Career Development Plan - Training And Mentoring
{draw:rect} Career Development Plan Part II Raquel Fredrickson University of Phoenix Training and Mentoring Needs Success of an organization can be directly correlated to its training programs; in today’s business environment these training programs are essential. “The pace of change in our society is forcing both employed and displaced workers continually to acquire new knowledge and skill.” (Workplace Training, 2005) Various delivery methods such as seminars, online training, and DVD/CD training will be utilized. Content for these programs will be dependent upon the level of employees and will be relevant to their positions; opportunities for career enhancement will also be taken into consideration. The time-frame of progression dependent upon type of training, the pre-determined standards, and milestones that have been established. One way to measure the success of these programs is through evaluation methods. Evaluations should be made by the following individuals, the group manager, training manager, trainer, supervisor, and trainee. Each play a significant role in this process, the main concern is that evaluations need to remain objective. Feedback is also a crucial measure in the training process and will be conducted throughout the training program by all involved; negative feedback will be done constructively. If necessary, alternative avenues will be utilized for those who need further development. Training and Mentoring Group Manager Commercial Sales Manager Tom Gonzales – emphasis on training will be placed in such areas such as administration and strategy, content and delivery, and performance management. Susan Burnt and Ving Hsu – training for this position will encompass time allocation, communication, best practices in sales, outsourcing sales training, and mentoring effectiveness. In order for these programs to be successful, they must have clear and defined objectives. Objectives Group Manager The goal of this training is to...
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