...InterClean Memo to Managers Pamela Trombero Human Capital Management HRM/531 April 26, 2010 Janis White, SPHR Memo To: InterClean Supervisory Team Date: April 26, 2010 From: Pamela Trombero Subject: Merger and Management Behavior The purpose of this memo is to explain a recent acquisition between InterClean, Inc., and EnviroTech, and to discuss management’s behavior affecting productivity, employment laws, and working within a diverse environment. As you are aware, EnviroTech has been acquired and will fully merge with InterClean, Inc. in the coming months. The merger between InterClean, Inc. and EnviroTech places the organization in a position to dominate the sanitation industry. This is clearly an opportunity for our organization as we move in our new strategic direction. As a first-line management team, my expectation is that this merger happens with as few issues as possible. I am counting on you to be honest and open with your staff, and to answer any questions they may have. Change is not easy, and I am relying on you to hold regular staff meetings to discuss EnviroTech staff entering the InterClean, Inc. family, and to address rumors flying around that are unfavorable. As our organization grows and moves on to becoming one of the largest autonomous cleaning industries in the market for both commercial and institutional organizations, I would like to remind you of some of your management responsibilities. Management behavior can sometimes impact worker productivity...
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...InterClean Merger Memo HRM 531 COMPANY MEMORANDUM To: Sales Supervisory Team From: Jane Doe, Sales Manager Date: ------------------------------------------------- Re: InterClean Merger ------------------------------------------------- Some uncertainty has been raised by the approaching merger between InterClean and EnviroTech among present employees. Employee morale and trust in management has diminished because of circulating rumours. Management’s demand to carry positive information to the employees about this merger will open endless opportunities to the personnel and provide the firm a competitive advantage. The administration team is key in helping our employees fully comprehend the brand new focus of the organization, and much more importantly, they will need to consider that their jobs are protected. In the transformation stage supervisors will need to keep employees stay well informed of the changes that may take place throughout the merger. The responsibility will lie with direction to describe the skills and evaluation procedure to minimize the anxiety about any possible job loss. The assessment procedure will concentrate on both InterClean and EnviroTech regions of staffing, retention, improvement, adjustment, and managing to guarantee a smooth transition and to calm employee worries. Many employees from midlevel management will need to reduce stress levels, worries and questions on how precisely this transition will probably affect them and the way...
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...Management Behavior Memo HRM 531 November 15, 2010 Management Behavior Memo To: Supervisors From: Manager CC: David Spencer, President Janet Durham, VP of HR Date: November 15, 2010 The purpose of this memorandum is to remind each of you about the importance of your response and behaviors as a result of this merger with EnviroTech. To this point each of you has done a superb job in maintaining your professionalism and addressing issues as they come up. I want to commend you for your hard work and dedication to making this transition as seamless as possible. There are numerous issues we as a team will see, hear, and experience. These issues will be equally as important and confusing to your employees. I am excited about this merger because of the opportunities it will open for our growing company. Without getting into specifics, this merger will set InterClean up with more resources and expertise to break into a global market and offer services that will be unique to our company. This merger will give us a hand-up on our competition as it will set us apart as the industry leader and allow us to provide mass customizations aimed at our customers. I want to reiterate our responsibilities as supervisors for the five areas of the HRM system we have trained on in the past and they included: Staffing, Retention, Development, Adjustment, and Managing change (Cascio, 2006). Every leader is different and to have a successful merger we will have to face tough challenges...
