Employee Career Management Plan - Hrm 531

1495 words 6 pages
InterClean, Incorporated

Career Management Plan For New Employees * Career Development Plan Part III – Performance and Career Management HRM 531/Week Four July 26, 2010

Abstract Management has been tasked to develop a performance and management program that will provide new employees with resources to advancement opportunities with InterClean. Not only will the development of the Career Management Plan (CMP) provide a sense of job-security, but a sense of achievement and employee loyalty.
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Promotions therefore, are based on status changes that involve increasing responsibility levels. The added benefits of promotion serve as an incentive for better work performance, enhance morale, and create a sense of individual achievement and recognition. Although good past performance enhances the validity of the promotion, it should not be the primary nor sole reason for recommending a candidate for promotion. Consistent with prior practice, all positions will be filled through InterClean’s search and screen procedures. Exceptions may be requested through the appropriate executive channels; the business organizational, fiscal, and legal implications of the request must be fully explained and justified (Docstoc, 2010). Please see HR for more details on promotional procedures. Opportunities for dual career parents Dual career parents require a high degree of commitment while maintaining a functional family life together. Because of the increasing need for dual careers in households, InterClean has implemented programs to help workers balance work with family while increasing greater job satisfaction and productivity. InterClean’s approach to dual-career parents have improved employee retention, decrease health care costs and lower absenteeism. Opportunities available to

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