...Introduction With the merger of InterClean and EnviroTech, merged company has got a new outlook and position in industrial cleaning service industry. For remaining competitive in the industry, the InterClean is required to bring out a new strategic plan and alteration of its focus. Now, the company will not only sell cleaning products but it will also offer full- service cleaning solutions for organizations in the health care industry. For managing this change in its focus, it necessitates changes in job assignments and as well as in job descriptions. For managing these changes, here a development plan will be made that will cover the aspects like completion of job analysis, outlining workforce planning system and selection of new members for the team complementing with company’s new strategy. Job Analysis With the changes taking place at InterClean, Inc. the duties and obligations of its executives and sales manager will also change. Before the merger, the duties of sales executive were only selling but now as the company has added a new aspect of providing full-service cleaning solutions and the duties of its sales executives has altered significantly. The new team that will be developed will consist of sales executives with excellent sales knowledge and customer service skills. For determining the accurate functions of the new sales position, the company can make use of the interview and job performance methods. The job performance method can be used by the company...
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...merger of InterClean with EnviroTech, the higher the risk higher is the possible return on investment. The merger offers tremendous opportunities, with which come structural and managerial challenges. As a midlevel sales manager, the opportunity is to develop a successful plan to implement InterClean new strategy of expanding its products offerings, from a market segment strategy servicing a targeted group, to a mass marketing strategy servicing the entire market providing full-service cleaning solutions in the health care industry. For the purpose of the assignment will explore in dept four pertinent areas, job analysis, workforce planning, selection method, and hand pick 7 employees to represent the team. Job analysis information Job analysis describes the process of obtaining information about jobs; the information is used for many business purposes, regardless of how the information is collected. Job analysis pertains to data regarding the tasks to be completed on the job along with necessary personal characteristics to perform the tasks such as, experience, education, personality, and specialized training. Job analysis also identifies behavioral requirements, the number of employees needed, and the skill sets required to do the jobs in the short-run. Job analysis is consisted of two parts, job description and specification. Job description is a written summary of task requirements, and job specification is a written summary of work requirements. In the past, job description...
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...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 will selected and a development plan created. A job analysis will be performed and a workforce planning system explained. The selection method will be identified revealing advantages and disadvantages, and new team members will be revealed highlighting his or her knowledge, skills, abilities, and the role they will have within the organization. Job Analysis The purpose of a job analysis is to identify detailed duties and requirements for a specific job. The analysis focuses on the job and not the person. The job analysis will provide critical information and allow InterClean to document specific procedures. The summary of task and people requirements will be required to obtain the job analysis. Many types of job analysis methods are available; each come with advantages and disadvantage. After much thought and consideration, InterClean has decided to use the interviews job analysis method, with focus on a new salesperson position. The job analysis interviews can provide standard, nonstandard, and mental work. The interviews method is unique...
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...The InterClean- EnviroTech Merger Scenario October 19, 2010 HRM/531 The InterClean- EnviroTech Merger Scenario Job Analysis InterClean job analysis for new salesperson position sales associate with two to three years of experience and some environmental sanitation knowledge. Job duties include awareness of InterClean products, services, and practices. Each sale associate must apply the knowledge and skills to potential customers so they would consider using the company. Salesmen must evaluate each situation by managing meetings and planning with customers. Communicate with customers to establish a good foundation of trust. Organize procedure set forth by InterClean to maintain proper standards. Strive for sales initiates that are compliant with InterClean and customers. Document all activity for services rendered and active participants. Acknowledge customer relationships to help make them comfortable using company products and services. Well-honed communication skills that reflect the company’s ability to accommodate at many levels of intelligence. Must have a high school diploma, bachelor’s degree in marketing, finance, business or any related field. Maintain achievable goals, responsibilities and duties that are under guidelines of InterClean. Communicate routinely with customers and them activity. Finalize sales records all final activities involving the company and customers relations. Must be able to use Microsoft office program, Windows OS and bookkeeping software...