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...Behavior Nancy Fisher HRM/531 September 27, 2010 University Of Phoenix Wade Larson Management Behavior | InterClean, Inc. | Memo To: InterClean, Inc. Sales Managers From: Nancy Fisher, VP Sales Manager CC: David Spencer, President and CEO; Janet Durham, Vice President of Human Resources Date: [ 9/27/2010 ] Re: Merger: InterClean, Inc and EnviroTech As you are all aware, InterClean, Inc. officially has announced the merger with EnviroTech, one of our major domestic competitors in this market. With this acquisition, InterClean has taken a giant step in achieving domestic market control in the sanitation industry. In addition, the service expertise that comes with EnviroTech fit together perfectly with our new strategic direction. This merger creates what we believe will be a very compelling value proposition for our employees, customers, and communities with significant potential for even new growth. With the knowledge of both companies combined into one, we fully expect to reach our sales goals for the next year, which should increase profitability by 40%. Over the next four months, we will be working to merge about 60 EnviroTech sales staff and operations specialists into the InterClean structure (University of Phoenix, 2010). This will roughly coincide with launching a major media onslaught to announce our new service focus (University of Phoenix, 2010). Managers keep in mind there maybe staff affected by this merger. Mergers are never easy on employees...
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...InterClean Enviro Tech Merger Paper Shari Arthurton HRM 548 LJ Elliot 2-13-2012 Introduction InterClean has begun a new shift in their strategic plan. The new direction of the company is one focused on a “solutions and service model” through the creation of “full-range service packages” that are designed to meet the individual needs of each client (University of Phoenix, 2012). In concurrence with the new strategic plan, Interclean has merged with Envirotech. InterClean has made a big decision by merging with EnviroTech, which will allow them to sell cleaning products and evolve them into an environment friendly full-service cleaning business. As with any merger, there will be the need to be an evaluation of the options available in relation to workforce planning that is aligned with the organizational goals of InterClean. Interclean will need to determine if rightsizing is a viable option. In the event of job elimination, a plan must be developed to ensure the process is conducted ethically and legally, and if there is an involuntary separation, what steps need to be taken. Viable Options Whenever there is a merger between two companies, it is up to the purchasing company to figure out a way to intertwine both workforces. In this case, EnviroTech has decided to shift their strategic direction to Interclean. The new strategic goal of InterClean requires a need to provide new training to...
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...Memo: InterClean – EnviroTech Merger Name HRM/531 Date Instructor Name InterClean, Inc Memo DATE: March 1, 2005 TO: Sales Department - Supervisors FROM: Sue Smith, Sales Manager RE: Management Behavior – InterClean Inc., - EnviroTech, Inc., Merger ------------------------------------------------- I am writing as a follow-up to the recent team meeting in which we discussed the pending merger with EnviroTech, Inc. As we discussed at the meeting, it is critical to the success of our company to ensure that the sales management team exhibits behaviors that support the merger, optimizes profitability during and after the transition, and we support staff before, during and after the changes that we are about to face. As we discussed, I expect you to ensure we maintain worker productivity, meet or exceed all human resource management legal requirements, and maintain or promote diversity within the workforce. Behaviors that support productivity As supervisors you can have a significant impact on your team’s productivity. This is particularly true during turbulent times when there is a tendency for employee morale to dip, feelings of insecurity to rise, and stress to run rampant. These factors can lead to absenteeism, tardiness, work stoppages, and other productivity drains. In the extreme, seasoned professionals that believe that their positions are at risk may seek positions elsewhere leading to organizational brain drain, and the need...
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...Best Practices in a Diverse Work Environment Melody Nelson HRM 531 October 18, 2010 Caroline Willett | InterClean, Inc. | Memo To: First level managers From: Melody Nelson CC: Date: October 18, 2010 Re: InterClean, Inc and EnviroTech Merger Transition Merger Transition The merger between InterClean an EnviroTech is in its final stages. As in any situation involving change, there will be some uncertainties and insecurities among the staff and it is the responsibility of all management personnel at all levels to effectively deal with these issues. However, setting a good foundation and following through with good communication, uncertainties and insecurities will be kept at a minimum. Following are a few ways you can make a significant contribution toward that goal. Enthusiasm is contagious! This is a golden opportunity not only for the future of InterClean but also for anybody at InterClean. As we begin merging the operations of both companies, there very well could be some downsizing in certain areas. However, there will also be new opportunities to learn, grow, and move into positions of greater responsibility. Commitment is contagious! “The importance of talking the talk and walking the walk is fundamental to achieving commitment” (Schifalacqua, Costello, & Denman, 2009). Frequent communications updating the status of the merging of operations should be relayed to all team members in a timely fashion in order to keep the excitement flowing...
