...Part II- Training and mentoring program The eminent merge of Interclean and EnviroTech is fast approaching; extensive training is needed to maintain the company on an efficient path to success. Interclean and EnviroTech will become a united front with a new vision for the future. Training and mentoring play an important role in dictating how successful a corporation will be. We will focus on purpose of the sales team’s training and define the program that will be deployed. Assessment of the Training Needs Because of the new solution-sales strategy, more knowledge of the cleaning and sanitation industry is required. Training for outside sales representatives will be needed in areas of environmental regulation, OSHA standards, and sanitation standards as it pertains to different industries and regions. Training on company software and databases will also affect those individuals being hired from Enviortech. “Workers have to learn three kinds of new skills: 1) the ability to use new technology, 2) the ability to maintain it, and 3) the ability to diagnose system problems” (Cascio, 2006, p. 289) It is also essential for salespersons to undergo additional training in sales and communication as well as orientation materials for customers. With the transitions transpiring within the infrastructure, the new training material will explain the key requirements in preserving the competitive edge InterClean desires. Four levels of analyses are in place to hone the training needs of...
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...Workplace Training Human Capital Management HRM/531 May 10, 2010 InterClean, Inc. and EnviroTech has successfully merged as one organization. Last week job analyses were complete, new staff members were hired, and the organization is ready to focus on developing a training and mentoring program. The organization will look at training and mentoring needs, objectives to the program, performance standards, delivery methods, content, evaluation methods, feedback, and avenues for individuals who need further development. InterClean will lead the industry in cleaning products and services. As the organization moves in the new strategic direction staff members need to understand the importance of the organization’s mission, vision and goals. InterClean will invest in extensive employee training to boost productivity and have a better trained and skilled workforce to meet challenges and organizational goals. Training by definition includes the systemic advancement of knowledge, skills and abilities to adequately perform a task or job. Knowledge received by an individual needs to be consistent and applicable to daily work situations. InterClean will train new staff on products and services, and many other important work related responsibilities. New staff members need to posses an in-depth understanding of all products and services including local, state, and federal regulations pertaining to chemical products. Thorough organizational analysis, many areas for training and mentoring...
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...Development of training and mentoring programs xxxxxxxxxx HRM531 , 2010 Development of training and mentoring programs To accomplish InterClean’s vision of becoming a worldwide leader in the industrial and institutional sanitation industry and maintain this position, InterClean must develop effective training and mentoring programs to prepare its staff to meet these challenges. To achieve these goals, we focused the training program on closing employee skill-set gap (Attachment 1) needed to fulfill their current roles. Although related to training, the objective of the mentoring program is further develop employees in their current roles but, more important, to prepare them to advance in the company and ensure business stability. Training Program: With the implementation of solutions-based selling, our staff must view our customers as clients rather than sales opportunities, thoroughly understand our client’s sanitation needs, how to engineer solutions based on those needs, and maintain client relationships through follow-up communications. In addition to industry training, we must have an effective ancillary training program to include company orientation and covering topics such as business ethics and workplace violence. For industry training, we used the following model to establish InterClean’s training program; we assessed the training needs, determined the best methods for delivery, developed a plan to implement those methods, and established evaluation criteria...
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...InterClean Job Training and Mentoring Program Rozenia Cummings HRM/531 August 2, 2010 Julie Gedro CONFIDENTIAL MEMORANDUM TO: InterClean Executives FROM: Sales Manager DATE: August 2, 2010 RE: InterClean Job Training and Mentoring Program Currently, the sales force excels at demonstrating and selling products, but under the newly proposed solutions/service model, reps will be grouped into multi-functional teams prepared to support InterClean’s high-quality products with high-quality service. The sales teams will be instructed in development of full-range service packages tailored to individual accounts. The sales teams will be trained to engage directly with facilities managers, health care professionals and operational executives in their customers’ organizations, (InterClean, 2005). All initial training will happen within the next 90 to 180 days, with certain courses being continually updated upon the release of new rules and regulations. The job analysis of the sales team has determined that in order to implement this new solution/service model the sales personnel will need to more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards, ( InterClean, 2005). Therefore the sales training was developed to focus on specific skills related to behavior and performance that will ultimately have an impact on customer satisfaction. In developing training to address these...
