The Development Plan Career

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As any corporation that wants to be effective and efficient there are legalities involved. These laws are to make sure all employees are trained properly and feel comfortable within their perspective roles. The company should have a plan in place that outlines the functions and have it vetted through human resources. If this plan is in the employee will feel at ease and seek growth within the company, which drives positive morale.

The equality of each employee is the forefront of every company. The goal is to make sure all laws are followed to achieve that goal. To do this the company has to make sure that there is no prejudgment in training meaning the questions, plans and coaching don’t have any feeling of interrupting cultures and beliefs. “Federal law requires training in on specific health and safety-related topics, and sexual harassment training is a must. In addition to meeting legal requirements, employers know that an intelligent, well-trained workforce is central to worker productivity and well-being” (BLR., 2016). The human resources and training team come together to offer equal opportunity for employees to grow to their fullest potential.

It’s interesting what employees will do to be recognized and earn the respect from their leaders to gain advancements within the company. The way the company figures out who is ready for the next level is through a development plan. “Creating a career path that demonstrates advancement and promotion opportunities through development can help retain top talent” (Inc.BrandView., 2017). Keeping a mindset like this will unfortunately send the wrong signal, hence the need for the development plan. The company may need to fill a quota of the number of employees it needs and when that happens the quality of employees diminishes because the plan may not be followed correctly. This can cause the wrong to be hired which is a waste of company resources. Because of this recurrent problem, training needs to be mandatory whenever promotions are on the line, but cannot be the only qualifier. Enthusiasm for a position in the workforce is necessary in addition to preparing for a job. Strategic abilities and validated integrity for a job is critical, depending on the position.

The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. The company wants to make sure there aren’t any issues with the EEOC the HR team has to make sure they way complaints are handled are done correctly and find way to be mitigated. As previously discussed we should when the employee sees there is nothing being held against them for their race, gender, religion or culture they feel comfortable being themselves and being able to grow within their roles.

Promotions and growth are things that build the morale. “A significant demographic shift has occurred in the United States over the past 25 years. Individuals from nonwestern cultural groups compose an increasing proportion of the population” (Allen, J., 2007). The company is large and well known because of that many different cultures. Human Resources is where the company has to find ways to adapt to all the cultural and belief changes. The training that is involved has to be unjudgmental to the protected class. The information that is gathers from cultural assessments will assist in developing a suitable and risk free plan for HR to execute.

The company has a lot of work to do to make sure they are on the up and up . There has to be setup at the beginning if they want to be success. The HR and training team have to find out ways to work together to make sure the proper candidates are selected. Then the HR department has to work even harder to make sure everything is equal for all employees within the guidelines of the EEOC. When the company has followed all these steps the company can grow with the correct development plan in place.


Allen, J. (2007). A multicultural assessment supervision model to guide research and practice. Professional Psychology: Research and Practice, 38(3), 248-258. doi:

The Simple 5-Step Employee Development Plan. (2017). Inc.BrandView. Retrieved from

Developing a Training Plan for Legal Compliance. (2016). BLR Training Today. Retrieved from

Overview. (n.d.). Retrieved from

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The Development Plan career. (2022, Oct 03). Retrieved June 24, 2024 , from

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