This action might not be possible to undo. Are you sure you want to continue?
Career Development Plan Summary HRM 531 January 23rd, 2011
Store Manager There will be one Store Manager assigned to each store and the Store Manager will oversee all employees at the specific location. 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. 2003). and events. According to University of Phoenix (2003). has a vision to be the premier gourmet grocery store (University of Phoenix. Kathy does all the ordering for each location which takes up quite a lot of her time. while the Del Mar and Encinitas locations have been suffering. The Store Manager will report directly to the Regional Manager on daily operations. and operations of each store. President of Kudler Fine Foods (KFF). and at least five years of management experience. sales. along with traveling each week to all the stores. Required qualifications for the Regional Manager role include a minimum of a Bachelor¶s degree in Business Administration. and it¶s taking time away from the time she spends with the customers. Logistics Manager . Job Descriptions and Qualifications Regional Manager The Regional Manager will oversee all existing KFF locations and will directly report to Kathy on the status. Kudler created KFF with the La Jolla store in 1998. It is necessary for KFF to restructure the team in order for her staff to function at an optimum level. events.CAREER DEVELOPMENT PLAN SUMMARY 2 Career Development Plan Summary Kathy Kudler. issues. The La Jolla store keeps expanding. then soon after she created stores in Del Mar and Encinitas. Kathy spends most of her time buying for each location. Although she hired managers and assistant managers at each store. or equivalent degree.
Training Program Each member of the new team will receive a New Hire Packet before their first day. The training manual will cover the history. The Logistics Manager will report directly to the Regional Manager and will also be in charge of implementing an automated ordering process. the Caterer will oversee the hiring. along with informing Kathy about potential new clients. mission statement. Minimum qualifications include a High School Diploma and at least three years of marketing or event planning experience. Minimum qualifications include a Bachelors degree in Business. and supervision of the catering team.The Logistics Manager will oversee each store and will focus specifically on doing the ordering for KFF. . development. and values of KFF. The Marketing Coordinator will be in charge of wine tastings and cooking classes. The Caterer will report to the Regional Manager on a weekly basis with reports on how previous events went. The ideal candidate will also have great interpersonal skills since they will be working directly with clients on a daily basis. vision. along with five years of experience. along with managing all advertisements for KFF. along with checking that deliveries are on time. Caterer The Caterer will be in charge of all catering events with KFF. Marketing Coordinator The Marketing Coordinator will supervise all events and marketing for KFF. As the catering department grows. Minimum qualifications for the Caterer role is at least five years of catering experience and at least two years of management experience. The packet will also have a section that covers the job description for each person and who they report to. The Marketing Coordinator will work report directly to the Regional Manager on all KFF marketing components.
Once the two weeks of on-the-job training are done. At the end of the 60 days. and get feedback from their manager on their performance. Kathy will review each employee to determine if their performance appraisals meet her expectations and. The remainder of the week will have training in the form of videos. If there are major concerns from management. each employee will have two weeks of on-thejob training. lectures. and power points. 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. the manager will discuss any areas of opportunity and recommend coaching sessions. a written warning will be created that the employee and manager will sign. If the employee¶s performance does not change after the 30 days. ask questions. From there. along with providing specific examples. After the first week of classroom training. the employee can explain why they should be rated differently.During the first week. Performance Evaluation Individual Performance Employees will have one-on-one reviews with their managers every six months. During their reviews. if employees do not meet expectations. 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. a verbal warning will be presented during the one-on-one and the employee will have 30 days to improve their performance. The letter will go on the employee¶s file and the employee will have 30 days to . employees are able to voice any concerns. employees will have a 60 day probationary period. Employees are evaluated on a performance matrix and the management will go through each component explaining why the employee was given a particular rating. their position with KFF will be analyzed.
