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Career Management Plan

Career Management Plan 1
Running head: CAREER MANAGEMENT PLAN

Career Management Plan
Bobby J. Hunt
University of Phoenix
Human Capital Management / HRM 531
Individual Assignment – Career Management Plan
August 7, 2009

MEMORANDUM Page 1 of 3
TO: Supervisory Team
FROM: Suzanne Hunt
SUBJECT: Career Management Plan
DATE: April 15, 2005

Now that the training and mentoring program has been established, it is time to implement a new career management plan for our team. This plan is being established to not only evaluate the performances of our employees but to cultivate a career development plan. Discovering and promoting the most qualified candidates is essential because valuable human expertise is the main source of competitive advantage for the organizations. Thus, the creation of performance criteria is an important requirement towards performance appraisal (Yee and Chen, 2009). A good evaluation complete with employee feedback is a basic tool needed to complete this process.

After completing the new evaluation, the employee will be interviewed to give them the opportunity and encouragement to voice their honest feedback - no matter if it is good or bad. Any ideas that they have for improvement, to include the staff and policy, are welcomed topics to be shared within this forum. It is this type of information that we need and are looking for to incorporate within the career development plan. In the article, “Time Is Now for ‘Career Conversations’, it states “Ready employees who will be affected by the change. Give them the tools and resources to deploy successfully to other more viable areas of the firm that fit their aspirations. Re-deployment should always be the first optton”(sic) (Time Is Now for 'Career Conversations, 2009). Within the constraints of time and budget, we will provide the employee with the tools and training they need to reach their stated goals. Having both the employee and their...