...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...
Words: 1191 - Pages: 5
...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...
Words: 2059 - Pages: 9
...Part I—Training and Mentoring Program Training and Mentoring Program Christina Hill University of Phoenix HRM/531 Human Capital Management Dr. Decosmo Monday, August 2, 2010 Career Development Plan Part I— Training and Mentoring Program InterClean, Inc. is an International sanitation and cleaning company which is planning on increasing growth and market share at a fast pace. InterClean, Inc expects to a 40% increase in its sales profitability over the next year. In order to accommodate this aggressive sales goal, the company has decided to implement a new solutions-based selling approach which requires organizational restructuring and staffing initiatives practically with the Marketing and Sales areas. To accomplish the organizational initiatives, management has decided that a formal training and mentoring program needs to be implemented at InterClean, Inc that will support the acquisition and address the training needs of its growing employee base. The Human Resources department has been tasked with creating the new enhanced training system based and mentoring program. This paper will discuss the development of the training and mentoring program at InterClean, Inc. It will discuss new training and mentoring needs, training and mentoring program objectives, performance standards, delivery methods, training and mentoring content, time frame, evaluation methods, feedback, and alternative learning options. In order for InterClean to effectively...
Words: 2233 - Pages: 9
...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...
Words: 1302 - Pages: 6
...Development Plan Part Two Businesses around the world use training programs to increase productivity and knowledge among its employees. The purpose of training employees is to provide them with the tools that will help them execute their jobs with quality and high performance. It equips them with the efficient skills to perform their jobs. At Interclean, a training program has been designed for the five employees that will be relocated to Puerto Rico to ensure their success in the new acquisition. Because all five employees will be working in a new environment, and new culture, it is important they acquire the necessary skills to succeed as Sales manager, and sales representatives. Within the group, there is a need of learning the main language of the island which is Spanish and also learn about the Puerto Rican culture. Coaching and mentoring will be added to the training program once it is completed. The objective of the training program is to empower employees and enrich their knowledge in a second language. Once the training program has been completed they will proceed to receive coaching and mentoring. The objectives of coaching and mentoring is to give follow up and continuous guidance throughout their employment. To establish performance standard, it is necessary that every employee learn the definition and pronunciation of 15 words in Spanish within the first week of training. On the second week of training 30 words must be learned. On the third week, they must practice...
Words: 895 - Pages: 4
...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...
Words: 2532 - Pages: 11
...Plan Part II Training & Mentoring Program Leon Stovall University of Phoenix MEMORANDUM FOR CEO InterClean Inc. FROM: Sales Manager SUBJECT: Sales Team Training & Mentoring Plan As a result of the recent selection of our new sales team, I have created a training and mentoring plan. I have attached to this memo a training plan which outlines topics such as, new training and mentoring needs, objectives of the program, performance standards, delivery methods, content, time frames for training, evaluation methods, feedback, and remedial training. Please review this memo and attached plan, and provide any necessary input. If you have any questions you may contact me at tel: 505-463-9714 or email at: pappa_bear_07@yahoo.com. //SIGNED// Leon Stovall, Manager InterClean Lead Sales Division Attachment: Training & Mentoring Plan Training & Mentoring Plan The following training and mentoring plan has been created for the sole intent to better equip the InterClean sales team with the knowledge its employees will need to be successful in today’s vastly growing industrial cleaning arena. The plan provides the necessary information for supervisors and trainers to plan, develop, manage, conduct, and document an effective and efficient training program. Part II of the plan details the new sales team training and mentoring needs, objectives of the training and mentoring program, performance standards, training delivery methods...
Words: 1522 - Pages: 7
...Career Development Phase II: Training and Mentoring Program Sara palma HRM 531 February, 2011 Career Development Phase II: Training and Mentoring Program After a thorough job analysis the new sales team for Interclean has been selected. The sales team is a mix of Interclean and Enviro Tech employees, that were chosen based on there skills and experience. The next step will be to implement the training and mentoring program that provides this new team with the tools to be successful and meet the demands of the company’s strategic plan. The primary objective of the training and mentoring program is to expand each team member’s knowledge and skill set. One of the main goals of training will be promoting the group to function as a team. The company’s goal and objectives will be established and reinforced throughout training and thereafter. The program has been designed to improve performance at the individual and group level, and the programs success will be evident by measurable changes in each individual’s knowledge, skills, attitudes and behavior. Mentoring will enhance each team member’s skills and further promote the team concept. In addition the company will foster each individual’s talents and skills and give employee’s the opportunity for career growth and development. The training and mentoring program must have identifiable performance standards that are clearly communicated to each team member. These standards are used to identify the quality and quantity...
