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Creating a Development Plan
You will continue using the same scenario from the previous assignment.
For this assignment, assume that you have been brought in to consult with Green-Plus Industries, a growing organization that is preparing to open a new regional office. Currently, Green-Plus Industries has eight facilities in other regions; in fact, this new facility will be the first of three new regional offices slated to open in the next three years.
This new facility will be a multipurpose regional office with over a thousand employees in a variety of disciplines. Green-Plus Industries is planning to hire for a range of positions, including:
Regional vice president and senior staff functions.
A customer service team.
A distribution/warehouse team of about 400 employees.
As the organization continues to grow, it is finding increasing difficulty in recruiting qualified employees to fill key management positions and positions at all levels of the organization.
Current Employee Development
The training department has these programs that are used to conduct employee development:
The 5-day management development program was created in 1995 by the former training director. It is conducted several times a year and “up and comers” are sent to this program when it is offered. This program focuses on planning, controlling, organizing, delegating, and employee discipline.
The job shadowing program is for the same employees. It involves a two-week planned shadow of selected employees with the goal of exposing trainees to key jobs and the duties involved.
Individual departments also set up and run their own department-level training programs.
Based on your role as an external consultant your next goal is to recommend a development program that focuses on the management side of the organization.
This plan should focus on developing the knowledge, skills, and ASAs needed for key leadership and management positions in the organization over the next ten years and beyond.
Based on current research from at least six applied and research articles, develop a plan that includes (but is not limited to) the development needs of employees and addresses the anticipated talent gap for key leadership and management positions. The process for development of this plan begins by analyzing the needs of the employees for development; for example, an employee may appear to be a top candidate for a promotion but due to family considerations may not be able to relocate.
In your assignment, address the following:
Describe a needs analysis plan that identifies the development needs of employees.
How will your plan uncover both the needs and wishes of the employee?
What process would you follow? How would you engage with the employees?
Evaluate models used in succession planning for top management.
What model would you develop for the organization to use for building a succession plan for top management jobs? Use your research to inform your model.
Develop a succession planning model for top management.
What model would you develop for the organization to use for building a succession plan for top management jobs? Use your research and evaluation of succession planning models to inform your model.
What are the jobs that are involved in this process?
Analyze current research models on mentoring and employee development.
What does the current research suggest about the development and use of a mentoring program?
How will you use a mentoring plan as part of this succession plan?
Recommend a management development plan based on current research models.
Discuss what current research suggests about internal management development plans and their effectiveness in succession planning.
Analyze the existing 5-day management development program. What recommendations would you make for developing an internal management training program, based on current research?
Recommend key competencies for this program, based on your research.
Create a professional report that tells your client:
A needs analysis plan to identify employee development needs.
An evaluation of various succession planning models for top management, including a succession model for Green-Plus Industries.
An employee development plan that includes the use of mentoring.
Recommendations for an internal management development training program.
Communication: Ensure communication is free of errors that detract from the overall message and quality.
APA guidelines: Format your citations according to current APA style.
Resources: Use at least six resources from peer-reviewed journals.
Length: Include between 7â€“10 pages, double-spaced.
Font and font size: Use 12 point, Times New Roman.
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