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Career Development Plan Summary HRM 531 January 23rd, 2011
According to University of Phoenix (2003). then soon after she created stores in Del Mar and Encinitas. issues. Although she hired managers and assistant managers at each store. sales. It is necessary for KFF to restructure the team in order for her staff to function at an optimum level. or equivalent degree. Kudler created KFF with the La Jolla store in 1998. Required qualifications for the Store Manager role include a minimum of an Associate’s degree in Business Administration and at least two years of management experience. and operations of each store. The La Jolla store keeps expanding. Kathy does all the ordering for each location which takes up quite a lot of her time. Required qualifications for the Regional Manager role include a minimum of a Bachelor’s degree in Business Administration. Logistics Manager . Store Manager There will be one Store Manager assigned to each store and the Store Manager will oversee all employees at the specific location. and it’s taking time away from the time she spends with the customers. while the Del Mar and Encinitas locations have been suffering. The Store Manager will report directly to the Regional Manager on daily operations. Kathy spends most of her time buying for each location. Job Descriptions and Qualifications Regional Manager The Regional Manager will oversee all existing KFF locations and will directly report to Kathy on the status. events. along with traveling each week to all the stores. President of Kudler Fine Foods (KFF). and at least five years of management experience. has a vision to be the premier gourmet grocery store (University of Phoenix.CAREER DEVELOPMENT PLAN SUMMARY 2 Career Development Plan Summary Kathy Kudler. 2003). and events.
vision. and supervision of the catering team. Minimum qualifications for the Caterer role is at least five years of catering experience and at least two years of management experience. Marketing Coordinator The Marketing Coordinator will supervise all events and marketing for KFF. along with informing Kathy about potential new clients. Training Program Each member of the new team will receive a New Hire Packet before their first day. Caterer The Caterer will be in charge of all catering events with KFF. the Caterer will oversee the hiring. along with checking that deliveries are on time. The training manual will cover the history. As the catering department grows. Minimum qualifications include a Bachelors degree in Business. The Marketing Coordinator will be in charge of wine tastings and cooking classes. mission statement. . The Marketing Coordinator will work report directly to the Regional Manager on all KFF marketing components. and values of KFF. The Logistics Manager will report directly to the Regional Manager and will also be in charge of implementing an automated ordering process. along with five years of experience. development.The Logistics Manager will oversee each store and will focus specifically on doing the ordering for KFF. along with managing all advertisements for KFF. Minimum qualifications include a High School Diploma and at least three years of marketing or event planning experience. The Caterer will report to the Regional Manager on a weekly basis with reports on how previous events went. The packet will also have a section that covers the job description for each person and who they report to. The ideal candidate will also have great interpersonal skills since they will be working directly with clients on a daily basis.
Kathy will work directly with the new team to discuss the reasons why the team was created and how each person’s role impacts the team. After the first week of classroom training. Performance Evaluation Individual Performance Employees will have one-on-one reviews with their managers every six months. Employees are evaluated on a performance matrix and the management will go through each component explaining why the employee was given a particular rating. the employee can explain why they should be rated differently. a verbal warning will be presented during the one-on-one and the employee will have 30 days to improve their performance. and get feedback from their manager on their performance. During their reviews. the manager will discuss any areas of opportunity and recommend coaching sessions. If the employee’s performance does not change after the 30 days. each employee will have two weeks of on-thejob training. lectures. The remainder of the week will have training in the form of videos. From there. If there are major concerns from management. a written warning will be created that the employee and manager will sign. if employees do not meet expectations. employees will have a 60 day probationary period. employees are able to voice any concerns. At the end of the 60 days. along with providing specific examples. ask questions. their position with KFF will be analyzed. and power points. Once the two weeks of on-the-job training are done. The letter will go on the employee’s file and the employee will have 30 days to . Kathy will review each employee to determine if their performance appraisals meet her expectations and.During the first week. If the employee disagrees with any ratings. Employees will be given a mentor through this process so they have a point of contact for questions or advice.
