Professional Plan Essay - 2396 Words

Professional Plan Charlene Hemphill Bryant Stratton College COMM150: Introduction to Information Literacy Ms. Johnson March 29, 2011 ABSTRACT Making a professional plan means preparing for a future career. The three careers that were chosen for this assignment of a professional plan are food service management, marketing management, and accountants. I choose food service management because I would love to own my own restaurant. Owning my own restaurant has always been a dream of mine and it is a goal that I would soon accomplish. I choose marketing management because it has a lot to do promotion and sales and managing over my own department of marketing. I choose accountant because it has a lot to do with finances and managing†¦show more content†¦They also monitor the actions of employees to ensure personal safety and health standards of everyone.) (â€Å"Food service managers†, 2010, Para. 4) (Food service managers most difficult tasks may be dealing with irate customers and motivating employees) (â€Å"Food service managers†, 2010, Para. 1) For most food service managers it does not require a lot of education (but does require some postsecondary education, such as programs that provide on- the- job experience. A college degree is preferred, for those are not interested in pursuing a 4 year degree, there are community and junior colleges the offer programs in the field leading to an associate degree. Training is often essential for managers who would like to manage their own restaurant because it does take a lot of responsibilities to run a restaurant. Most restaurant and food service management companies have training programs for management positions. A combination of classroom and on-the-job training, trainees receive instruction and gain work experience in all aspect of the operation of a restaurant. Training on the use of the restaurants computer system is important as well. Many larger food service operations will provide or offer to pay for technical training, such as computer or business courses, so that employee s can understand the business skills necessary to read spreadsheets or understand the concepts of running a business.) (â€Å"Food service managers†, 2010, p. 5, 6)Show MoreRelatedCareer Plan For A Professional Development Plan1109 Words   |  5 PagesProfessional Development Plan The purpose of this professional development plan is to introduce my counselor identity, my plans for professional development, my clinical and academic training schedule and finally my plans for credentialing in the State of Maryland. I am currently seeking an MS in Clinical Mental Health Counseling with an anticipated graduation date of May, 2020. This professional development plan was written on September 27, 2017. Counselor Identity Statement I accept those aroundRead MoreThe Importance Of The Apn Professional Development Plan1705 Words   |  7 PagesThe purpose of the APN professional development plan is to apply skills and knowledge attained for individual and professional growth. The professional development plan is a strategy to ensure the promotion of excellence in APN practice as well as a continuation to strengthen advanced nursing practice throughout the career. Creation of a development plan will help you advance in a particular goal, objective, or position. There is an ever-increasing need for APNs to keep learning and keep up withRead MoreProfessional Action Plan1354 Words   |  6 Pagesï » ¿ Professional Action Plan Lauretta Montgomery HCS/449 September 20, 2013 Kelli Haynes Self-Awareness I am a firm believer that in order to best choose what to do with your life, you must first know who you are in life. Self-awareness can help create a happy, balanced, and fulfilled existence on a personal and professional level. This can equate to success on both sides of the spectrum. HCS/449, Health Care Capstone has helped me understand this statistic moreRead MoreProfessional Development Plan1604 Words   |  6 PagesProfessional Development Plan The world is going through an era of rapid professional change and development. This has led to increased uncertainty for all professionals in the world of work. To ensure sustained growth in success and longevity of ones professional career, it is important to develop a strategic plan that focuses on training and developing a professional. Such a plan aims to put one in a position of advantage for employment in the long term in this rapidly changing professional worldRead MoreProfessional Plan Essays962 Words   |  4 Pages An associate degree in medical reimbursement and coding is an excellent way to work and grow in today’s healthcare industry. I know with training and certification, the possibilities can be endless in today’s workforce. The topics for my plan for success are training, responsibilities, advancement opportunities, and the statistics of what jobs are available in the work industry today. Everyone can agree with Obama care evolving and new codi ng regulations in effect this year, this is the timeRead MoreProfessional Development Plan1601 Words   |  7 Pages Professional development is the development of new or existing skills, knowledge and aptitudes to improve one’s marketablilty, portability, performance and self worth (McKellar, 1996). This paper outlines my top three professional goals, resources required for achieving these goals, and a resource