Career Development Plan Summary

1639 Words7 Pages
Career Development Plan Summary
Tool Distributors, Inc.

Career Development Plan Summary
Tool Distributors, Inc.

As you all know, Tool Distributors, Inc. has recently experienced considerable growth and members of executive management have asked for the restructuring of the financial department. The finance department has been asked not only to assume additional responsibilities but also initiate the hiring of additional team members. This report will introduce five new positions to the team, the implementation of a new training program, evaluation process, incentive/benefit package, compensation, and career development strategies to supplement these new positions.
New Team Development Until this point in time, the finance
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While team production performance is something that can be easily measured, leaders must also recognize that there will be difficulties of evaluating a team’s performance. “Measuring intangible items such as communication, team leadership, meeting effectiveness, cooperation, and problem-solving ability is more difficult for management than measuring the productive processes,” (Buckenmeyer, 1996). Therefore, the team appraisal system must be unique in its methods. Members must have a clear understanding of the team and their role in order for the team to function and rewards and evaluation process should be determined and be clearly defined so that each team knows what the expectations are. Each team will undergo internal processes to create team charters and establish procedures to deal with conflicts such as social loafing and to overcome obstacles. Team member performance and rewards will be dependent upon each individual member creating a peer pressure to excel and discouraging social loafing.
Additional methods should also be used to evaluate training effectiveness will be performance reviews to note behavioral changes in members, written tests to determine the change in effectiveness among team members, cost benefit analysis to identify results, and customer surveys to determine organizational performance. Ultimately, the goal of evaluation is
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