This website uses cookies to ensure you have the best experience. Learn more

Career Development Plan Part I Job Analysis And Selection Report

1539 words - 7 pages

Career Development Plan Part I--Job Analysis and Selection Report
Lorna L. King
HRM 531
August 16, 2010
Scott Beck

1. Executive Summary
The findings show that Team King has the right skills and talent to take InterClean, to the new strategic direction of providing full-service cleaning solutions for organizations in the health care industry. Team King will undergo an intensive training program in the next month. Each member has sales goals of a minimum of two contracts per month and maintains contacts with current clients. Therefore, I recommend a 10% sales bonus for any sales above the minimum sales goal of two contracts per month.
2. Contents
1. Executive Summary ...view middle of the document...

Introduction
As Interclean continues through the merger with EnviroTech, it is apparent that the sales department must quickly assume its new roles and responsibilities of not just knowing and selling the best cleaning products in the market but focus on solutions and services that will meet the environmental safety requirements. The purpose of this report is to conduct the Sales department Job analysis, outline a workforce planning system, and create a selection process for the sales team staffing.
4. Findings/Main Body
4.1 Job analysis information: A job analysis, (2010), according to human resources, “is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job”. The Interclean sales department’s new goal is to provide a full spectrum of cleaning services and solutions, which will require knowledge about environmental regulation of cleaning, and cleaning systems, OSHA standards, and emerging issues in sanitation.
4.1.1 The most appropriate analysis methods for InterClean new sales department would be direct observation and interview. The advantage of direct observation is the analyst can obtain firsthand knowledge and information on the sales team in full operation. Direct Observation is also very simple to use and it allows the analyst to see the tools and equipment used for the job as well as how the sales representative interact with the customer on promoting the service and the cleaning solutions Interclean Inc. has to offer. The disadvantages are it may alter an employee’s work performance because someone is watching. Other disadvantages are time- consuming because she can only observe one employee at a time to gather the full data of the sale and it requires a skilled observer. The interview analysis method reinforces and clarifies the information the analyst gained from direct observation. The advantage of the interview method is an opportunity for the employee to describe the sales process step by step. The information gained from the interview is vital to the human resources manager to create new job descriptions, job duties, promotions, and workforce plans for the sales department. The disadvantage of interview method is the information gathered is subjective and requires verification. Interview method requires experienced interviewer and well designed questions.
4.1.2 Main Job Duties of the new Sales Department:
1. Identify new leads and establish new accounts (obtain a minimum of two new full contracts per year).
2. Sell cleaning solutions and services (customize service to meet customer needs).
3. Maintain long-term relationship with current customers (maintains a client history and can trouble shoot problems for clients).
4. Knowledgeable on environmental regulation of cleaning and cleaning systems, OSHA standards, and be able to answer any questions on emerging issues in sanitation.
3.2 Workforce planning...

Other Papers Like Career Development Plan Part I--Job Analysis And Selection Report

Career Development Plan Part I Essay

1441 words - 6 pages Career Development Plan Part I Oge Hamilton HRM/531 December 6, 2010 James Scholes Career Development Plan Part I Job Analysis The mid level sales manager has challenges that include hiring a new salesperson for the growing sales team. This enormous task entails creating and developing a business plan that directs the company to success. InterClean and EnviroTech are two competing companies currently in the process of merging

Interclean Career Development Plan: Part I

1749 words - 7 pages reflect those initiatives/ strategies and provide our managers with a framework for making informed decisions in line with our mission, strategic plan and financial resources. Also, it provides the opportunity for longer term thinking about future service pressures and needs, and what you need to do now to get workable strategies in place – not only for employee development, but for strategic financial and human capital management. In this analysis

Career Development Part I

1094 words - 5 pages Career Development (Job Analysis) Hope Smith University of Phoenix HRM/531 † Human Capital Management April 23, 2009 InterClean Sales Department Job Analysis A job description acquires an important role for determining essential obligations and requirements for the position. Job descriptions provide an apparent “expectations and responsibilities can give employees a vision of the opportunities available to help develop their