constrained schedule. The strategic formulation of my goals, required resources and schedule coalesce to form my Professional Development Plan (PDP). The first goal is a short term goal required forRead MoreProfessional Development Plan896 Words   |  4 PagesProfessional Development Plan The group members of Learning Team A took a DISC assessment to determine their personality types, strengths and weaknesses, and areas needing improvement. The members of the group are (your name). The Professional Development Plan will describe the strengths and weaknesses of each personality type, characteristics each type share and characteristics that could cause conflict, and how each type can work together. Along with showing how I the manager can better my abilityRead MoreProfessional Development Plan2090 Words   |  9 PagesProfessional Development Plan AED 201 Teaching as a Profession August , 2010 Kymm Corbin The goals I have set for myself for the next five years are to becoming a successful, dependable, and productive teacher. The road to for filling this goal will have many adversities such as long hours of instruction from a six years degree program from University of Phoenix. I will have to dedicate my efforts and time in to achieve this process of obtaining my degrees. The way to achieve these goals it toRead MoreThe Professional Plan For A Career2078 Words   |  9 PagesThe professional plan is to help make a brief decision on which route to take to get to the next level. The professional plan is help breakup the goal into separate divisions to help decide where one would like to be in a certain amount of time. This brief information will help one improve self-goals. Also this professional plan can help make decisions on one’s major such as choosing one career out of three. Although choosing three careers researching all three could possibly help one to decide whichRead MoreProfessional Career Action Plan1345 Words   |  6 PagesProfessional Career Action Plan Kara Jenkins HCS/449 January 2, 2015 Instructor: Michael Jones Professional Career Action Plan It is agreed upon by many that the pathway to achieving success involves the establishment of goals. Through this paper I will outline my professional goals and the job I would like to obtain in the health care field. I will also address skills that I have currently acquired and skills that I would like to acquire and skills that I need to change or alter. In closing

Cost Effectiveness And Commitment Free Essays

Human resource managers in organizations have various tasks to carry out in an organization. One of the tasks is carrying out cost effectiveness in an organization. They also have the responsibility of ensuring that there is commitment both at the individual level and organizational level. We will write a custom essay sample on Cost Effectiveness And Commitment or any similar topic only for you Order Now Carrying out cost effectiveness in an organization has got its own effects both positive and negative. Human resource managers need to ensure that the consequences of cost effectiveness and commitment are reconcilable. In each and every organization, there is normally the pressure of reducing cots so that profits are maximized. As human resource managers develop a cost reduction strategy, it is important that there be some reconciliation with the commitment in the organization. Before looking at the extent that consequences of cost effectiveness and commitment reconcile one has to have the broader picture of the effects of reducing costs within an organization. (Condrey, 1998) Cost reduction or cost effectiveness can be carried out through various means. One of them is through minimizing the number of employees within the organization. There are some cases where human resource managers are compelled to carry out retrenchment of some employees in order to minimize costs. This means that the few employees that remain in the organization have to carry out multitasking. Cost effectiveness in an organization can also be implemented by reducing employee’s bonuses and allowances. This includes scraping off of medical allowances from employees’ salaries. The other way that cost effectiveness is carried out by human resource managers is through introducing of technology. This includes having computers and internet in an organization. Instead of having messengers in an organization, use of emails is incorporated. This is very cost effective. Human resource managers also increase employees’ working hours so that there is more productivity in an organization. All these ventures carried out with the motive of enhancing cost effectiveness have got various consequences to an organization. For instance when retrenchment is carried out, there is a likelihood that that the remaining employees will do their best at work. When salaries are reduced and also allowances and bonuses reduced, this can greatly de-motivate employees. Maund, 2001) Research indicates that it is a very tricky venture to incorporate cost effective practices like the ones that are listed above without affecting or compromising the organization’s growth potential by having employees being less committed. While carrying out cost effectiveness in an organization is a venture of trimming the fat, human resource managers have to be very careful such that they do not cut into the bone too. This simply means that everything carried out