Career Development Plan Part I
This paper discusses plans to implement a new business model for InterClean that provides internal advancement opportunities for existing sales and marketing personnel.
# 144914 | 1,317 words | 5 sources | APA | 2010 |
Published on Oct 17, 2010 in Business (Companies) , Business (Human Resources) , Business (Business Plans)
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In this paper, the writer analyzes InterClean Inc's takeover of EnviroTech and the new business model that was implemented as part of a strategic plan to transition focus from an older product-based sales model to a service/solution-based sales model. The author gives a detailed description of the three techniques forming the new model: job analysis, workforce planning and the personnel selection method used. In conclusion the author describes the advantages InterClean Inc. has gained by acquiring EnviroTech.
Table of Contents:
Table of Contents:
From the Paper:"The iterative discipline of workforce planning defines a cycle, which includes filling resource requests, analyzing utilization, forecasting capacity, managing and identifying the people to fill that capacity, and then starting the cycle again. The payoff for a commitment to managing and planning a workforce in this iterative manner is that the organization will be well equipped to look ahead and take corrective actions as needed (The Project Management Hut, 2010).
To gain the most advantage from the workforce planning system, organizations should consider the following:
- Minimize "stovepipes" and treat the organization as a shared workforce. This ensures the most appropriate talent on each project, and helps to reduce ineffective usage of management favorites with inappropriate experience and skill sets.
- Make workforce planning both bidirectional and collaborative. Involvement from many users when identifying requirements and selecting the best system to use will help ensure widespread adoption. Consistent participation by employees at all levels is a critical to component of effective workforce planning.
- Model supply and demand. Identify missing elements and include plans to fill those needs. Use the system to answer important questions like "Do we have the right talent to meet upcoming demand?" and "Are billable resources being used optimally?"
- Use workforce planning to close the "intelligence loop." This helps tie business operations to the strategic management team, and provides executives with better information to identify risks, support growth, and maintain profitability.
- Define and measure your needs for scalability and flexibility. In fast-moving, dynamic industries, organizations need the ability to alter business processes quickly, in response to changes in the market or regulations. Workflows should be easy to configure without programming (The Project Management Hut, 2010)."
Sample of Sources Used:
- Cascio, W. F. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill.
- O*Net OnLine. (2010). Summary Report for: Sales Representatives/Sales Managers. Retrieved from http://online.onetcenter.org/link/summary/11-2022.00
- The Project Management Hut. (2010). Rise of the Project Workforce, Chapter 9: Workforce Planning. Retrieved from http://www.pmhut.com/rise-of-the-project-workforce-chapter-9-workforce-planning
- University of Phoenix. (2010). Week One Supplement: InterClean - EnviroTech Merger Scenario. Retrieved from University of Phoenix, HRM/531 - Human Capital Management course website.
- University of Phoenix. (2010). HRM/531 Course Syllabus. Retrieved from University of Phoenix, HRM/531 - Human Capital Management course website.
Cite this Business Plan:
Career Development Plan Part I (2010, October 17) Retrieved April 21, 2021, from https://www.academon.com/business-plan/career-development-plan-part-i-144914/
"Career Development Plan Part I" 17 October 2010. Web. 21 April. 2021. <https://www.academon.com/business-plan/career-development-plan-part-i-144914/>