Words: 627 - Pages: 3
...Career Development Plan Part II - Development of Training and Mentoring Program HRM 531 October 6, 2010 Career Development Plan Part II - Development of Training and Mentoring Program InterClean has completed the staff selection process and the new sales team has been announced. The next step in moving toward the projected goals as outlined by the strategic plan is training of the selected employees. The concept associated with training is training will improve performance. This improvement will be evident in the actions of the selected employees. Trained employees will display learned changes in knowledge, skills, attitudes, and social behavior (Cascio, 2005). InterClean has accessed the training needs of the outside sales representatives and has outlined a comprehensive training and development plan that each employee in the sales department will be required to complete. Training and Mentoring Needs In order for this to be a successful proper training and mentoring must be given to the new sales team. When adjusting to a new company, employees must be willing to behave in a new way. Training will provide necessary but innovative ideas for employees. Training consists of planned programs designed to improve performance of the individual, group, and organizational levels (Cascio, 2005). A new training plan is essential after the transition to allow the employees to operate as a team. Training will allow the formation of new relationships among employees, and these...
Words: 1828 - Pages: 8
...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...
Words: 1792 - Pages: 8
...Development of Training, Mentoring, and Coaching Program Human Capital Management 531 Training and coaching of employees is an integral part of a business organization. Employers may use training programs to help their personnel acquire knowledge and skills as well as improving their performance. Through the development of a training program organizations can empower their employees increasing their expertise, thus expanding their productivity and efficiency. This can have cost-effective results in the company because of the subsequent progress in production and service that a well-trained employee can bring to an organization. The continuous changes in the business world and the competition force companies to modify and reinvent their business strategies. Part of these strategies involves providing their employees with the necessary resources and tools that will allow them to keep pace with the changes in the business world. As Cascio (2005)states “the organization is responsible for providing an atmosphere that will support and encourage development, and the individual is responsible for deriving maximum benefit from the learning opportunities provided. This may involve the acquisition of new information, skills, attitudes, or patterns of social behavior through training and development” (p. 288) In addition to training and developing their employees’ skills, managers may use coaching and mentoring to also improve their productivity. Coaching and mentoring motivate...
Words: 1248 - Pages: 5
...Development of Training and Mentoring Program for the New Sales Department Development of Training and Mentoring Program for the New Sales Department The current merge and reorganization of InterClean have created a need for training and mentoring for the new sales team. As employees begin to assume their new responsibility, the company requires training procedures to be set in place to help the new team member understand how to do their job and what the job requirements and expectations are. This training will equip the new sales team with the knowledge that they need to be successful sales people. Training must be developed according to the diverse needs of the participants. The goal of the training is to provide a formal and structured approach to sales by all sales person in support of the strategic plan of the company. Training programs in addition to mentoring programs are being planned so as to get the most results. The primary objectives of the training is to increased the ability of sales personnel to generate sales, open and retain new customers and retain multi million dollar accounts. New Training and Mentoring needs: InterClean, Inc will administer a one-on-one mentoring program. This will be a selection where each junior sales person will be matched to senior sales person over a period of 6 weeks so that each new sales person will learn from the senior sales person and ask questions as needed. This mentoring program will require accountability by both...
Words: 915 - Pages: 4
...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...
Words: 1575 - Pages: 7
...it also becomes necessary to evaluate the sales position. Since the business strategy has dramatically changed, the sales position has dramatically changed as well. New job analyses and workforce plans need to be created and new teams selected. While there are numerous selection methods, the selection methods determined appropriate for this new sales team is a peer assessment, an interview, and recommendations. It has become necessary to create five new positions. The positions will consist of: (1) Senior Manager, (1) Sales Team Leader (3) Sales Representatives. Focusing on the talent available and the identified job descriptions a review of the available employees was performed, placing emphasis on the soft skills, which are harder to develop. It is my recommendation that for these newly created positions we hire out side of the company. It’s a great idea to consider an internal candidate for a critical position opening and compare him to the slate if outside candidates. (Tolan, 2008) InterClean is committed to being open to a diverse culture not only in terms of race, gender, or sexual orientation but in terms of knowledge, skills, attitudes, backgrounds and experience. (Javitch, 2008) Listed below are the job descriptions and qualifications needed to fill the job openings. Senior Manager Job Description The Senior Manager supports the acquisition of new buyers for these products within both the current member base as well as from the prospect community at large...
Words: 2162 - Pages: 9
...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...
Words: 1623 - Pages: 7