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...InterClean-EnviroTech Job Analysis HRM 531 Human Capital Management Abstract Most people know their way around the kitchen. It doesn’t take long for someone to figure out that oil and water do not mix. When making salad dressing vinegar and oil must be shaken periodically to keep the contents from separating. The same thing happens when two companies merge together. Management could find themselves in a similar role of chef. Searching for the right combination and mix of people which makes a big impact on sales and customer service. Just like dressing the team may need to be mixed up occasionally to bring the best out in everybody. Managers can achieve results and success through the successful implementation of job analysis. They are the corporate chefs and the ingredients are people. The trick is finding the right mix that makes customers want to come back and employees want to stay. InterClean-EnviroTech Job Analysis The merger of InterClean and EnviroTech presents an opportunity for growth and expansion. Several positions for salesperson will become available as InterClean plans to expand from product sales to in-depth services. To achieve a seamless transition a complete job analysis needs to be created for the new sales force. Conduct a job analysis using several methodologies. Job performance will be used as the first tool. Sales personnel from both companies have experienced staff and job performance will...
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...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 found with the right implementation of the HR domain statement, nine step problem solving process, effective change management and conscientious decision making. The paper tries to identify the various issues related to the merger, challenges, opportunities, solution paths, time lines and risks associated with the implementation of solutions. The paper also provides a set of timelines and metrics for measurement of the outcomes. Situation Analysis Issue and Opportunity Identification InterClean belongs to an eight billion dollar industrial cleaning and sanitation industry. As per the scenario, the principal stakeholders are trying to increase the profitability of the company through change in the business strategy and by the acquisition of a new company EnviroTech, an acquisition that is in-line with new business strategy and bound to achieve the targeted profitability of 40%.(University of Phoenix, 2008). Based on the decisions of David (President and CEO), the HR have taken immediate steps at performing skill gap analysis and identifying...
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...InterClean and EnviroTech New Develop Sales Team Aries Jackson University of Phoenix HRM 531 October 19, 2010 InterClean and EnviroTech New Develop Sales Team InterClean is an $8 billion dollar institutional and industrial cleaning and sanitation company which is in the process of expanding the company domestically and worldwide. David Spencer who is the CEO of InterClean, goal is to provide full spectrum of cleaning services and solutions packages that will become the major avenue for sales (University of Phoenix, 2010). Recently, InterClean has merged with EnviroTech which leaded to developing a new sales strategy which have resulted in the need for organizational restructuring of the sales department. Filling the new sales positions will require the combined talent and skills of InterClean and former Enviro-Tech employees. In this paper, we have conducted a job analysis to evaluate the job, design training, develop a career plan, and to aid in the process of selecting the new sales team. Job Analysis What is a Job Analysis? A Job analysis provides information about specific job tasks and the personal characteristics (education, experience, skills, and abilities) required for efficient output (Cascio, 2005). Also, in a job analysis it must have a written summary of the task requirement for the particular position which gives a description of the job, and a written summary of the job specification which includes the worker qualities they must possess the skills...