within an organization to help minimize costs has to be very well planned and the consequences of the same well evaluated. Many human resource managers just carry out cost effectiveness without having any buy in from the employees in the organization. Even as this venture is carried out, there is the need of identifying the core competencies in relation to improving the entire efficacy within the organization. Outsourcing is also one of the consequences or the outcomes of cost effectiveness. This has got adverse effects on the general commitment of employees. Employees can feel that they are not that important or rather qualified to carry out the tasks within the organization. That is why it is important that consequences of carrying out cost effectiveness within an organization be clearly evaluated such that they do not have such adverse effects on employees’ commitment. (Wintermantel, 1997) There are various steps that can be taken by human resource managers in the motive of implementing cost effectiveness. This includes contracting out some of the business in the organization that is not very core in nature. One has to understand the consequences of these ventures can affect the company’s relationship with customers such that they change focus and become less committed to the company’s products or services. In this case, whatever step that is taken has to be done with great caution and after very extensive consultation such that an equilibrium state can be reached. This is whereby there is cost effectiveness and yet the organization continues to experience growth. The extent to which the consequences of cost effectiveness and commitment can reach a reconcilable state is ensuring that proper planning is carried out. Cost effectiveness as many scholars say is not rocket science. It is said that anyone can actually carry out cost cutting in an organization, but very few do it well such that the organization suffers a great deal. For the consequences of cost effectiveness and commitment to reconcile the whole process has to be carried out very efficiently and effectively. The following considerations have to be put in place. †¢ One has to remember that money is not everything †¢ Change has to be carried carefully When costs in an organization are cut, there is great realignment that occurs in an organization. Cost effectiveness sometimes means elimination of departments, people, customers, research and development projects and even initiatives. This affects the Company’s activities and therefore human resource managers need to know that it is not just an issue of what or who to eliminate. Rather it is an issue with adequate preparation for the same, anticipation and consequences of the changes that help in overall determination of the success within an organization. The extent to which the desired consequences of cost effectiveness and commitment can merge is just having an initial focus in the whole venture. The human resource manager has to clearly ascertain that the desired change in cost effectiveness in the organization is actually very necessary †¢ How the success will be measured †¢ The areas that have priorities be clearly defined †¢ How the consequences of cost effectiveness will be managed The other way through which the consequences of cost effectiveness and commitment can be merged is through building of local support within the organization and also simple listening to the local voices within the organization. It is said that good listeners are quite hard to find. This is where there is picking up of messages that are conveyed through gestures, expressions silence and behavioural cues. This is quite important when carrying out cost effectiveness in an organization. Carrying out cost effectives in an organization is known to be a very difficult task. This is the case especially when employees or team members speak different languages and come from different cultures. For instance in multilingual environments, problems are bound to occur in relation to intent and meaning of speech. Human resource managers have the hard task when carrying out cost effectiveness such that not only people from a certain tribe have to be laid off. This has got its own effects on the commitment of employees that remain in the organization. Human resource management consequences of commitment and cost effectiveness are only reconcilable when various measures are put in place. This includes empowering employees in the organization to develop solutions which can be owned locally. Human resource managers need to set the vision and then have the team coached. This allows the local stakeholders to own the whole process of ensuring cost effectiveness. This makes employees be held to their commitment. Cost effectiveness change can only be effective or successful when the projects have people who are empowered in control and planning of the whole process. (Thomson, 2003) Commitment can be build to ensure success among employees, vendors, customers, local managers and partners. It is good that good communication networks be carried out so that so that commitment of the stakeholders within the organization is enhanced. Human resource managers have to clearly understand that success within an organization is not just in monetary values. It is also through commitment of stakeholders within the organization too. Wintermantel, 1997) Top human resource