Bram Career Management Plan, Assessment Example

The Bram industries career management plan is defined as career planning activities that are mapped out base on the career paths of the Bram Plastic factory employees. The success of any career management plan is the building of apprenticeship training programs that meet the needs of the changing technology in manufacturing and production environments (Werner & DeSimone,2012). The career management plan by Bram will address the current and future training needs of the Savannah factory.  The career management plan is part of the human resource strategic plan that supports developing the short and long term strategies that give the business the best opportunity to success today and in the future (Kate-Riin & Jantson,2013). Kate-Riin & Jantson (2013) found that an organization that builds an interactive career management plan will have employees that are innovative, empowered and motivated.

Short Term Goals

The short term goals are based on Bram future plans of adding 60 more employees at the Savanah location. However, there are some gaps that have been identified which requires assessment of business needs. Training Gaps-Bram has projected 60 new jobs in three years however, the training needs should an action plan to gradually schedule training each year(Intrahealth,2015). New businesses tend to concentrate on current training needs versus projected training needs including cost. The performance of the newly training individuals could affect performance clauses. The short term career management training that should identify gaps should include analyzing the types of positions needed, analyze the cost of new training future and present and analyze any training deficiencies. Here are some additional short-term goals:

• 90 day performance reviews (Williams & Media,2015)
• 6-month performance reviews
• Less than 1% quality errors in 1 year
• At least 50% of staff trained and certifications
• Management training models implemented and roll out within 3 months
• Employee training models implemented and roll out within 60 days and completed

Long Term Goals

There is a need for person analysis programs that help employees get the necessary certification, training and management training to be effective at their jobs (Werner & DeSimone,2012). The certification career planning should be long-term and ongoing to ensure the factory maintains qualified experts and apprentices.

Benefits Individual

The Bram employees will benefit from additional certification training and refresher courses to keep the employees with update technology. The employees are more motivated when the organization shows an interested in their career aspirations to advance within the company career paths. The employee benefits from career training because they are learning new technology skills that will keep them competitive and knowledgeable of their respective careers. The business world is moving fast with new technology and the employees benefit because they are up to date with all new factory technology (Khan,Rajasekar,&Al-Asfour,2015. The overall benefits for the employees is their opportunity to feel motivated about their position and potential advancement opportunities.

 Benefits Organization

The organization benefits from career management training because the employees learn to be safe on plant properties and they have the advantage of providing training references to ensure the factory works remain certified and qualified to do their job. The organization will have an improved employee morale because the training empowers them to perform at the high level quality in the plant. The Bram Industries contract with the city of Savanah has mandatory incentives and goals that must be met over the next few years. It is imperative that the Bram organization set-long term objectives to prepare for potential roadblocks in the future. In addition, the long-term goals allow the company to set strategic goals with proactive solutions instead of reacting to market conditions.

References

Werner, J.M., & DeSimone, R.L. (2012). Human resource development (6 edition). Mason: OH: South-West Cengage Learning.

Williams & Media (2015). Examples of long and short term goals for a business. Retrieved from http://smallbusiness.chron.com/examples-long–short-term-goals-business-4551.html

Kate-Riin Kont, & Jantson, S. (2013). Intra-organizational careers in Estonian university libraries: A necessity and a possibility? Library Review, 62(8), 492-507. doi:http://dx.doi.org/10.1108/LR-02-2013-0023

Khan, S. A., Rajasekar, J., & Al-Asfour, A. (2015). Organizational career development practices: Learning from an omani company. International Journal of Business and Management, 10(9), 88-98. Retrieved from http://search.proquest.com/docview/1710308338?accountid=34899