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...Plan - InterClean Job Analysis InterClean has long been recognized as an emerging leader in industrial cleaning supplies. However, the recent acquisition of EnviroTech has provided the opportunity to elevate the company into a global corporation with the focus on environmental sanitation. The next phase of restructuring is to develop the strategic direction and move from selling quality cleaning products to providing a complete service package including product training, customized solutions for individual needs, full range customer service, and monitoring of industry regulations for proper sanitation and environmental safety. JOB ANALYSIS In order to support the strategic direction, InterClean will need to reposition the current sales force into multi-functional teams. The primary focus of the sales division will be to generate and develop new sales markets while also providing quality post-sales customer service to maintain accounts. The expansion from product sales to in-depth customer services provides the opportunity to combine the sales forces from both companies. To transition seamlessly into one functional team, a job analysis has been created. The purpose of the analysis is to identify and determine the job duties and requirements as well as personal characteristics needed to be successful in the position (Cascio, 2005). An effective job analysis gathers information and identifies employees’ knowledge, skills, and abilities. The job analysis...
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...Career Development Plan With the merger of InterClean and EnviroTech, merged company has got a new outlook and position in industrial cleaning service industry. For remaining competitive in the industry, the InterClean is required to bring out a new strategic plan and alteration of its focus. Now, the company will not only sell cleaning products but it will also offer full- service cleaning solutions for organizations in the health care industry. For managing this change in its focus, it necessitates changes in job assignments and as well as in job descriptions. For managing these changes, here a development plan will be made that will cover the aspects like completion of job analysis, outlining workforce planning system and selection of new members for the team complementing with company’s new strategy. Job Analysis With the changes taking place at InterClean, Inc. the duties and obligations of its executives and sales manager will also change. Before the merger, the duties of sales executive were only selling but now as the company has added a new aspect of providing full-service cleaning solutions and the duties of its sales executives has altered significantly. The new team that will be developed will consist of sales executives with excellent sales knowledge and customer service skills. For determining the accurate functions of the new sales position, the company can make use of the interview and job performance methods. The job performance method can be used by the company...
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...Job Analysis Report Hugo G Haro HRM531 March 25, 2011 Gabriel Lewall Job Analysis Report InterClean, Inc. Project Proposal Project Information Project Name: | Full Service Cleaning Solutions Blitz | Project Focus: | Sales Team Development | Time-frame: | 90-180 days | Summary: | The focus of this project proposal is to demonstrate the need to develop an experienced sales team that will provide a brand new full service cleaning solution service. A new business strategy will lead us to a market of opportunities, in which include entering the healthcare industry. | Background and Purpose The purpose and focal point for this proposal is to integrate solutions and services into InterClean’s product line with the recent acquisition of EnviroTech, Inc. In addition, InterClean has a strategic advantage and a potential to grow by building the right experienced sales team. As a company we recognize and want to capitalize on the diversity of employees from Interclean and EnviroTech merger, which we believe has given us an additional advantage in our industrial cleaning and sanitation industry. Although our company can explore outside resources, we believe our organizational structure provides the adequate staffing thanks...
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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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...With the merger between InterClean, Inc. and EnviroTech, Inc. complete, it is now time to select a new sales team that supports the vision of the new strategic direction. The company will no longer sell only cleaning products, but will also provide full-service cleaning solutions for organizations within the health care industry. With that said, the new sales team will not only be comprised of a diverse group of employees pooled from both companies, but will also consist of those who best fit the job description and our workforce planning system. Job Analysis Information A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The most popular methods used to conduct a thorough job analysis include: job performance, observation, interviews, critical incidents, and structured questionnaires (Cascio, W. F., 2006, Ch. 8). Within every situation there lie advantages and disadvantages for utilizing each method; therefore, it is important to thoroughly evaluate each situation before deciding on which method to utilize. For the purpose of this particular job analysis of InterClean, the more appropriate methods include the use of structured questionnaires, interviews, and observation. In order to get the best feel for the job description, the structured questionnaire will be used while observing the work environment throughout the process. Although questionnaires may be deemed...
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...Career Development Plan Part I—Job Analysis and Selection HRM/531 Human Capital Management November 29, 2010 Career Development Plan Part I—Job Analysis and Selection Merging two successful organizations requires forethought and planning. The sales division within each company generates the revenue to promote future growth and ultimate success for this venture. Developing the perfect sales team by balancing the requirements of the position with the level of talent each salesperson brings to the team provides a dynamic team geared for a positive outcome. The workforce planning system measures each candidate's potential, past success, and abilities to perform the necessary tasks. In addition to candidate review, measurement of the position itself by the human resources division allows for an accurate determination relating to the candidate list. To ensure a positive outcome, this workforce planning system will go into effect immediately. Job analysis Many options are available to analysis what a particular position entails. For example, human resources managers can interview current employees within that position, issuing current employees questionnaires relating to specific job functions, observation of the position, and collecting information on the background of current employees relating to daily tasks, such as statements of duties. However, for this task, the interview technique will suit the needs of the HR division relating to the development of the new sales...
