Five-Year Career Development Plan
(Paper for Review & Reference Only)

This is a hub in which I created my own five-year career development plan. My plan includes the following:
a. Career goals and objectives
b. Possible promotional opportunities for career growth
c. Methods for career management
d. An inventory of current skills, abilities, training, and education
e. Job satisfaction attributes
f. Identification of three action steps to reaching stated career goals and objectives
g. Identification of potential barriers to reaching stated career goals
h. Analyze the affect of career training programs

Career Development Plan

I’ve often heard people say, “if you don’t know where you’re going, how will you get there?” (McGuire, 2008). This statement rings exceedingly true in our growing workforce. As larger corporations grow, and opportunities are merged into fewer positions, establishing a plan and pursuing a specific career course is becoming increasingly important. By determining career goals and objectives, one is capable of assessing what current skills and abilities he possesses that will be useful in attaining that position, and what training and education may be required before advancement is possible. My five-year career development plan, however, is different from the path of an employee in a corporate environment. My goal, however, is to promote the growth of the company I own, Heather's Crew.

Before setting a reasonable career course, many find it important to take an inventory of their current capabilities. During my personal skill assessment, I determined that I have the ability to manage employees, assess the strengths and weaknesses of the business, and to implement a plan of action to correct problem areas. I also have knowledge of accounting processes, as well as exceptional sales and customer service skills. Still, the most vital strength I bring to Heather's Hammers is marketing. I am talented in website design, search engine marketing, and search engine optimization. As I determine the best opportunities for my future career development, I have to understand how to best utilize my strengths. In the same way, I must also understand my weaknesses and choose to engage in training or stay within the boundaries they create.

Likewise, I must evaluate both my desires and the opportunities that surround me. I currently own a construction company that is largely devoted to roofing. As we work on projects, customers frequently ask us about other types of work we perform. We have consistent opportunities to accept referral customers and to take on additional business from our existing clients. Without drastically increasing marketing costs, we will be able to generate additional revenue by providing additional services. Still, growth does not occur without its share of new challenges. Roofing crews are not qualified to install siding, and siding crews are not experts at home additions; therefore, each new area of construction our company pursues requires we take training, negotiate supply costs, and find experienced workers capable of completing projects effectively. We have to research the market to determine appropriate price points, and create new materials to use during the sales process.

The natural progression of a roofing company that is pursuing growth is to first take the largest share of roofing customers possible, and then to advance into related fields. This benefits the company because workers are willing to work for lower project costs when they receive steady work from a company, so prices typically decrease. By passing these savings on to consumers, a company should receive a higher ratio of signed contracts to estimates given. As Heather's Crew is able to take on more customers, the number of referrals will increase. We keep a database with all of our customer information, and any time our company starts providing an additional service, or makes significant changes to our website, we notify all of our previous customers. In five years, I expect our company to replace three new roofs per day and to fully expand into the installation of windows, siding, and home additions.

Still, my career goals are not only related to the growth of Heather's Crew. In fact, I always assumed that the first business I started would be related to senior care. I have already created a website that focuses on the care of senior citizens who need significant care, but do not require the full attention of a nursing facility. I hope to provide a way for elderly people to stay in their homes longer, and to help them maintain as much independence as possible for as long as possible. I plan to incorporate within the year, and to create literature, business cards, a training program, and a code of ethics. Similarly, I plan to write job descriptions and company expectations that will help both my employees and my clients understand the services this company will provide. I also hope to work with an attorney to create contracts that protect this company and the individuals it will provide for. I also plan to meet with an accountant so that I am prepared to prioritize my spending and know which investments will have the most tax advantages.

Though owning my own business has taken away the luxury of an 8-hour workday, reliable paychecks, and paid vacation, the rewards are far superior. Still, I understand that the future success of my company depends on the efforts I make during its youth, and I take the challenge of its development seriously. I spend hours each day working to promote our website, and hours more managing the business that the marketing creates. Currently, our focus is on strengthening the roofing division. Next, we will place additional efforts into growing our windows, siding, and home addition segments. Even so, I have not lost my vision for opening a business dedicated to providing in-home care for senior citizens. I believe these goals are attainable, and I have set strategic short-term goals that push me closer to the long-term objective. I expect that the next five years will bring growth to two new businesses.


References
Gerhart, B., Hollenbeck, J., Noe, R. & Wright, P. (2007). Fundamentals of human resource
management. New York: The McGraw-Hill Companies, Inc.
McGuire, G. (2008, September 19). If You Don't Know Where You're Going, How Will You
Get There?. Retrieved May 21, 2009, from http://ezinearticles.com/?If-You-Dont-Know-Where-Youre-Going,-How-Will-You-Get-There?&id=1511773