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...HRM 531 | InterClean, Inc. | Memo | | [Type the author name] | 6/21/2010 | InterClean-EnviroTech merger scenario memo to the three first level managers under my responsibility. It explains how a manager’s behavior can affect the productivity of his or her workers. It reviews a few employment laws, and describes best practices for working within a diverse work environment. | | InterClean, Inc. | Memo To: Supervisory Team From: Date: [ 8/9/2010 ] Re: Importance of the Behavior exhibited by managers. My fellow team members, we have a unique opportunity to show our outstanding leadership abilities during this exciting merger with EnviroTech. I am excited about you three on my team leading the way with energy unmatched by anyone else within this company. Our job is to lead the way and make this transition time smooth and seamless while still accomplishing our goal of being successful on our daily tasks of managing our sales force. It is key for us as leaders to understand how a manager’s behavior can affect the productivity of our workers. As leader we must show exemplary attitudes along with support and positive reinforcement but still hold each one of our employee’s accountable to their daily tasks. InterClean, Inc. and EnviroTech in the past have been separate companies but now come together as the leader in our industry. As we combine our teams together we will be learning new training tools to expand our knowledge and skills to be head...
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...Management Behavior MEMO October 8, 2009 TO: Sales Manager Team RE: Management Behavior – EnviroTech Merger As you are aware of the merger with EnviroTech, it is important that we discuss management performance and practices. In order to avoid damaging morale with our teams, the sales management team must display harmony among the team and make this changeover as smooth and uncomplicated as possible. The management team plays an essential part in the merger by demonstrating the capability and skill to sustain our efficiency, principles and revenue. As our team successfully and efficiently grow and serve new markets, this will be a substantial challenge. This opportunity will serve us individually and collectively over the next few years and is an excellent way for us to acquire beneficial ability and skills. This opportunity is also a time to have open communication and reunite with your teams to keep them informed of changes that may affect their positions and the company as a whole. There are many things that influence management behavior, productivity, materials quality, people skills, system and procedures, equipment and tool type, knowledge of worker management skill, but the most important aspect is a superior attitude. Suitable leadership helps produce a gratifying work environment conducive to high productivity. If the team members display unmanaged, damaging or disrespectful behavior among themselves, it will create an atmosphere of mistrust...
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...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 stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...MANAGEMENT BEHAVIOR WESTON WEEKES HRM/531 HUMAN CAPITAL MANAGEMENT APRIL 16, 2010 JEFF HERRING Friends and colleagues we are all very aware that there are going to be some incredible changes taking place here and InterClean. This purpose of this memo is to explain some things that might have not been conveyed in our initial notifications,as well as to help us understand our roles as managers as these actions take place. InterClean because of everyone’shard work and dedication has seen tremendous growth in the past year. Because we have such a talented and dedicated group we have experienced much success andthe company has decided to expand. This expansion brings with it another successful company EnviroTech. EnviroTech is a great company that has also seen much growth and success in the cleaning service realm. They also are comprised of talented individuals that have helped that company become the company it istoday. It has been decided that merging these two companies will help InterClean reach its goal of becoming a more powerful force in combining our outstanding products and our new focus on service. This merger is a huge and exciting change. Our rolls managers will be put to the test as streams of concerns and uneasiness flood our workforce. Productiveness and quality as well as moral are all issues that have already experienced a decline as soon as news of this merger has come to ahead. Speculation about the future of our employees has been in question...
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...Career Development Plan Summary Nicholas P. Szydlek Jr. University of Phoenix HRM 531 August 31, 2010 Amona Blackwell Career Development Plan Summary InterClean and EnviroTech are in a unique position to become industry leaders in the cleaning and health care cleaning industry. The merger of these two leaders provides for the opportunity to offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company, the human resources department (HR) has been tasked with creating a new career development plan. This plan is multi faceted and includes job analysis and selection, employee training, performance and career management and employee compensation. As sales and customer service are the customer’s first and continual contacts, HR has focused on this newly merged department to be both test subjects and provide feedback. Job Analysis, Job Description and Specification Combining two individual companies into one industry powerhouse has created the need to evaluate the jobs performed by employees of both companies and develop new job descriptions that will maximize success. This evaluation process is known as job analysis. Anthony, et al. (2002) and Dessler (2003), as quoted by Safdar, Waheed and Rafiq (2010) states “With increasing recognition of the HR-performance linkage, it has been suggested that organizations that actively pursue job analysis as a Human Resources Planning (HRP) strategy...
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