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Interclean: Career Development Plan Part Iii

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InterClean: Career Development Plan Part III
                    Errol Bishop
                                            University of Phoenix
                                      Human Capital Management
      March 31, 2009


An effective training plan have been put in forces for the merger and transformation of InterClean. There is a need to evaluate the training and development of staff for us to have success. Constructing an evaluation is a way to check the effectiveness of past training, technical training, evaluation of employees progress and setting goals for further development.

Career Development III                                                                                               MEMO                                                                                                                           Date: March 31, 2009                                                                                                   To: Jim Martin, Vice   President of Sales                                                                                 From: Errol Bishop, Bishop Sales Team Leader                                                                     Re: Career Development Plan Part III – Performance and Career Management

The Bishop sales team have been selected and each person has assigned for training and orientation for are new sales program and company’s new strategy. An appraisal performance from have been prepared to evaluate the performance of each member on the Bishop Sales Team and a feedback method to hear employee’s opinion about the management team and our projects. After each appraisal have been reviewed, each employee will be given feedback to help them to perform better and will be offer educational opportunities if they need it. Feedback is helpful in dealing with misunderstanding and helps to open doors for suggestion and improvement.

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"Interclean: Career Development Plan Part Iii". Anti Essays. 13 Dec. 2018


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