Essay on Career Development Plan

1664 Words Oct 3rd, 2011 7 Pages
Memo: Career Development Plan, Part I
HRM/531 – HUMAN CAPITAL MANAGEMENT
January 3, 2011

MEMORANDUM
Thursday, January 27, 2011

TO: First-Level Managers
FROM: Amy Johnson, Sales Manager
SUBJECT: Career Development Plan, Part I

Industrial cleaning and sanitation is an $8 billion industry that is no longer one-dimensional. Times are changing and if we are to prosper within our industry we must mature and progress internally. Because of the recent merger of InterClean and EnviroTech we have decided that we need to approach our company vision differently. We are no longer only selling cleaning products, but we are responsible for providing full-service cleaning solutions for companies involved in the health care industry.
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* Answer questions about product features and benefits. * Distribute product samples or literature that details products or services.
Sales Managers should be able to, but are not limited to, do the following: * Resolve customer complaints regarding sales and service. * Direct staffing, training, and performance evaluations to develop and control sales, service, and training programs. * Review operational records and reports to project sales and determine profitability. * Monitor customer preferences to determine focus of sales efforts. * Prepare budgets and approve/deny budget expenditures. * Direct and coordinate activities involving sales of manufactured products and services. * Confer with potential customers regarding product needs and advise customers on types of products to purchase.
“If you fail to plan, you plan to fail.” -Norman Vincent Peale
I find it necessary to organize a Workforce Planning System (WPS) process designed to integrate human resources response to the strategic plan of our organization. This system is a methodical, hands-on process for recognizing, obtaining, developing, budgeting and preserving our employees to meet the needs of our organization. This plan is proposing to assist in resolving staffing efforts correlated to position movement into, around and out of the company.
The plan will include the following: * Forecasting critical talent needs * Analysis of the current workforce

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