HRMS 6

Employee Career Development Plan Self-Appraisal

Name Shaimika Jones	Current Position	Today's Date 20231021
I. Performance Summary: Briefly discuss your performance over the past year (or other period) in terms of your achievement of assigned goals, effectiveness at interacting with colleagues, and any other criteria you believe are relevant here.
II. Strengths: Based on your performance during this period, what would you say are your main strengths?
III. Career Aspirations and Goals: What are your career goals over the next 1–3 years and beyond?
IV. Areas for Development: What main areas for development should you concentrate on over the next 1–2 years?

Development Objectives and Activities: Plan to achieve your career goals.

Development Activities	Specific Action Plans	Milestones/Dates
1.
2.
3.

Respond to the following questions in a short paragraph. Relate at least one entry from each section of the self-appraisal (I–IV) to questions 1–3 below. If you quote or paraphrase the textbook or other sources, be sure to use in-text citations to avoid plagiarism. Provide your responses directly below each question.

Describe how career management, mentoring, and coaching enable employees to better develop their skills.

Analyze how career development helps with employee success.

Discuss career planning as a process resulting in an action plan.

After reviewing the Chapter 9 topic covering psychological contracts, respond to the next question in a brief paragraph.

What are your thoughts about the new psychological contract? Do you believe that employees are still loyal to companies? In addition, do you believe companies are loyal to employees? Provide the reason why or why not.

Scenario: Tying It All Together

Respond to the scenario question below in 2–3 paragraphs. Incorporate the concepts of developing careers and skills through management, mentoring, and coaching. Briefly address employee turnover costs, retention strategies, and requirements for decisions about promotions and transfers.

Michelle is bored at work because her job is routine, and she has been in the same job for 7 years. Michelle talked with her supervisor and human resources about wanting to learn new skills needed for promotion or transferring to a new department if there were better opportunities for advancement there. How will you handle this situation as a supervisor or human resource professional? Provide details.

References