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...between InterClean and EnviroTech is complete and now we must come full circle through training. The new sales team has been selected and ready to take InterClean and EnviroTech into the future. The new sales team is a combination of both companies’ employees; we have selected the best of the best who bring valuable experience and knowledge of the industry as well as knowledge of the products. In order for the sales team to be successful and reach their full potential there needs to be training established, thus the reason for the memo. We will be implementing a mentor program to complete the training. While the sales team brings past experience of sales it will be beneficial for them to be trained on customer service as this will be a big part of our credo and a necessity to be successful. With the newly merged companies we are also going international and have become a very diverse sales team and looking forward to a more diverse customer base. To bring the team together as one we will need to have training on building team skills and interpersonal skills. The training is not limited to the in the training room, we will be implementing not a mentoring program we will be also conducting evaluations monthly. The new training and mentoring needs As mentioned prior we have a combination of employees from both companies, do to this we will need to conduct training on the products and services we offer to the entire sales team and management. With this extensive training on products...
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...Professor Walfredo Leiva New Training and Mentoring Needs InterClean and EnviroTech are now one. This merger has brought about the necessity for training for all employees regarding new vision of InterClean: no one will be left out. This training program will help us understand what the new organization's expectations are and how to go about successfully meeting those expectations. On average, company annually spends approximately $ 1,241.00 on employee development (Bersin & Associates, (2011). Our goal is to make sure that each one of these precious investment dollars are spent on ensuring your success. Every dollar spent wisely is a “buy-in” for your future success and commitment to the future of InterClean: we are striving to develop our future company leaders today. The company’s new vision is more industry focused. Because of this, more knowledge is needed for us all in the areas of environmental regulations, OSHA standards, and sanitation standards as it pertains to this specific industry. Customers, regardless of the division, are not interested in or do not need to see or hear catch phrases such as, “At EnviroTech we used to….” Or “ Here at InterClean, that is not how we do things.”; therefore, it is essential for all personnel to go through an training program in communication as well as customer satisfaction. The information in this report specifies how the training and mentoring program, the objectives of training and mentoring program, performance standards...
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...goals for the organization, establishing retention and seeking happy employees who may seek these goals with another organization. This training and mentoring plan will guide employees set realistic expectations of career growth with specific time frames for each milestone to happen such as noting education and learning in areas that employees need to develop to be eligible for their next career milestone such as a promotion. However, noting Career Development Plans are just that; a plan and are not commitments to the employee from the organization or the manager proposing this plan. Workplace Training Because of the merger, restructuring, and the addition to the focus of the InterClean and EnviroTech sales team, it is vital that each individual as well as the team collectively obtain the knowledge to be prepared to embrace the challenge of the new structure. The new sales team is a mix of employees from both InterClean and EnviroTech. The new sales force has four members moving in from EnviroTech, who all have superior customer service relations and each have some basic sales knowledge. This group has a strong background in creating and building relationships and can adapt with a new and diverse team but need to broaden their product knowledge and sales strategies to make them a more complete member. The three employees from InterClean have superior sales strategies and are competitive in setting, meeting and exceeding company...
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...Management 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...
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...Williams HRM/521 April 19, 2010 Shirley Myers Creating a Vision InterClean is currently a successful company that provides cleaning products to health care companies. EnvrioTech is a successful company that provides cleaning solutions to companies in health care field. The two companies merged with aspirations to become the only global company to provide full service products, packaging, and cleaning solutions for the health care industry. The challenges facing the company are a smooth merger, retaining the best employees, and hiring the best talent available to join InterClean sale teams. The company will use newspaper, and online advertisements to post new openings. Cascio (2006) explains that “the average firm cut about six days off its hiring cycle by posting jobs online instead of paper ones….” (p.207). Currently, InterClean need to hire five people for sale positions; one of the new position will include a midlevel manager who will have the responsibility of supervising, organizing the daily tasks, and interactions with the sale team. They must possess excellent organization skills, knowledge of cleaning products, services, and enjoy working in a team environment with a diverse group of individuals. Sale representatives are required to have a background in the applications of sales, good communication skills, initiative, and desire to seek additional education and training. The selection of duties pertinent to the new sale positions are research and...
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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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...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 are likely to gain a competitive edge” (p. 18). By establishing core competencies and skills required, InterClean/EnviroTech will draw and...
