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Improving Development Plans
You will continue using the same scenario from the previous assignment.
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 lower-level management development program.
These training programs could include the development of specific skills, and leadership programs and areas beyond simple training programs; such as coaching, on-the-job training, mentoring and career development, et cetera. Examples of the kind of program that is needed would be developing new department supervisors for the distribution centers.
As a first step, develop a supervisor training program for both internal candidates and newly hired supervisors. Consider the following:
Analyze a coaching program based on current research models.
Recommend a coaching program, including how you would select and train the coaches, using research from at least two applied and research articles.
Explain the advantages of this program, and any issues you foresee in using this program.
Compare three additional components of a development program.
Recommend at least one additional component to this development program, based on research.
Describe the details of this program and why you would select this program over other options.
Recommend a supervisory training program based on current research.
Conduct a benchmark analysis by looking at how other organizations handle this type of development program.
Recommend a needs analysis program to identify specific employee needs.
Recommend a type of program (internal or external instructor, onsite or remote, et cetera). Justify your plan.
Include metrics and a plan for analyzing the success of the training program.
Create a professional report that tells your client:
A coaching plan that identifies how coaches would be selected and trained.
A comparison of at least three additional components (beyond the coaching) that you believe would be the best options to include in a development program.
Recommendations for a supervisory training program that includes the benchmarking and identifies employee needs, program type, and how to measure the success of the 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 6 peer-reviewed articles as a basis for your research.
Length: Include between 6â€“8 pages, double-spaced.
Font and font size: Use 12 point, Times New Roman.
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