the employee will be terminated. The team appraisal system is different than the individual appraisal system because subordinates and peers will be evaluating each employee. certain team members may feel that they are doing more work than others and will feel they are not being paid fairly. It can be a bit difficult evaluating team performance because managers will need to see what each individual contributed to the team’s performance. 2006. Individual team members will need to be assigned certain responsibilities and tasks for the team in order to hold each member accountable for performance and reduce social loafing. 3). 2007. If specific tasks and responsibilities were not assigned. have gained popularity in evaluating individual behaviors and overall levels of engagement—the „soft‟ side of performance that is not typically included in a company‟s profit and loss statement” (Maylett. and make raters accountable to upper-level review” (Cascio. possibly including objective measures or ratings made by multiple individuals. Riboldi. and the importance of rating members honestly. There will also be a set of specific goals for the team to meet within one calendar . Since each member will be assigned specific tasks and responsibilities.improve performance and if no improvement is seen after 30 days. Individual equity can lead to social loafing if it is not handled in the proper way. Ch. such as 360-degree feedback and employee engagement assessments. Managers should “seek a variety of types of information about performance. how the numbers will be used. their impact on the team is comparable to each other so individual equity will be at a standard level. “Feedback tools. pg. 9). Team Performance Team performance will be evaluated using the 360 degree performance appraisal. There will be a meeting specifically on explaining the 360 degree approach.
The benefits package includes a medical and dental plan. Career Development Each employee’s immediate supervisor is required to meet with their employees once a month for feedback and coaching sessions. The bonus will be based off of individual and team performance appraisals. 1). a retirement plan can provide big tax advantages and. During the monthly meetings. if they achieve their goals. at the same time. Each January. and it will come in two disbursements. Compensation and Benefits Package Since KFF is a small. Lastly. employees are able to get an understanding of how they are doing performance-wise and where their strengths and areas of opportunity are. Bonuses will be paid out in January and July. The yearly bonus will increase employee motivation and will push each individual to work as a team. but she does offer comparable salaries to the industry. . pg. start-up company. Each team member will be offered a salary with the potential to receive a bonus once a year. 2003. 14). Kathy has also decided to provide her employees with a retirement plan because “no matter what size business you own. attract and retain great employees” (Nurdin. along with two weeks of paid time off and two personal days. KFF will offer the option of a flexible schedule to eligible full-time employees. the team will be awarded a bonus. Fuller-Love (2006) found that. KFF also offers a comprehensive benefits package for full-time workers.year and. Kathy is not able to offer competitive salaries at this time. “improving the management skills of the owner-managers of small firms is likely to have a beneficial effect on their survival and growth” (Pg. One disbursement will be for the individual bonus and the other disbursement will be for the team bonus. managers will review each employee’s wages and performance to determine if that particular person is eligible for a raise.
” Installing a mentor program for employees will make the new employees feel comfortable and will increase loyalty. along with decreasing turnover. Kathy needs to restructure her staff by creating a new team. Each team member has an important role in the daily business of KFF. Hippeau (2010) found that “most CEOs can point to people who gave them an added perspective and push when they needed it most. Miller (2006. “Connections are a major reason people stay with organizations and a mentoring program is all about people connecting with people.” Conclusion Due to the recent growth in business for KFF. . this will leave Kathy more time to focus on struggling locations and to find new ways to grow her business. so each person will have someone to go to for advice and coaching. If the new team is successful.Employees will also be assigned a mentor within KFF. so it‟s necessary for Kathy to make sure she integrates and trains the new team properly. 2) explains. p.
Nurdin. Miller. 80(1). Retrieved from EBSCOhost. Management development in small firms.). W. . CMA Management. N. 16(30). 4.00125. 14. & Riboldi.1111/j. Retrieved from University of Phoenix. E. Developing an effective mentoring program.x Hippeau. doi:10. Retrieved from EBSCOhost. Retrieved from EBSCOhost. 175-190. F.com. Fuller-Love. (2006). J.2006. Retrieved from EBSCOhost. profits (7th ed.References Cascio. BusinessWeek. Using 360° Feedback to Predict Performance. 8(3). Why small businesses benefit from a retirement plan. 35.. Maylett. T. New York: McGraw-Hill. Managing human resources: Productivity. (2007). Kudler Fine Foods. International Journal of Management Reviews. quality of work life. T+D. 48. University of Phoenix. 61(9). (2006).1468-2370. M. M. Fort Worth Business Press. (2010). Start Mentoring. (2003). Human Capital Management website. (2006). (2003). To Boost Growing Small Businesses.
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