manager in an organization has to demonstrate simultaneously the commitment to listening, cost reduction and listening from employees and other stakeholders within the organization. One of the critical tools is having effective communication. This helps a great deal to maintain the commitment of employees within the organization even if ventures of cutting costs are implemented. Cost reduction is known to be a matter of survival for very many organizations. While there can be consensus on this issue, the challenge normally lies in delivering the whole process of cost reduction. Conclusion The desired human resource management consequences of commitment and cost effectiveness are reconcilable. This is when proper measures are considered when implementing cost effectiveness within the organization. Communication is a very important factor that has to be considered when carrying out cost effectiveness. Proper communication has to be carried out to the various stakeholders within the organization like customers, vendors and employees. Change even if it is in line with cost effectiveness has to be carried out carefully. Human resource managers need to know that success in an organization is not just in monetary terms only. How to cite Cost Effectiveness And Commitment, Papers

Personal Ethical Framework ICT Professional

Question: Discuss about thePersonal Ethical Framework forICT Professional. Answer: Introduction: ICT Professional ICT experts are required to maintain various types of codes of conduct at their workplace. Codes of conduct stipulate the professional ethics that must be demonstrated by ICT workers to accomplish set goals and objectives in an organization. Professional and personal ethics help the ICT professional to get good reputation at his place. Also, it helps the ICT expert to be productive in the workplace by adhering to the set standards of a particular task (Grodzinsky, 2011). Work Ethic and Values The ICT experts are guided by ACS code of ethics, which form part of the ACS Constitution. As an ACS member, the ICT personnel are required to upload and maintain work ethics such as dignity, honesty, and integrity. ICT workers should effectively exercise high standards of honesty in their presentations of services, knowledge, products and skills. Another important trait that is of paramount importance in the workplace is competence (Hakkarainen et al., 2011). A good ICT professional is that one who dedicates to his work with the best of his knowledge and skills for his organization. Also, career development is an important aspect of a successful ICT expert. It is essential for the employee to engage in activities that contribute to profession development. Such activities may include attending seminars and conferences, participating in capacity building forums and taking further studies. Such activities enhance effective communication and presentation skills which are crucial tools f or ICT professionals. Communication with Colleagues The ICT expert should communicate with his colleagues in a manner that promotes teamwork and high levels of integrity. The worker should respect the views of other people and be ready to work together with other people to achieve the set goals of the institution. A good ICT professional is also required to keep professional distance while interacting with his colleagues especially those of opposite sex. The ICT expect should also ensure that he conveys the relevant information on time to his colleagues and managers to ensure that it is acted upon on time and avoid unnecessary incontinences (Hensel, Deis, 2010). Diversity in the Workplace Workplace environment contains people with diverse culture, political affiliation, and religion. To ensure that there is mutual understanding among all the staff members of the organization, each employer should ensure that he or she exercises high levels of tolerance by appreciating the divergent views of other people. Also, an ICT expert should have problem-solving skills which are essential in addressing conflicts that may arise as a result of the misunderstanding at the workplace (McMahon, 2014). ACS codes of ethics help the ICT experts in maintaining professional ethics at the workplace and while presenting their skills to the clients. Various ethical issues are surrounding social media sites and as therefore, ICT experts should adhere to ACS code of ethics while using sites such as Facebook, Twitter, and Google. Such good professional practice helps to maintain the integrity and reputation of ICT experts in the information and communication industry (Wessels, 2015). References: Grodzinsky, F. S. (2011). The development of the'ethical'ICT professional: and the vision of an ethical on-line society: how far have we come and where are we going?. ACM SIGCAS Computers and Society, 30(1), 3-7. Hakkarainen, K., Muukkonen, H., Lipponen, L., Ilomki, L., Rahikainen, M., Lehtinen, E. (2011). Teachers' information and communication technology (ICT) skills and practices of using ICT and their pedagogical thinking. Journal of Technology and Teacher Education, 9(2), 181-197. Hensel, K., Deis, M. H. (2010). Using social media to increase advertising and improve marketing. The Entrepreneurial Executive, 15, 87. Wessels, P. L. (2015). Critical information and communication technology (ICT) skills for professional accountants. Meditari accountancy research, 13(1), 87-103.