Professional Development Plan, assignment help

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I need 2 papers done for a total of $20; due on 9/17 @ 12PM EDT.

The PDP requires an introduction and one section for a total word count of 350 words.

The Student as an Employee is no more than 1400 words.

The instructions are attached.



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The Student as an Employee Grading Guide HRM/326 Version 2 Working as a student is the equivalent of a part-time or full-time job. The job's compensation is in the form of grades and feedback. As the supervisor of the student position, put the role as a student into the context of a job. Write a brief job description (around 350 words) of the major duties of the job of a student. Identify the knowledge, skills, and abilities (KSAs) required for successful performance of the job of a student.   What training courses should the manager make available to help improve the current performance of a typical student? What developmental opportunities should the supervisor (mentor) suggest to the student (employee) to further enhance the student's performance and prepare the student for possible promotion to a position as a graduate student? Summarize how the job description, KSAs, training, and development will enrich the job of the student and meet the mission requirements of a learning organization. The job description, KSAs, description of training and developmental activities should be between 1,050-1,400 words. Individual Assignment: The Student as an Employee Purpose of Assignment The assignment prepares the student for the effective evaluation of a training situation closely aligned with the student’s experiences as a student. Using business-relevant terms to relate the student experience to the training needs of an employee helps the student understand that training needs and course development are useful skills in a for-profit organization, a non-profit organization, a government entity, and the classroom. The assignment helps connect the student’s work experience with the student’s school experience demonstrating how each area of the student’s life contributes to the development of valuable skills and abilities in other areas of life. Grading Guide Met Content 70 Percent Partially Met Not Met Brief job description of the major duties of the job of a student. Knowledge, skills, and abilities required for successful performance of the job of a student are identified. Training courses that should be made available to the students are included. Development opportunities suggested to further enhance the student’s performance. The paper is no more than 1,400 words in length. Copyright © 2015 by University of Phoenix. All rights reserved. Comments: 1 The Student as an Employee Grading Guide HRM/326 Version 2 Met Writing Guidelines 30 Percent Total Available Total Earned 7 #/7 Partially Met Not Met Total Available Total Earned 3 #/3 10 #/10 The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements. Intellectual property is recognized with in-text citations and a reference page. Paragraph and sentence transitions are present, logical, and maintain the flow throughout the paper. Sentences are complete, clear, and concise. Rules of grammar and usage are followed including spelling and punctuation. Assignment Total # Additional comments: Copyright © 2015 by University of Phoenix. All rights reserved. Comments: 2 Professional Development Plan (PDP) Grading Guide HRM/326 Version 2 1. Learning objectives outlining what material is covered / Evaluation Criteria – 2. The introduction 3. Total word count for 1 & 2 is only 350 words combined Learning Team Assignment: Professional Development Plan (PDP) Purpose of Assignment The professional development plan is the culmination of the course learning objectives for the five-week program. The needs analysis from week one ties into the organizational, team, and task analysis of week two. Setting the learning objectives links with the importance of training course evaluation discussed in week three. The delivery method selection ties in with the presentations on delivery method alternatives reviewed in the presentation prepared in week four. The professional development plan is assigned to put the pieces together for the student. As a learning team assignment, the work preparing the week five assignments helps reinforce course content and supports the mutual learning valuable for individual and team success. Grading Guide Met Content 70 Percent Partially Met Not Met Total Available Total Earned 10.5 #/10.5 Partially Met Not Met Comments: Incorporation of the needs analysis, evaluation criteria, and one delivery method for the training program. Inclusion of materials from Week 3: Needs analysis, Organizational Analysis, Team Analysis, Task Analysis Learning objectives that outline materials covered Appropriate delivery method for plan chosen and defended Includes evaluation criteria, measurement and collection points, a timeframe, and expected results quantifying success, failure, and an in-between outcome The paper is no more than 2,450 words in length. Met Writing Guidelines 30 Percent The paper—including tables and graphs, headings, title page, and reference page—is consistent with APA formatting guidelines and meets course-level requirements. Intellectual property is recognized with in-text citations and a reference page. Copyright © 2015 by University of Phoenix. All rights reserved. Comments: 1 Professional Development Plan (PDP) Grading Guide HRM/326 Version 2 Paragraph and sentence transitions are present, logical, and maintain the flow throughout the paper. Sentences are complete, clear, and concise. Rules of grammar and usage are followed including spelling and punctuation. Assignment Total # Total Available Total Earned 4.5 #/4.5 15 #/15 Additional comments: Copyright © 2015 by University of Phoenix. All rights reserved. 