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Interclean Career Development Plan: Part I

1749 words - 7 pages

Due to the recent merger of InterClean and EnviroTech, the opportunity for a corporate makeover has become a necessity. The merger has made evident the need for restructuring, starting with the alignment of the business structure and the organizational strategies of both companies. The merger means that InterClean will not only sell just cleaning products, but will also provide full-service cleaning solutions to organizations in the health care industry. Existing on both sides of the spectrum allows both companies as one, who share the same vision, to become the industry leader in the industrial and institutional cleaning industry. While this is the goal of the company, we are aware that ...view middle of the document...

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, the problem is hiring or keeping five to seven of the most qualified sales staff members between the two organizations. In order to create a solution to the staffing problem, it is important to hire staff by conducting a complete job analysis. The job analysis will be an outline of the most important characteristics the selected employees must adhere to. This analysis must take into account past reviews of each employee, each individuals knowledge, abilities, and skills (KSAs) (Job Analysis Paragraph 1). The job analysis must also comply with the guidelines of the EEOC. By creating a proper job analysis, InterClean protects itself by having written documentation of the job description that details what KSAs are necessary to complete the job, and what is expected of each candidate. Job analysis is a legal necessity(Job Analysis, Paragraph 1); it must take into accord preventative measurement and case law in the Title VII Civil Rights Act of 1963 (Cascio, pg 10), and the Civil Rights Act of 1991 (Cascio, pg 7).
Job analysis is comprised of five different criterions: job performance, observations, interviews, critical incidents, and questionnaires. Over the next few weeks, representatives from InterClean will be meeting with various hospital administrators to discuss their needs as well as to observe new tasks performed at the hospitals. Surveys and questionnaires will also be given out at the hospitals to be completed by the hospital’s administrators and personnel followed by interviews with the staff. It is the hope of Human Resources by gathering this information the standards for the needs of a salesperson in this industry can be set and the desired job description, duties, and specifications can be designed and applied to the new KSAs of the new sales team at InterClean.
The new sales staff is the first line prospective clients see and meet, and they are also the main source in bringing in revenue for the company. Because of this, it is imperative we have energetic, competent, strong, ethical, and diverse individuals apart of the new sales staff out in the field helping InterClean to prove itself in the healthcare industry.
Sales Job Description, Duties, and Specifications
The following responsibilities are expected but not limited to for an InterClean salesperson:
a. Cold calling medical care facility prospects
b. Scheduling appointments with prospects
c. Making customer presentations on InterClean as well as the services InterClean provides
d. Ability to close the deal in an ethical manner
e. Meet individual sales goals
f. Maintain new and existing client relationships
g. Keep accurate and timely data for management
With checking past reviews,...

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