improve performance and if no improvement is seen after 30 days. There will be a meeting specifically on explaining the 360 degree approach. the employee will be terminated. Managers should ³seek a variety of types of information about performance. Individual equity can lead to social loafing if it is not handled in the proper way. 2006. such as 360-degree feedback and employee engagement assessments. have gained popularity in evaluating individual behaviors and overall levels of engagement²the µsoft¶ side of performance that is not typically included in a company¶s profit and loss statement´ (Maylett. how the numbers will be used. and make raters accountable to upper-level review´ (Cascio. Team Performance Team performance will be evaluated using the 360 degree performance appraisal. pg. possibly including objective measures or ratings made by multiple individuals. certain team members may feel that they are doing more work than others and will feel they are not being paid fairly. 9). 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. If specific tasks and responsibilities were not assigned. There will also be a set of specific goals for the team to meet within one calendar . Riboldi. ³Feedback tools. Since each member will be assigned specific tasks and responsibilities. and the importance of rating members honestly. The team appraisal system is different than the individual appraisal system because subordinates and peers will be evaluating each employee. Ch. their impact on the team is comparable to each other so individual equity will be at a standard level. 3). 2007. It can be a bit difficult evaluating team performance because managers will need to see what each individual contributed to the team¶s performance.
Each January. but she does offer comparable salaries to the industry. During the monthly meetings. start-up company. Compensation and Benefits Package Since KFF is a small. Each team member will be offered a salary with the potential to receive a bonus once a year. One disbursement will be for the individual bonus and the other disbursement will be for the team bonus. a retirement plan can provide big tax advantages and. KFF will offer the option of a flexible schedule to eligible full-time employees. 1). KFF also offers a comprehensive benefits package for full-time workers. Fuller-Love (2006) found that. Career Development Each employee¶s immediate supervisor is required to meet with their employees once a month for feedback and coaching sessions. employees are able to get an understanding of how they are doing performance-wise and where their strengths and areas of opportunity are. 14). if they achieve their goals. Lastly. The benefits package includes a medical and dental plan.year and. and it will come in two disbursements. Kathy has also decided to provide her employees with a retirement plan because ³no matter what size business you own. managers will review each employee¶s wages and performance to determine if that particular person is eligible for a raise. pg. Bonuses will be paid out in January and July. 2003. attract and retain great employees´ (Nurdin. The yearly bonus will increase employee motivation and will push each individual to work as a team. at the same time. ³improving the management skills of the owner-managers of small firms is likely to have a beneficial effect on their survival and growth´ (Pg. . The bonus will be based off of individual and team performance appraisals. Kathy is not able to offer competitive salaries at this time. along with two weeks of paid time off and two personal days. the team will be awarded a bonus.
p.´ Installing a mentor program for employees will make the new employees feel comfortable and will increase loyalty.´ Conclusion Due to the recent growth in business for KFF. so it¶s necessary for Kathy to make sure she integrates and trains the new team properly. this will leave Kathy more time to focus on struggling locations and to find new ways to grow her business. 2) explains.Employees will also be assigned a mentor within KFF. . Hippeau (2010) found that ³most CEOs can point to people who gave them an added perspective and push when they needed it most. Each team member has an important role in the daily business of KFF. If the new team is successful. along with decreasing turnover. ³Connections are a major reason people stay with organizations and a mentoring program is all about people connecting with people. so each person will have someone to go to for advice and coaching. Kathy needs to restructure her staff by creating a new team. Miller (2006.
M. (2003). University of Phoenix. BusinessWeek. (2006). 14. T+D..References Cascio. Kudler Fine Foods. . 80(1). Developing an effective mentoring program. 61(9). Maylett. 16(30). Fuller-Love. W. Nurdin. International Journal of Management Reviews. (2003). profits (7th ed. Miller. F. (2010). CMA Management.00125. (2007). doi:10.com.1468-2370. Managing human resources: Productivity. Retrieved from EBSCOhost. Retrieved from University of Phoenix. Management development in small firms. (2006). (2006).2006. M. Retrieved from EBSCOhost. Retrieved from EBSCOhost. & Riboldi. Why small businesses benefit from a retirement plan. E. Human Capital Management website. 175-190. To Boost Growing Small Businesses. New York: McGraw-Hill. N. T.x Hippeau. J.1111/j. 35. Fort Worth Business Press. 4. 8(3). Start Mentoring. Retrieved from EBSCOhost. 48. quality of work life. Using 360° Feedback to Predict Performance.).
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue reading from where you left off, or restart the preview.