Career Development Plan Part Ii

1264 words - 6 pages Career Development Plan Part II Olla S. Bartlett University of Phoenix Human Resources 531 [ June 1, 2011 ] Tina R. Walker Career Development Plan Part II This paper will detail the exciting new plan for mentoring and training within Inter- Clean. “Global domination will start soon” is the new inspiring slogan. The Inter-Clean executives are focusing resources and energy to ensure the planning for the next stage of development is

Career Development Plan Part Ii

1024 words - 5 pages Career Development Plan Part II University of Phoenix The second part of the development plan will attend to the training needs for each individual chosen to be a member of my team that will help them accomplish the strategic goals for the company. To evaluate training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to decide what training is

Career Development Plan Part Iii

853 words - 4 pages Career Development Plan Part III Frank A. Cruz University of Phoenix Performance appraisals can be an important tool for both management as well as the employee, although I find that performance appraisals can be subjective. This is not to say that appraisals are not of importance if you are going to reward employees on their merit or performance. However, this can be a slippery slope when linking an employee’s pay with a performance

Career Development Plan Part 2

771 words - 4 pages Career Development Plan Part III Dana Hagood University of Phoenix Human Capital Management 531 Laurene Collins April 26, 2010 Career Development Plan Part III Management is a word that encompasses many tasks. The particular tasks this paper is addressing will be the role of managers using a tool such as a performance appraisal to help shape the careers of future managers. Whether the manager likes it or not at least once a

Career Development Plan Part Ii

1713 words - 7 pages Career Development Plan Part II InterClean, Inc, a leader in the eight billion dollar industrial cleaning and sanitation industry (University of Phoenix, 2010), recently merged with EnviroTech, "a company that excels at building long-term client relationships and providing environmentally friendly solutions" (Jones, 2010, para. 1). The merger gave InterClean the opportunity to become a company that not only offers products, but also provides

Areer Development Plan Part Iii— Performance and Career Management

945 words - 4 pages Career Development Plan Part III— Performance and Career Management HRM/531 Human Capital Management December 13, 2010 University of Phoenix Career Development Plan Part III— Performance and Career Management InterClean's five member sales team successfully completed the four week training and mentoring program. The next phase in their career development plan is performance and career management. Through this phase, each team member

Career Development Plan Part Ii Hrm/531

1136 words - 5 pages Career Development Plan Part 2 Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program. Sherry Martin HRM/531     Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for

Interclean Career Development Plan Part 1

847 words - 4 pages will help to ensure our success in the long term. In order for InterClean to succeed with this expansion, management has asked the sales team to conduct a job analysis for the salesperson positions at InterClean. A job analysis is the process of gathering and analyzing information about jobs to clarify responsibilities and qualifications (Teratanavat, Raitano & Kliener, 2006). The result of the job analysis is a job description, an overall

Related Essays

Career Development Plan Part I—Job Analysis And Selection

1025 words - 5 pages Career Development Plan Part I—Job Analysis and Selection The merger between InterClean and EnviroTech requires the company to take a new direction strategically. The company will now expand to provide organizations in the health care industry full service cleaning solutions in addition to the traditional cleaning products they have been providing. This paper will detail the method of job analysis the author will use to hire her new sales

Career Development Plan Part 1 Job Analysis And Selection

1066 words - 5 pages Career Development Plan Part 1-Job Analysis and Selection Career Development Plan Part 1-Job Analysis and Selection The recent merging of InterClean, Inc. and EnviroTech, Inc will enable the new company to expand its markets into an industry leader with its resources of the two company’s becoming one. The strategic direction of the company is to become one of the first all-inclusive service of a full spectrum cleaning services and

Career Development Plan Job Analysis And Development

1218 words - 5 pages Career Development Plan Part I Megan Butler February 22, 2010 David Spencer, InterClean’s CEO, believes that for the company to remain a major competitor in the sanitation industry, it must meet the new regulations and change their selling point from high quality cleaning products to customized solutions. The merger of Inter-Clean and Envirotech has given the company a new strategic direction in the industrial cleaning service industry

Career Development Plan Part I Essay

1526 words - 7 pages Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with