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Talent development plan

Scenario
You work at Large Technology Corporation (LTC), and you are a human relations business partner. Recently, LTC expanded its product offerings and is expecting an increase in workload for the various teams in the organization. With this, the CEO has asked that all managers provide targeted training to their teams to ensure they are prepared for the high capacity. Part of your job is to assist managers in the organization with talent development, and you have been asked to take an active role in this initiative.

You recently received a request from Jay Charnek, one of the division managers of a customer service team. Jay asked for your help creating a talent development plan for his team. After doing a bit of research, you found that Jay’s team has eight customer service representatives. These employees have a diverse demographic makeup, varying levels of professional experience, and differing working styles. After further research, you created a Team Performance PDF document that includes the specific customer service representative job goals, as well as a summary of the most recent performance evaluations of all employees on the team.

Directions
For this project, you will create a talent development plan for Jay Charnek, a division manager of a customer service team. Jay has asked for your assistance in determining the training needs of the team and appropriate training and development opportunities. He’s also asked for advice on how to effectively communicate the opportunities to the team to gain buy-in and encourage autonomy, and strategies for measuring the effectiveness of the plan.

Specifically, you must address the following:

Needs Assessment: To begin, Jay asked for your assistance in determining the specific training and development needs of his employees. Jay wants to make sure that the talent development plan meets the needs of the employees and that they see the direct application of the various training and development opportunities to their everyday job duties. You recently created the Team Performance PDF document that includes both the customer service representative job goals and a summary of the most recent performance evaluations of all employees on the team. This document will be useful as you complete the needs assessment for the team. As you complete the needs assessment, be sure to address the following:
Determine the training needs of the employees. For your response, you might consider the following:
What are the employees’ learning styles?
What are the employees’ career goals?
What are the employees’ skill gaps?
Develop learning objectives to address the identified employee needs and guide the talent development plan.

Training and Development: Now that you have completed the needs assessment, you can assist Jay with determining appropriate training and development opportunities for the team. Jay not only wants to know the types of opportunities that he might provide to his employees, but also how he should deliver the trainings. As you determine the appropriate opportunities, be sure to address the following:
Determine the different types of training and development opportunities that will meet the employees’ specific needs. Be sure to justify your determinations. For example, will you recommend a technical training, a professional training, or both?
Determine the most effective delivery methods for the previously identified training and development opportunities. Be sure to justify how the delivery methods will most effectively execute the opportunities for employees.
Determine whether internal or external training and development programs would be most effective for the team. Be sure to justify your determination.

Employee Engagement: Jay knows that it is important to effectively promote the training and development opportunities and gain buy-in from the employees, but he would like your advice on how to do so. He has asked that you coach him on the types of motivation theories and leadership styles he should use to drive employee engagement. As you outline the relevant theories and styles, be sure to address the following:
Describe a motivation theory that can be used to communicate the talent development plan and encourage employees to take initiative and ownership of their development.
Describe a leadership style that can be used to promote employee autonomy and encourage employees to take initiative with their own talent development.

Measuring Effectiveness: For the last piece of the plan, Jay has asked for your assistance in measuring the effectiveness of the training and development opportunities. Jay wants to assess the effectiveness of the opportunities to justify their offerings to higher leadership as well as demonstrate his team’s preparedness for the growing organization and anticipated customer requests.
Explain how you will measure the effectiveness of the training and development opportunities to assist employees in meeting the learning objectives. For your response, you might consider the following:
What timeline will you follow to continually assess employee performance?
What criteria will you use to measure the effectiveness of the training and development opportunities?
How will you adapt the talent development plan if you do not see improvements in performance?
Explain how you will collect feedback from employees on the delivery of the training and development opportunities to make improvements for the future.

Sample Solution

During the first world war as the majority of the male population of a given age were deployed to fight overseas, the women they left behind played a hugely important role in attempting to keep life as normal as possible. They took over the jobs that the men had vacated – the women began working in munitions factories, shops, driving trams and trains, working for the civil Service etc… Many women were enticed by the thought of change from their hum-drum domestic lives, of extra money and future employment opportunities. These women proved beyond doubt that they were just as capable as men in carrying out a wide and varied number of jobs they were intellectually and physically able and this started to pave the way for big social change. The extent by which women assisted during the war effort simply underpinned the publics and the politician’s views that women did indeed warrant the right to vote Many brave and courageous women became part of the Suffragette Movement, which strived to divert women away from a life of domesticity – such women were often part of the upper or middle classes, they were well educated and suffered dreadfully for their cause, often enduring long spells in prison where they were invariable abused and tortured. After a long and arduous struggle by women such as Emmeline Pankhurst and Emily Wilding Davison, the vote was granted for all women by 1928. This was a tremendous step forward with regards to women’s rights although this was essentially the limit to the equalities of women. “The 1944 Education Act was supposed to give everyone ‘parity of esteem’, but that is not how it worked out. Many teachers and parents had narrow expectations for girls whose destiny was to be marriage, a home and a family, with work just an interim measure between leaving school and walking down the aisle, rather than a career. Just 1.2 per cent of women went to university in the 1950s”. (https://www.historytoday.com/reviews/story-women-1950s).
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