2 1 Needs Analysis Tracey Flowers, Valeisha Harrison, Melissa Reamer, Danialla Schreiber, Daniel Stevens HRM/326 September 5, 2016 Jeff Herring 2 Introduction Employees in the workforce today are required to have individual skills to complete their jobs. The job can be simple and require very little training or one that is more complex and requires specialized training. For the employee to perform a job efficiently, he must understand the requirements of each position. The purpose of this paper is to determine what training needs are necessary for the McDonald’s corporation for the corporation to maintain their competitive lead. McDonald’s is the leading hamburger fast food provider worldwide, with over 36,000 restaurants in over 100 countries. The commitment to training is a part of their success. According to "McDonald’s" (2010 - 2016), “Our strong commitment to the training and development of our People has resulted in many “firsts” and honors…” (Hamburger University). The skill-based needs analysis will determine what areas of training are required and will include an organizational, team and task analysis. It will also include measurable criteria and will show evaluation and the necessity of continuing education to ensure the relevancy of the training courses. McDonalds Analysis McDonald’s Fast Food Restaurant was founded in 1940 in San Bernardino, California and is currently the largest fast food chain in the world. The company operates and franchises the restaurants in more than one hundred countries and serves a menu which is locally relevant consisting of quality food and drinks at reasonable prices. In July of 2015, McDonald's reformed their organizational structure to better manage their global operations. Their organizational structure enables them to manage markets based on their performance levels versus geographic 3 locations as in the past. This structure also allows them to adapt to changes in different markets based on customer satisfaction and other issues that may arise. McDonald’s global hierarchy emphasizes corporate control. Their CEO directs all activities which are then passed down to the middle managers and the restaurant managers. They also use a function-based group structure in the hierarchy. Some of the different function groups are human resources, supply chain and franchising, and a legal group. This allows them to address basic functions within their business. One advantage of this structure is that it allows McDonald’s to implement strategies based on market performance similarities. A disadvantage of this structure is that they have little flexibility because it generalizes strategies for those in the same performance-based divisions. McDonald’s organizational culture supports the company’s industry positioning goals. They highlight human resource development and efficiency and support business growth and success in the international fast food market. The four characteristics of their organizational culture are People, Individual Learning, Organizational Learning, and Diversity and Inclusion. The company’s Core Values and Standards of Business Conduct, stress the significance of supporting people and encourage employees to have open communication with management to make improvements. McDonalds promotes lifelong learning and offers support to do so throughout the organization. The business also places a lot of emphasis on diversity and inclusion because they believe that this is key to continuing to grow and thrive in a global organization. One advantage in their organizational culture is that they are people centered, and they encourage all of their 4 employees to learn. However, a disadvantage is that they do not stress the importance of high quality and excellence in individual importance. Team Analysis Team analysis is the where the dynamics of the McDonalds team is looked at and specifies the reasons for the conditions that are identified and offers new methods to counterbalance the weaknesses and expand the strong point. In this report considerations are made in which would have an impact on all groups or teams that may show up in the dynamics of the factors networking all together. Team analysis is an executive report that outlines the report major outcome and recommendations. The report is also used to compare the specific justification of the inclusion of a particular group. This allows the group from McDonalds to make sense of how each team or group fit in and benefit the company. Team analysis reports is used to show the reliability and accuracy and the goals of each group and how each member within each group have a common purpose and experience needed to help the company succeed. Task Analysis The objective of our task analysis will be to understand better how employees complete their tasks and ultimately achieve their goals. Some of the aims of a McDonald franchise include gaining efficiency, increasing profit, and reducing waste. A daily account of waste is calculated, and the goal of management is to have zero waste at the end of the day. Some of this waste is due to submitting the order incorrectly. With the implementation of new technology in the form of point of sale systems, franchises hope to add efficiency and ant the same time, reduce waste. Technology skills are becoming essential in every business and at every level. Evaluation of employees completing point of sale tasks will help McDonalds to measure the skills of their employees and gain efficiency in this area. Measurements can be calculated by the comparison 5 of the order itself compared to what is entered into the system, and further compared to what is received. According to Green (2012) “Computing activities complement these skill domains, even within highly disaggregated occupations, and the rise in the use of computer technology explains part of this increase in skill utilization” (p. 64). Conclusion Specific organizational and individual training methods are the key to success of any business and its ability to continue to grow and maintain a competitive edge. Due to McDonalds being a worldwide business it analyzes its needs for improved techniques, employee growth and training, based on performance reviews and customer demands. Through supporting ongoing education and training, McDonalds is one of today's many trending organizations that recognizes that one way to improve their success, is by investing in their employee's professional advancement and training in an effort to enhance their contributions to the entirety of the business. 6 References Green, F. (2012). Employee Involvement, Technology and Evolution in Job Skills: A TaskBased Analysis. Industrial & Labor Relations Review, 65(1), 36-67. Jurevicius, O. (2016). Strategic Management Insight. Retrieved from https://www.strategicmanagementinsight.com/swot-analyses/mcdonalds-swotanalysis.html McDonald's. (2010 - 2016). Retrieved from http://corporate.mcdonalds.com/content/mcd/corporate_careers/training_and_developme nt/hamburger_university.html McDonald's. (). Retrieved from https://www.mcdonalds.com/us/en-us.html Panmore Institute. (2015). Retrieved from http://panmore.com/mcdonalds-organizationalculture-analysis Panmore Institute. (2015). Retrieved from http://panmore.com/mcdonalds-organizationalstructure-analysis
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Running Head: PROFESSIONAL DEVELOPMENT PLAN

