objectives, manage expenses and sources, manage merchandise by ordering products, held accountable for the value of the products, have tough association, analytical, managerial, sales, communication, and computer abilities, experienced in shelf allotment, outlaying and product categorizing, schedule work employees, knowledge in invention development, meet with agents from packing plants and distributors.
2) Assistant Manager of Meat Department ??“ Accountable for making sure that the meat department is ran easily and efficiently, accomplishes sales, position inventory objectives, manage expenses and sources, manage merchandise by ordering products, held accountable for the value of the products, have tough association, analytical, managerial, sales, communication, and computer abilities, experienced in shelf allotment, outlaying and product categorizing, schedule work employees, knowledge in invention development, meet with agents from packing plants and distributors.
3) Meat Cutter Team Leader ??“ Administers meat cutters, obtains, evaluates, examines, stock up, and gives meat; severs, spruce, prepares and forms meat; slice mammal bodies; maintain the cleanliness of equipment accordingly to hygienic values; keep record of meat dispensation actions; must be well-educated of meat principles, cleanliness practices, and capability to function meat cutting machinery and equipment; must be capable to pick up 50 pounds.
4) Meat Clerk Team Leader ??“ Administers meat clerks; store meat cases; help consumers; make certain meat cases are uncontaminated according to sanitary principles; capable to raise 50 pounds; and capability to use knives and meat cutter.
5) Meat Clerk ??“ Administers meat clerks; store meat cases; help consumers; make certain meat cases are uncontaminated according to sanitary principles; capable to raise 50 pounds; and capability to use knives and meat cutter.

Training Program
According to Casico (2005), training consists of planned programs designed to improve performance at the individual, group, and/or organizational levels. Improved performance, in turn, implies that there have been measurable changes in knowledge skills, attitudes, and/or social behavior. A thriving training program is a key factor in establishing long-term abundance of the meat department. This training program can be offered to workers both in-house or at a center for training. The training program will comprise of topics in organizational structure, information technology, diversity, sanitation, safety, customer service, etc. With the incorporation of these new positions at Kudler Fine Foods, a development and training program has to put to action to make certain that workers are attentive of the things that they are selling to the community. After a month, there will be a required training for all workers which will consist of new items that will be accessible to the community in addition to providing various sales methods on how to present services and products to new consumers. Basic trainings will be presented in addition for new workers on how to do fundamental things around the store.
Methods for Evaluating Employees and Performance
According to Casico (2005), feedback is essential both for learning and for trainee motivation. The emphasis should be on what and how the trainee has done something correctly. Feedback is going to the most important resource on how the job and responsibilities are assessed at Kudler Fine Foods. Having the capability to discuss what recently occurred and what needs to be get better is how workers are going to be assessed. This also provides workers the voice to voice their thoughts to upper management on what they believe or feel needs to happen in a different way. In reality, the workers are the ones who work with the community more than upper management, except there is an increase. They are the individuals who hear and acknowledge the voices of the community and know what they are fond of and what they are not fond of, so when it is time for assessment and feedback, workers have the ability to elaborate why they did a particular job or transaction in a different way.
Performing one-on-one training is another assessment technique that will be put into practice at Kudler Fine Foods. This will be done with peers as well with upper management. Peer training will be performed more than management-worker training. Having the ability to comprehend from you peers is a great way to expand new work behaviors. Management will get concerned in one on one training when peer training has not benefited for a certain person.
Team Performance Challenges
Team anticipations are very imperative at Kudler Fine Foods. According to Adventure Associates Teambuilding (2010), increased team morale through shared successes and performance breakthroughs, the physical and intellectual challenges engage a wide variety of learning styles and serve as reference points for future training initiatives are some reasons why to recommend team performance challenges. The business values its workers and embraces them to high prospects when it comes to performing in the workplace. Understanding workers wishes and desires is essential to Kudler Fine Foods; that is why the business pays attention to its workers to make certain that their desires are met so their day in the workplace can move easily and proficiently. Given that expectations are high at Kudler Fine Foods, it is very imperative workers are anticipated to perform at their highest levels at all times. Because training and mentoring are constantly available, workers are expected to comprehend and know what services and products that is obtainable and the cost of items for when consumers come into the store and ask general questions. Having the ability to answer consumer??™s questions fully with concern and effortlessness is very essential to the production of the business. When the consumers leave the store, they go into the community and the business desires them to support the business services and products and they will do that if and only if workers handle businesses appropriately the first time.
Individuals will be held responsible for their individual actions inside the work force. One little error really could dismay the complete store. An example of this is if the inventory manager priced a particular meat by mistake that was obtainable and the consumer use a good total of time to make a decision among that specific meat and another one. The question to pose is what will take place if that consumer decided that meat that was priced wrong and went to buy and the meat was priced higher than advertised. As a result, this causes consumers to become annoyed with the business because items were not priced correct. It may appear minute to the workers, but to our consumers it is a larger circumstance. Making certain the business is holding workers accountable for their behaviors is very essential because if the error is not right the first time.
Incentives and Benefits Package
Kudler Fine Foods morals its workers and desires to make certain that their workers sense as if they are not only for a worker, but they are an element of Kudler Fine Foods. By presenting rewards and a good benefits package, it will encourage workers to make every effort to be the best asset in the workforce and also provide them another motive to want to come to work everyday. According to Casico (2005), Incentives are one-time supplements to base pay. Incentives are given out based on performance of specific workers that go beyond their day by day task. Rewards can also be given on a competition level also. Small competitions can be brought in to drive new products and items that are sold.
Workers benefits are also another inspiration for workers and knowing that the business they work for is supporting them by giving a wide range of unique benefits choices as well as good quality benefits. Kudler Fine Foods offers workers an option when it comes to how much coverage they desire for their benefits. Workers do not have to sign up in everything that is obtainable; they can sign up for as much as they want. Kudler Fine Foods places the authority in the workers possession when it comes to signing up for benefits. Kudler Fine Food has a great benefits package that offers: workers compensation, disability insurance, sick leave, unemployment insurance, severance pay, and other benefits. The above are all things that workers can choose from and there are a variety of different plans that are available as well so workers have a range to choose from. Health benefits are a plus for workers to have because not every business still offers health benefits, but a business that offers health benefits along with extensive benefits is another way and why to motivate workers to maintain their profession with Kudler Fine Foods. The management team is devoted to assisting workers advance their profession with Kudler Fine Foods because there are other profession prospects with the business externally of the store.
Employee Compensation
Workers will be recompensed based on position and knowledge in their attained position. Bonuses and rewards will also be assessable for specific workers that meet the requirements. Raises and promotions will be based on the workers performance in the work force. If a workers assessment is above average then they will be qualified at year end for an additional benefit, raise, and/or promotion. Kudler Fine Foods like to reimburse workers based on their position as well as work moral. The workers that push forward and go above and beyond their normal job duty and description will without a doubt be rewarded for working hard and accomplishment.
Conclusion
The author recommends reorganizing the meat department by establishing new jobs and filling them with accessible or new workers. These recommended modifications will not only benefit the individual worker, but the whole meat department along with the business. Workers will be more occupied and motivated. Also the manager will be able to assess properly a worker and keep away from errors.

Reference
Adventure Associates Teambuilding (2010). Team Performance Challenges Team Building Adventure. Retrieved from http://www.adventureassoc.com/team/team-performance-challenge.html
Cascio, W. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill, Ch. 9 – 16.
University of Phoenix. (2010). InterClean-EnviroTech Merger Scenario. Retrieved from University of Phoenix, HRM/531 website


Leave a Reply