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...InterClean Training Jaime S. Castrejon HRM/531 Human Capital Management 14 June 2011 Jim Sowatzke The acquisition of EnviroTech has given us an opportunity to expand into new markets. The strategic plan will require that the sales staff be trained in the new direction of Solutions- based selling. The newly assigned sales teams at IntraClean will have to undergo intensive training to ensure a seamless transition toward an efficient and effective industry knowledge sales force. Due to budget constraints sales managers and sales representatives will be required to share knowledge and expertise in developing solutions-based products for customers. New training and mentoring needs will be developed in addition of the existing inventory skills of the current sales members. The objectives of the training and mentoring program, are to merge the two corporate cultures of InterClean and EviroTech into a productive partnership designed to reach next years sales goals which should increase profitability by 40 percent. The training program will tie the workplace training to business targets, and to enhance customer service and product knowledge. Solution-based selling Customer-and-service-based system pioneered at EviroTech Emerging issues in sanitation Environmental regulation of cleaning and cleaning systems OSHA standards Performance standards Delivery method Materials- CBT Computer based training. Multimedia (CD...
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...Development Plan Part II- Development of a Training and Mentoring Progr HRM/531 March 14, 2011 Julie Gedro Career Development Plan Part II- Development of a Training and Mentoring Program With the recent merger of InterClean and EnviroTech, IntrClean has taken a giant step in achieving domestic market dominance in the sanitation industry. With the newly selected sales team in place, it is imperative that InterClean provide its team with the proper training and mentoring program in order to achieve our goal of being the industry’s leader in high quality products and services. The heart of an organization is its employees and its members (Wetland, p.01). With this concept InterClean is committed to providing an effective training and mentoring program. This report will outline training and mentoring needs, objectives of the training and mentoring program, performance standards, delivery methods, content for training and mentoring, time-frame, evaluation methods, feedback, and alternative avenues for those sales associates who need further development. Steady, long-term competitiveness requires an organization to be committed to putting employee’s first and developing quality training programs that are linked to its strategic objectives (Wetland, p.01). Quality employees equate to organizational success, whereas unqualified and poorly trained employees equate to organizational failure (Wetland, p. 01). Cascio defines training as consisting of planned programs designed to...
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...Career Development Plan II Training and Mentoring Program HRM531 June 12, 2011 Career Development Plan II – Training and Mentoring Program The merger between InterClean and EnviroTech has sparked a new strategic direction. Consequently, the merged companies will be introducing full-service cleaning solutions for organizations in the health care industry. To facilitate the company’s new direction, management has assembled a new sales team and development plan to help the team be successful at implementing the new strategy. The new sales team will be consisting of Jim Martin, Vice President of Sales, Tom Gonzalez, Sales Manager, and Outside Sales Representatives, Susan Burnt, Eric Borden, Ving Hsu, and Terry Garcia. Additionally, the next step is to create a training program for these employees. This training and mentoring program is designed to prepare the new team to carryout the objectives of the company. Furthermore, when creating a successful program, management must first identify the new training and mentoring needs, objectives of the program, performance standards, delivery methods, contents, time frames, evaluation methods, feedback, and alternate avenues for those who require further development. Assessing Needs and Objectives When selecting members for the new team, management focused on specific skill sets that would be significant to the success of the organizations new strategy. Notably, employees from both entities were evaluated and chosen because...
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...Team Subject: Training and Mentoring Program for InterClean/EnviroTech sales team Due to the departmental changes and restructuring of the sales team, we have developed a training and mentoring program. The program has been developed in order to align our workplace training with our business objectives. We have been doing things differently for quite some time. Although we have been effective in maintaining and growing market share as separate entities, we must capitalize on having two completely different sets of resources. I know that each company has had its individual road to success; however, we must come together to form a unique blend of unity as we merge the two philosophies. In the past, we sold products to customers to achieve our sales quotas. The new training will be to improve our service based sales. This training will provide the sales team with the opportunity to learn our new way of selling. It will involve getting acquainted and building rapport with the customer. This will further engage the customer and give them a sense of trust. By earning their trust, they will be more likely to share their product deficiencies with us. The training will provide us with the listening tools to receive the information given, and base their product need off of what we gather from them. With the new tools, we will be able to paint the picture for the customer and assure them that they are making the right purchasing decision. After training has been provided...
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