Career Development Plan Summary

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The wise usage of human resources is the constituent part of personnel management practice. The main task of the manager of the company is the exposure of hidden resources in the organization, right arrangement of the staff according to the tasks they are provided with. Today there is more frequent usage of the notion of “human capital”. The worker today is not just a simple executor, but the strategic resource of the company, the fundament of its competitiveness.

Having been promoted to a new midlevel management position, I was asked to restrict the team, as new tasks and responsibilities were to be maintained. The requirements were strict and the current personnel and new one were to meet some training. Further discussion will dwell upon the methods of better designing and implementation of this restructure.

The company where the level of work evaluations may be provided is Kudler Fine Food. The company is specialized in selling freshest products to a large scope of people. The high results which are achieved by the company have been achieved thanks to the good management in the field of human resources. The company offers good career development, which is considered as additional motivation for the personnel. Educational opportunities, accommodations for diversity, and so on are the least opportunities for the staff, which increases the level of production of every employee.

People’s salary goes as a good motivational pusher, which is one the high level in Kudler Fine Food. The company cares for personnel comfort and desire to work. Modern equipment, innovative security, and other issues help personnel to maintain their work. The training, which is provided, is part of their work as they help to increase the productivity and the work quality.

The first factor which should be taken into consideration is that training must be safe. “Using personal protective equipment, engaging in work practices to reduce risk, communicating health and safety information, and exercising employee rights and responsibilities” (Cascio, 2005, p.598) should be focused on during the personnel training. Considering the levels of employment in Kudler Fine Foods, it was difficult to organize the training programs as different levels had different responsibilities and the amount of knowledge necessary for work.

Considering the training programs, the importance of manager training should be taken into account. The supervisor’s training should be the first step in the whole training program. To provide wise and correct training, managers should be prepared for that adequately and their knowledge should correspond to the level of occupied position (Cascio, 2005). Being an Administrative Assistant, I had to learn how to manage the work of three departments: Finance and Accounting, Store Operations and Human Resources. To manage the high level of work of the directors of these departments, I could not interfere in their everyday work.

There are a lot of ways of how to improve workers’ opportunities and enlarge their scope of knowledge, and there are also methods how to investigate and evaluate the scope of received knowledge. The mediation, fact-finding and Interest Arbitration methods were used to provide the appraising of the team performance. These methods can help to evaluate the ability to teamwork, the personnel relations and other aspects which may help to work together. Working in the Food Store is always communication with lots of people and dealing with lots of problems, and team support plays a valuable role.

The sense of mediation is to divide the personnel into three groups. Two of them have absolutely opposite opinions about some issue, and the third part is neutral. The task of the neutral part is to help these two parties to reach a settlement (this third part is not a judge). Such human qualities as persuading, communicational skills and procedural suggestions may be evaluated during this test. (Cascio, 2005) The conflict solution is the must-be feature of character of every worker of the company and this method is a good part of evaluation the workers’ ability to smooth the problems which appear.

Fact-finding method shows people’s ability to provide negotiations, to recognize important facts in a stream of information. The procedure is as follows, every part chooses the information (fact) which seems for them to be the main in dispute solving. The recommendation fact will be read by the neutral part, and the task of this part to convince everybody that this very fact is the main and the most significant. Others have right whether to agree or disagree with the recommended issue. People’s character, the ability to assert their point of view is the main character qualities which are aimed to be shown while during this method of evaluation. (Cascio, 2005) Kudler Fine Food is the net of stores which deals with delivery of goods and the ability to provide negotiations is the important part of workers’ responsibilities.

Interest arbitration is almost the same as mediation, but in this case if the settlement between parties is not found, the outsider imposes his/her point of view. The aims and evaluation results are the same as during mediation method. (Cascio, 2005) The head departments are those people who should interfere if their subordinates cannot cope with the situation. The leadership qualities of the directors are valued in this case.

These three methods may seem to provide the contest between the personnel, but it only seems. The personnel learns how to work in team, as different people have different opinions and sometimes it is necessary to take the position of somebody else, which may contradict to yours, in order to prove the team’ verity. Team work is very important part of the industrial process, but it is very difficult to evaluate it. The team may be successful or failure because of 2-3 people, and without them the team work is good. At the same time, motivation is easier provided in the team, what increases the chances of successful solution of the problem.

The named methods allow evaluating the team skills of the workers, but there is a necessity to evaluate the personal employee skills after training. The issues which should be considered are the knowledge about the company’s products, past and present contacts, the employee should be aware about contracting policies/procedures and credit management, the important field of knowledge is the competitor’s products and progress. People’s individual qualities affect the team and its level of skills, so every individual person is responsible for the team work in the company. Moreover when the company always deals with people, where moral support is crucial, it is important not to lose the control. Methods for evaluating employee and team performance differ greatly, but their combination is the important factor in success achievement.

So, human recourses are the main in the management of the company. The satisfaction of personnel helps to maintain the discipline and success of the company. Before providing the training of additional personnel, the manager should be taught properly as managing human resources is rather difficult business. The wise management is one of the main factors of successful company development.

Training personnel is important as an innovative technology which develops every day and is imported in the manufacturing process is impossible without these trainings. Personnel should know the procedure and the task they are given in order to provide profitable manufacturing. Statistical and evaluation departments should also be considered as they follow the developmental process and analyze the work which has been provided.

Reference List

Cascio, W.F. (2005). Managing human resources: productivity, quality of work life, profits. The McGraw−Hill Companies.

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Career Development Plan Summary

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