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...Plan Part 1-Job Analysis and Selection William Accomando HRM/531 November 1, 2010 DONALD COLVIN Career Development Plan Part 1-Job Analysis and Selection Now that InterClean, Inc. has merged with EnviroTech changes in the structure of the company are going to be made. As this industry evolves, there will be changes made to the way that this newly formed company will service clients. The company will no longer be focused on the products we sell, but we will be focused on the solutions and services side of the industry. During this shift in strategy we will be redesigning the structure of our current employees and future employee hiring and development processes. The formation of new job descriptions, specifications, a formal job analysis and workforce planning system will be key to the long term success of this company. Interclean, Inc. will no longer be hiring by “gut feel” type interviews, but instead will be hiring thorough a more thorough selection process. We will be developing a new team that will consist of a vice president of sales, a sales manager, and five outside sales representatives. This new team will be hired and developed by the strategic methods discussed in the following Career Development Plan, which will include the analysis and selection stages. Job Analysis A thorough job analysis will identify qualities that employees need to perform existing jobs (Cascio, 2005). We will be using a combination of different competency and job analysis models to...
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...Strategic Plan for Employees October 9, 2010 Table of Contents I. Introduction II. Analysis Information III. Workforce Planning System IV. Selection Method V. Employee Profiles I. Introduction InterClean is merging into the solutions-based selling market. In order to be successful, new positions have become available. With the new positions, employees will have the opportunity to advance within the company and also offer employment opportunities for external applicants. Each employee has to be experienced and know cleanliness and safety. In order to fulfill the new positions, a total of 10 employees will be hired. The employees include: Director of Sales, Assistant Director of Sales, Sales Coordinator, Sales Manager, three Inside Sales Reps, and three Outside Sales Reps. II. Job Analysis Job analysis “describes the process of obtaining information about jobs” (Cascio, 2006, p 158). It includes the job description for each position in detail and includes the skills they must possess for the position. The analysis is so important because it outlines the requirements so the best person is hired. If the employees are not fit for the position, then this will cause the compnay to lose money due to training expenses and losing wages for being short in labor. Director of Sales “Responsible for the overall coordination, the functional management, and leadership of all the sales activities of the...
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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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...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 this new corporate merger has facilitated the need not only to create a new corporate image for both companies, but also a restructuring of the sales team. As a result of the merger, human resources are now in the difficult position of terminating employees. This is one of the most difficult processes in a corporate merger. But we believe that forecasting the future of the company means getting the right people with the right set of skills together at the right time, which is right at the beginning of the merger. This is where workforce planning comes into play. Developing an understanding of everything possible about the internal and external environment and how those factors will affect our current and future workforce is key to the future of the merger. It is about understanding the makeup...
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...Career Development Plan Part I – Job Analysis and Selection Carnelle McCladdie MGT/531 Angela Nixon University of Phoenix October 25, 2010 As a midlevel sales manager, I have been assigned to select new members for the sales team and create a development plan to help my team succeed with the company’s new strategy. The company will no longer sell cleaning products only but will also provide full-service cleaning solutions for organizations in the health care industry. The recent merger with EnviroTech and the new sales strategy will require extensive organizational restructuring of the company. The owner and the human resources department has recognized this need and is in support of preparing the sales team to support InterClean’s higher quality service. As a manager, I will evaluate talent and skills for these new sales positions from both companies InterClean and EnviroTech. To make the best hiring decisions, a clear understanding of the qualifications and skills will be required for each position. To help my sales team succeed with the company’s new strategy, I will conduct a job analysis, create a workforce planning system, identify a selection method, and select new members for the sales team. My goal is to build a sales team that will keep the organization moving in the direction the CEO visioned with the merger of the two companies. According to the text, job analysis describes the process of obtaining information about jobs and includes information about...
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