Development Plan for key employees
The challenge
The primary challenge in this case is the anticipated employee transitions given that most if the senior executives are almost reaching their respective retirement ages. The CEO of Callan Games wants to secure the future of the company’s operations in the competitive a billion-dollar industry. The targeted employees are from the marketing team and include Aparna Fields and Nafissa Chambers. The subsequent individual development plans are based on detailed interviewing of the selected employees on numerous issues.
1. Development Plan for Nafissa
| Long-term goals: Marketing Manager Role | ||||
| Short-term goal: Improving the marketing skills and core competence of the company | ||||
| Specific Goals | Objectives | Required Resources | Measurement | Target Date |
| Improving the marketing skills | Working with the marketing team to create a professional and diligent work environment Listening to the varied needs and aspirations of the company’s consumers Enhancing the company’s market segment | Different medial platforms | Aggregating feedback from the consumers to ascertain the accurate level of satisfaction | Ongoing, measure in Q3 |
| Improving communication skills among members of the marketing team | Organizing staff training to improve the employees’ ability to engage the consumers | Effective training | Frequent review of individual performances | End of Q3 |
| Improving management skills | Understanding essential procedures and individual responsibilities in the management of the customer bases | Training and workshops | Aggregating feedback from senior management and clients | End of Q4 |
| Gaining experience and knowledge on strategy planning | Attend annual strategy and planning meetings | Flexible schedules | Successful participation in the strategy meetings | End of Q4 |
Table 1: A development plan for Nafissa Chambers
2. Development Plan for Aparna
| Long-term goals: To hold senior managerial and executive positions related to marketing at the company | ||||
| Short-term goal: Participate in the development of unique marketing strategies to help in attracting and retaining more consumers to the company | ||||
| Specific Goals | Objectives | Required resources | Measurement | Target date |
| Pursue an MBA | Gain admission to an MBA programs to enhance my managerial skills Reorganize my schedule particularly during weekends to attend the MBA classes | Tuition fees and a flexible schedule | My ultimate admission to an MBA program | End of Q4 |
| To gain CIO level of experience about marketing | Effective management of product development projects Attending CIO seminars and internal meetings | Raising seminars’ fees | Participation in more CIO events | End of Q3 |
| Improving networking skills | Attend numerous meetings and conferences for the purpose of networking and gaining valuable knowledge concerning desirable industry standards | Flexible schedule Raising training fees | Successful conclusion of the training programs | End of Q4 |
| Improving time management skills | Participate in related training events to enhance my overall productivity and future prospects at the company | Flexible schedules | Successful conclusion of the training programs | End of Q4 |
Table 2: A development plan for Aparna Fields
3. Succession Plan
The projected succession plan provides a comprehensive platform for the continued operation of essential management performances (Hall-Ellis, 2015). In particular, the plan will give detailed information on how best the company can proceed with its professional development and training plans for the two employees (Larsen, 2017). The plan indicates each of the employees’ strengths, areas of improvement, and next steps for improving and addressing related issues.
Key Positions and Department
Aparna Fields and Nafissa Chambers targets managerial and executive positions related to the marketing department at the company.
Identifying strengths and core competencies
Aparna Fields
- Comprehensive industry and functional expertise
- Acumen in customer-related issues
- Effective problem-solving and adequate communication skills
Nafissa Chambers
- Effective project management skills
- Massive influence in the department
- Intrinsic ability to drive and sustain positive results
Identifying areas of improvement
Aparna Fields
- Improvement on the ability to lead efficient change processes
- Improve strategic thinking skills
- Improve functional acumen
Nafissa Chambers
- Enhanced team development skills
- Improve on listening and communication skills
- Conflict resolution and strategic management
Identifying and assessing potential candidates
The company will base its decision on:
- Level of motivation
- Professional engagement
- Personal and professional determination
- Special insights
- Passion about organizational growth and development
Next steps for improving and addressing related issues
- Effective training programs
- Increased employee engagement in organizational issues
References
Hall-Ellis, S. D. (2015). Succession planning and staff development–a winning combination. The Bottom Line, 28(3), 95-98.
Larsen, H. H. (2017). Key issues in training and development. In Policy and practice in European human resource management (pp. 107-121). Routledge.