Professional Development Plan
Student’s Name
Instructor’s Name
Institutional Affiliation
Course Code
Date

1

PROFESSIONAL DEVELOPMENT PLAN

2

Professional development plan
Evaluation criteria
The learning objectives of this course are to expose students to different scenarios,
assume the roles they are given and learn from the experiences of the role. Students will learn to
analyze different viewpoints from in different situations, expand their thinking capacity and
understand various roles of different individuals. This paper analyzes the role student play when
they are supposed to act like employees, the duties they are supposed to perform and what is
required from them. Students are successful when they take responsibility of what they do by
taking account of their actions and behaviors. Students get rewarded in their learning
environment by getting good grades when they do well in the schoolwork they are supposed to
participate in.
Introduction
When students take on different roles, they acquire skills that are critical in observation
that will enable them to learn from real life situations. Teaching strategies differ as they learn to
use the skills they learn in real-life situations like detection of problems, finding the causes of
problems and getting solutions for the problems. They learn to use teamwork to negotiate and
cooperate in the event of situations occurring. When students act as employees they are able to
learn from the experiences of being put in that situation. Students are able to transform what they
learn in the classroom into personal experience. Students are easily motivated to learn how to
resolve conflicts in real life. Students are able to see what is required of them in new dimensions
and alter their way of thinking in the type of skills and abilities that is required of them. Taking
on various roles and understanding what they have to do add a human element to people’s

PROFESSIONAL DEVELOPMENT PLAN

3

viewpoint in their professions. The purposes of assuming roles are to instill ethics in students and
make learned information be significant in how they conduct their lives. The students learn to
integrate virtues like self-awareness, initiative and teamwork into their daily activities
successfully. Ta...


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