Development Planning Systems
Self-Assessment. In order to progress in my professional career, I require additional knowledge and skills. I am considered a SME in federal and public procurement, but remain lacking in leadership and management skills. Any upward progression typically hinges on past experience in program management, personnel management, and executive responsibilities. In seeking employment through educational institutes, I require additional experience in developing curriculum, writing peer-reviewed articles, and facilitating on-line training.
Reality Check. I want to be considered for upward mobility into an executive position. Personnel management and executive responsibilities are areas of focus that can be fulfilled internally with my current organization. Program management will require external as well as internal commitments. Curriculum development, articles, and facilitation are important and achievable at this stage. This area primarily requires my personal commitment.
Goal Setting. I realize the benefit of setting goals and annotating a timeline in which to complete my goals. In order to fill the gaps in my resume, I will obtain certifications through additional education.
Gain experience in Executive and Personnel Management through current employer.
Obtain Instructional System Design and Technology Certification (ISD&T) through (Walden University)
Obtain Certified Professional Contracts Manager (CPCM) through (NCMA)
Secure one on-line instructor position
Action Planning. I am in the last course required for the certification. In September the certification should be conferred. The CPCM certification application fee is $375 with an exam fee of $125. Prior to embarking on the exam, I need to ensure I have reviewed all of the training material. This material is available on-line and at most libraries. This certification will be complete by June 2018. In order to meet my third goal, I will commit to completing applications for three positions a week.
Career Management and Development Systems
Employee development creates a win-win situation for the employer and the employee. In order to meet my professional development goals and be capable of performing at my peak, I require some assistance from my organization. To that effect, I have identified four types of development that will aid in filling my performance gaps.
Assessment. I complete a self-assessment twice a year. I have not had formal feedback sessions with my supervision for several years. Feedback is a critical element to the assessment process. Without which, the assessment is useless. Assessments can help both me, my colleagues, and the organization understand each other (Noe, 2013).
Mentoring. My mentor is scheduled for retirement. Mentoring is a major contributor to my personal and professional growth. In fact, nearly 70% of Fortune 500 companies offer formalized mentoring programs (Cullen, 2014) . In order for your organization to remain competitive, our mentor program needs to be revitalized.
Job Enrichment. Job enrichment is the process of involving the workers in managerial functions (Saleem, Shaheen, & Saleem, 2012). In order to fulfill my goal to gain executive and management experience, I would request that my current employer seek out tasks can be delegated to me. Working with my mentor, I could gain the experience necessary to be of greater value to my employer and team.
Professional Development. My professional development should be tied to the organization’s overall mission. This enables employees to be properly prepared for internal opportunities such as job transfers, promotions, job enlargements, etc. (Noe, 2013). Professional development places both the employer and the employees at a competitive advantage in that both parties are prepared for future changes in the organization.
The four methods of professional development are rooted in Frederick Herzberg studies that were conducted in the 1950s and 1960s. Kulpa (2015) posited that employers who focus on employee development benefited through the most productive workforce. As with most things in life, striking the right balance is the key to success.
Cullen, S. (2014). . How to boost employee development with mentoring. Retrieved from https://www.quantumlearn.com/blog/bid/91260/How-to-Boost-Employee-Development-with-Mentoring
Kulpa, J. (2015). To motivate employees, find a balance between job enrichment and job enlargement. Retrieved from https://www.entrepreneur.com/article/242816
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.
Saleem, S., Shaheen, W., & Rashada, S. (2012). The impact of job enrichment and job enlargement on employee satisfaction keeping employee performance as intervening variable: A correlational study from Pakistan. Kuwait Chapter of Arabian Journal of Business and Management Review, 1(9), 145-165.