Interclean Career Management Report

1076 words - 5 pages

Background
The merger between InterClean Inc and Envirotech created an opportunity for a new strategic plan to be developed. Our new business strategy is now in-line with the strategic plan at InterClean. We now sell products and services to our customers and have expanded our sales in domestic and international markets. One of the new goals for the company is to ensure that the Sales Department fits the requirements of the new focus of the company. A job analysis was conducted, a Training and Mentoring Plan was developed and delivered to the seven member sales team. Our next step is to develop a Career Management Plan to provide support for the team’s performance and growth within the ...view middle of the document...

Feedback
Feedback is a very important component of the employee performance system and it is used to align employee efforts to organizational goals. Feedback will be given by measuring performance against objectives set in performance standards, job analysis and organization goals. After each appraisal, feedback will be provided to the team members informing them of their strengths and weaknesses that were displayed within the appraisal. If there are any weaknesses or the performance does not meet the required standard, the individual will be offered mentoring to increase their productivity. If there are behavioral issues, behavioral modification training will be provided.

Achieving Higher Levels of Performance
To assist the team in achieving higher levels of performance, the mentorship program is being continued. This program is a one to one format where the mentor will share their industry knowledge and different methods of salesmanship, information, guidelines, sales tips, walkthroughs, visitations, best practices, new skills within the industry and any other assistance that is required by the sales team to achieve higher levels of performance.
Opportunities for Advancement
Employees will be evaluated on an ongoing basis. By tracking their progress or lack thereof, it will become clear which sales staff are meeting and exceeding their goals. Opportunities for promotion and educational opportunities will be available to the team who meet and exceed their goals. Since we are not a unionized company, promotions will be performance based. The best overall performer will be chosen for a position as long as they also possess the necessary qualifications for that position. Promotions will be offered because research has shown that individuals who have been promoted within a company increase their commitment to the company. The company will reimburse the tuition of members who meet a specified requirement in grades for programs that are suitable for the entire company.
Flexible Opportunities for Dual Career Parents
Since most of the team members are married and have working partners, we have decided to offer flexible schedules and a dependent care program. Employees will be scheduled in order to fit company requirements to ensure that the operation is suitably staffed at all work times. The...

Other Papers Like Interclean Career Management Report

Career Development Plan Part Ii Essay

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

Interclean Career Development Plan Essay

1090 words - 5 pages PERFORMANCE AND CAREER MANAGEMENT PLAN Now that InterClean has established their training and mentoring program, it is time to implement the Career Management Plan. This plan consists of giving employees feedback and incentives for high performance, opportunities for advancement and flexibility, and ways to handle diversity. We will also explain how we will make the plan work, despite having no budget. EMPLOYEE FEEDBACK Feedback is simply

Compensation Plan for Interclean

592 words - 3 pages Millicent Mcgill 14 January 2010 University of Phoenix Dr. Kimberly Harvell HRM/531  Career Development Plan Week Five Compensation Plan for InterClean Introduction The merger at InterClean has been successfully completed. We have developed a new career development plan which included our process of job analysis, selection methods, training and mentoring program, performance appraisal and career management. Finally, we are in the

Training and Mentoring

1458 words - 6 pages during the training courses as well as give assistance in career development. The mentor program will also allow management at InterClean, Inc to analysis the job performance and skills of sales team members. The evaluation method for each sales team member will include survey from peer and management review. The instructor from each course will include an analysis of each team member individual efforts as well as group effort in maintain the

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 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

Taking Long Strategic Business Plans

924 words - 4 pages The merger is now complete, after constructing a management behavior plan. We went into discussing a career development plan that allowed us to process job analysis and selection methods, training and mentoring, and performance, and career management. Now it is time for IntreClean to develop and implement a compensation plan. In completing this plan, we must keep in mind that an appropriate compensation plan will attract, retain, and motivate

Interclean Management

747 words - 3 pages will benefit each team. Each sales team manager will be able to benefit from this by balancing out the different attributes the sales representatives bring to the team. For instance, if one sales team member has a Spanish speaking background, that person can pursue the Hispanic market. Justification of Why This Report Will Work This career management plan will allow the company’s sales team managers. This plan helps managers understand where

Interclean Solution

4240 words - 17 pages Problem Solution: InterClean, Inc. A look at the InterClean strategies reveals that the organization is in a ripe form for change of structure, business process, Human Resource (HR) alignment, communication process and employee management. A change is inevitable; the successful management of a change with buy-in from all affected quadrants is the ideal situation for InterClean to achieve the merger with EnviroTech. Such a solution can be

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

Strategic Plan For Employees

1377 words - 6 pages knowledgeable with InterClean systems, compliance and regulatory laws, and a background in sales. Must possess effective time management skills, strong listening skills, computer literacy, and have significant experience in sales database tracking systems. A bachelor’s degree is required but can substitute work experience for educational background. Sales Coordinator A very important position at InterClean. The clientele has to grow with

Related Essays

Interclean – Performance And Career Management

1322 words - 6 pages Now that the new sales team has successfully completed the training program, there is a need to design matrix of performance and career management methods for each team member. Creating an evaluation process helps to determine the effectiveness of the training given to these employees. It also helps to evaluate employee’s progress and setting goals for further development. This process is largely referred to as Performance management. Practice

Interclean Job Analysis And Selection

2420 words - 10 pages employees and will make sure that they understand clearly how they will be judge, and evaluated. There are various important points in the evaluation methods like high level of development and performance, feedback, and the career management plan. InterClean will provide the sales team all the tools needed to perform efficiently. With the performance plan InterClean will be evaluating the present performance and will provide the employees the

Job Analysis And Selection

1349 words - 6 pages InterClean Job Analysis and Selection Human Capital Management HRM/531 May 3, 2010 InterClean, Inc. recently has merged with EnviroTech thus placing the organization in a position to be in command of the cleaning industry. The organization is moving in a new strategic direction with focus on not only offering cleaning products, but also providing full-service cleaning solutions to the health care industry. New members of the sales team

Interclean Problem Solution Essay

5459 words - 22 pages important asset, its people. From the leadership team to the lower-level employees, everyone at InterClean must contribute and be supportive of the company’s initiatives. Internal problems within InterClean must be resolved so that the organization can work as a team and work cohesively to achieve the company’s goals and succeed. Stakeholder Perspectives/Ethical Dilemmas InterClean’s stakeholders comprise three groups, including the management