Performance and Career Management Plan

In: Business and Management

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Pages 3
Performance and Career Management Plan
Travis Steiner
University of Phoenix
Human Capital Management
HRM/531
Jim Foote
May 01, 2011

Performance and Career Management Plan
Having a career management plan is exactly like having a map; you want to know where you are, where you are headed, and where your destination is. Your career management plan should also take into account your career interests and needs along with your knowledge, skills, and how to balance your work (Purdue.edu, n.d, p. 2). As CEO of InterClean I would like to develop a career management plan and guide the employees in a positive direction.
Feedback and Opportunities
It is crucial to give honest and timely feedback while trying to develop relationships. Developing a healthy relationship is very important and sometimes honest feedback can be hurtful and it needs to be done in a professional and compassionate manner. This will ensure the employee that you are not trying to tear anybody down but rather working with the employee to build a successful organization. Each employee has a different personality and based upon this you may need to be more sensitive when evaluating the employee.
An evaluation should be performed four times for new employees and twice for the other employees. For a new employee there is an evaluation after the initial training is finished, there is a 90 day evaluation, a 6 month evaluation and a 1 year evaluation. For other employees the two evaluations are done at 6 months and at the end of the year. During these two evaluations employees will discuss their goals and what opportunities they would like to have. Based upon these evaluations, work performance, and employee interaction is what management will take into account for promotions and pay raises. If an employee is willing to really work hard, there should be great opportunity for growth.…...

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