Developing employees is a critical part of helping employees reach their full potential and performance. Todays employees list this as one their most important items in employee surveys. Your organization recently conducted an employee survey; something the new president asked for. It was the first time it was done in the history of the company. After analyzing the results, it was clear to you as the Human Resources (HR) Director, and the president, that a specific development plan was needed for each role.

You both decided to focus first on a group of rising star employees that you both believe should be developed for future roles in the company. You believe it will help retain this group and keep your key people in your organization for years to come. The president wants this group to be your test group for how you may come up with a larger development plan later for others in the organization.

QUESTION

You are tasked with writing a development plan (five pages; APA formatted) using the competencies (Knowledge, Skills, Abilities) of their job descriptions.

The positions are:

1. Supervisor of Fulfillment: This person was just promoted and reports to the director of fulfillment. This person does not really understand how the business runs as his/her entire time has been spent in fulfilling shipments and orders of goods for customers.

2. Cost Accountant: This person also handles tax duties and has been mentioned as someone who could be the next controller. This person does not have a CPA. Something that is valued for future positions. He/she reports to the controller. The controller has been at the organization 36 years and has been mentioned to be a good coach/mentor candidate for others in the organization.

3. Assistant Director of HR: This person worked in the operations of the organization before coming to HR. This person has a goal of obtaining a masters degree in HR and obtaining professional certification. He/she stated, I plan to do this myself currently because the company doesnt have a system in place. It is rumored he/she plans to leave the company once these goals are obtained, but would really like to stay. He/she gives clues there is not value placed on the role. Nor is the pay competitive.

4. Public Relations (PR) Specialist: This person works in the marketing department. A department where no one has turned over in 20 years. Its known that one cannot advance because the current managers and director are entrenched in their jobs. However, the president would not promote anyone to take the current directors job from within, but likes the potential of this PR specialist who has his/her masters degree in marketing, is in alignment with the values, and is deemed someone who can lead, if just given an opportunity.

5. Area Supervisor of District Five: This is an individual who started in the company as an entry level clerk. He/she has worked hard into the roe of an area supervisor. He/she graduated from high school with a GED and has taken a few college courses to help in the job, at his/her own expense. The operations manager believes this person would make an effective district manager and has complained to the new president about the lack of a development plan for people like this. The operations manager believes we will lose this person to another competitor and has demanded we invest in people like this.

The president doesnt want a one size fits all plan. The president wants one that will enhance the careers of each person listed here and prepare them for future roles. The president expects this will be needed in one or more of the roles within the next two years. The president has talked to his/her direct reports and informed them of what you are doing. They have been instructed to provide support and ideas to assist with the development plan.

Please read it carefully and answer the questions.