netrashetty
Netra Shetty
Chrysler Group LLC (pronounced /ˈkraɪslər/) is an American multinational automaker headquartered in the Detroit suburb of Auburn Hills, Michigan. Chrysler was first organized as the Chrysler Corporation in 1925.[6]
On June 10, 2010, Chrysler Group LLC emerged from a Chapter 11 reorganization and announced a plan for a partnership with Italian automaker Fiat.[7][8] Fiat holds a 25% stake in the new company, with an option to increase its stake to 35%, and up to 51%, if it meets financial and developmental goals for the company.[9] Fiat's stake cannot go beyond 49% until the government has been paid back in full.[10]
Career Development
Career development is one of the suggested solutions to the problems of the Hotel. According to Kaye (1984), career development allows and encourages employees to examine future career paths, and its programs help them analyze their abilities and interest in order to better match their personal needs for growth and development with the needs of the organization. Effective career development programs have the potential to increase productivity, improve employee attitudes toward work, and develop greater worker satisfaction. In career development, the employee is responsible for career planning and the organization is responsible for career management (Gilley and Eggland 1998).
Career Planning
Career planning can be seen as a personal process consisting of developmental planning, performance planning and broad life planning. Developmental planning focuses on realistic evaluation of future career options and opportunities, and the creation of activities that will prepare employees for future jobs and career decisions. Performance planning centers on the identification of specific job demand goals, priorities, and reward expectations of current job assignments. Broad life planning involves identifying interests, abilities, experiences, aptitudes, and values that improve self-awareness, self-concept, and career orientations (Gilley, Boughton and Maycunich 1999).
Allowing employees to plan their careers is seen as a retention tool. Career planning will enable the Hotel to identify employee performance deficiencies, which can be done through skills inventories, observation and performance appraisals. Once identified, the Hotel can recommend developmental strategies designed to overcome deficiencies. According to Gilley and Maycunich (1998) providing employees with information about their jobs and other opportunities within the organization is an element of career planning that enables employees to better understand their career choices. Most employees would like to know more about advancement potential, job requirements, activities and duties, and training requirements before selecting a career path.
Career Management
Career Management refers to specific human resource activities, such as job placement, performance appraisal, counseling, training, and education. According to Adams and Morrison (1991), career management is a set of programs that represent the organization’s requirements (p.34). Career management takes the organization’s point of view in putting together job ladders, career paths, rotation programs, and planned learning activities to improve the supply of talent among current employees (Clardy 1996).
Employee Training and Development Transformed
This decade has seen the rise of technology-enabled opportunities for training, employee development, and training meetings and seminars. Podcasts, teleseminars, online learning, screen capture and recording software, and webinars provide employee development opportunities.
Additionally, during this decade, as the technology-enabled delivery options expanded, so did other training and development opportunities and definitions, including increased expectation for learning transfer to the job.
Online learning, earning an online degree or credits, and all forms of web-enabled education and training provide options that employees never had when training occurred in a classroom. Employers are saving millions of dollars in employee travel expenses, and the employee’s access to the training does not walk out the door at the seminar’s end. This is the decade when employers experiment with classroom training in a virtual world called Second Life. You can expect even more progress and experimentation in the years to come.
On June 10, 2010, Chrysler Group LLC emerged from a Chapter 11 reorganization and announced a plan for a partnership with Italian automaker Fiat.[7][8] Fiat holds a 25% stake in the new company, with an option to increase its stake to 35%, and up to 51%, if it meets financial and developmental goals for the company.[9] Fiat's stake cannot go beyond 49% until the government has been paid back in full.[10]
Career Development
Career development is one of the suggested solutions to the problems of the Hotel. According to Kaye (1984), career development allows and encourages employees to examine future career paths, and its programs help them analyze their abilities and interest in order to better match their personal needs for growth and development with the needs of the organization. Effective career development programs have the potential to increase productivity, improve employee attitudes toward work, and develop greater worker satisfaction. In career development, the employee is responsible for career planning and the organization is responsible for career management (Gilley and Eggland 1998).
Career Planning
Career planning can be seen as a personal process consisting of developmental planning, performance planning and broad life planning. Developmental planning focuses on realistic evaluation of future career options and opportunities, and the creation of activities that will prepare employees for future jobs and career decisions. Performance planning centers on the identification of specific job demand goals, priorities, and reward expectations of current job assignments. Broad life planning involves identifying interests, abilities, experiences, aptitudes, and values that improve self-awareness, self-concept, and career orientations (Gilley, Boughton and Maycunich 1999).
Allowing employees to plan their careers is seen as a retention tool. Career planning will enable the Hotel to identify employee performance deficiencies, which can be done through skills inventories, observation and performance appraisals. Once identified, the Hotel can recommend developmental strategies designed to overcome deficiencies. According to Gilley and Maycunich (1998) providing employees with information about their jobs and other opportunities within the organization is an element of career planning that enables employees to better understand their career choices. Most employees would like to know more about advancement potential, job requirements, activities and duties, and training requirements before selecting a career path.
Career Management
Career Management refers to specific human resource activities, such as job placement, performance appraisal, counseling, training, and education. According to Adams and Morrison (1991), career management is a set of programs that represent the organization’s requirements (p.34). Career management takes the organization’s point of view in putting together job ladders, career paths, rotation programs, and planned learning activities to improve the supply of talent among current employees (Clardy 1996).
Employee Training and Development Transformed
This decade has seen the rise of technology-enabled opportunities for training, employee development, and training meetings and seminars. Podcasts, teleseminars, online learning, screen capture and recording software, and webinars provide employee development opportunities.
Additionally, during this decade, as the technology-enabled delivery options expanded, so did other training and development opportunities and definitions, including increased expectation for learning transfer to the job.
Online learning, earning an online degree or credits, and all forms of web-enabled education and training provide options that employees never had when training occurred in a classroom. Employers are saving millions of dollars in employee travel expenses, and the employee’s access to the training does not walk out the door at the seminar’s end. This is the decade when employers experiment with classroom training in a virtual world called Second Life. You can expect even more progress and experimentation in the years to come.
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