I want to lead or supervise a team of technicians. I found an article explaining on how we choose our career path Perspectives on Career Development Career development can be understood as one of the many aspects of socialization that combine to create human development; in this case the focus is on occupational or work socialization. In psychological terms, the individual acquires motivation to act in certain ways related to his or her beliefs about personal self-efficacy to achieve in particular work domains, to the likelihood that certain valued outcomes will occur from some choices and not others, and to the salience of My Life
Targeted: If you are a young and inspired high school graduate searching for a fast paced career in the field of sales or customer service Tanglewood may be the career opportunity that you are looking for. Positions in your area offer competitive pay for positions offered and present a lot of advancement opportunities. Your local branch is currently filling positions. One of them may belong to you! Realistic: Are you an action taker?
In order for keep the company’s current growth to continue, the staffing levels and qualities are going to have to be re-evaluated and changed when needed. The staffing levels include determining if the company should acquiring or developing talent, hiring yourself or outsourcing, external or internal hiring, having a core or flexible workforce, focusing on hiring or retention, national or global outsourcing, attract or to relocate, to be overstaffed or understaffed, and whether to be short or long-termed focused. The staffing qualities that need to be determined is whether the company should try to meet a person/job or person/organization match, specific or general KSAOs, having an exceptional or acceptable workforce quality, and having active or passive diversity. By making the correct decisions in regards to the staffing, Tanglewood will be able to continue the positive growth of their company. Acquire or Develop Talent The first decision to be made would be whether to acquire talent externally or to develop talent internally.
Beneficiaries are those who stand to gain something as a direct result of the effort. Targets are those who may or may not stand to gain personally, or whose actions represent a benefit to a particular population. Some examples are: • A particular population • People experiencing or at risk for a particular problem or condition • People involved or participants in a particular organization or institution • People whose behavior the efforts aim to change • Policy makers and agencies that are targets of advocacy efforts Secondary Stakeholders – Those directly involved with or responsible for beneficiaries or targets of the effort. Those whose jobs or lives might be affected by the process or results of the effort. Some examples are: • Family members, friends • Schools and their employees • Medical professionals • Social workers • Health and human service organizations • Community volunteers • Police and other law enforcement agencies • Employers Key Stakeholders – Those who can devise, pass, and enforce laws and regulations that may either fulfill the goals of the effort or directly cancel them, those who can influence others and those with an interest in the outcome of an effort.
Establishing additional long term care services would create additional jobs for the community and generating income for the organization for the services provided in return. Action Plan Introduction The introduction would explain the basis of what we are trying to accomplish as an organization as well as the rest of the presentation. Body The effects of organizational structure on communication What is our organizational structure What is our communication style The appropriate communication methods for managers in our organization The importance of communication methods in the organizational structure The consideration of internal and external relationships Strategies and methods needed to influence organizational change and to minimize conflict What are strategies that might be used to bring about change in the organization? How might strategies be used to prevent or to minimize conflict? What strategies might be applied if conflict does arise?
( Taylor, M.S. and Bergmann, T. 2008). Dr.Susan Taylor Chair of Human Resource Management & Organizational Change believes that rrecruitment consists of practices and activities by the organization have a purpose of identifying and attracting new employees (2008). The recruitment process can be looked at from many angle perspectives such as organization and the applicants view according to Field, R.H. (2002), Under the organizations perspective their recruitment apply specific designs and tools to identify the best
Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. It is also a tool that is used by management for a variety of purposes to further the existence of the company. It may be adjusted according to the business needs, goals, and available resources. Some examples are to recruit and retain qualified employees, increase or maintain moral satisfaction, reward and encourage peek performance, achieve internal and external equity, reduce turnover and encourage company loyalty (Tandehill, Human Capitol, 2010). Recruitment and retention of qualified employees is a common goal shared by many employers.
Employees who attend the program can introduce new idea and encourage other employees. A person that takes advantage of tuition reimbursement is being proactive and wanting to grow their career or advance to another career, Bell, R. (2010). The world market is consistently changing and as technology changes so should we and with education the employees can be current on issues helping the company to be competitive in the
Professional Development Plan Professional development is about the gaining of personal skills and knowledge for career opportunities and advancements. There are many sources for professional development, such as consultation, lesson study, coaching, mentoring, community of practice and technical assistance (Guskey, 2000). DISC Talent constitutes of different factors, and behavior is one among all. The DISC personality test provides a report that reveals the individual’s behavior. It guides the requirement to develop new skills that could help in getting higher level of commitment, competence, and cooperation when working with others.
She has given me feedback on my performance, and highlighted future training events that I may find beneficial. Having supervisions with team leaders, getting guidence on areas I could improve or areas where I work well in. 3.1 Personal development plan can be defined as the development of the skill of a person which is very much important for personal career and also professional career of that person. This plan also indicates to the advancement of the personality of individual person. It helps a person to make him capable and confident in his profession.