...Problem Solution: InterClean, Inc. InterClean, Inc., a leader in the industrial cleaning and sanitation industry. They are planning to launch a marketing blitz announcing the launch of their new solutions focus. The sales force excels at demonstrating and selling products, however, CEO David Spencer envisions high performance teams that not only sell its high quality products, but also educate and train clients in the customer’s organizations. In preparation for the launch, leadership must evaluate the skills and talents within the organization and determine the needs to realize the new strategy. Extensive research, training and development will need to occur quickly in order meet the targeted 90-180 day goal of launching the marketing blitz. Situation Analysis Issue and Opportunity Identification The current organizational structure does not support the new strategy. The current sales staff lacks the skill set to excel in the future company focus. “High-performing firms display a greater commitment to training and skill development than their lower-performing counterparts. This practice, a core HRM activity, is related to other ideas about the need for continuous improvement and development over time. Thus, firms must take care to select people with the ability and willingness to learn and develop, and they must establish reward practices that encourage employees to participate in training activities.” (Dreher & Dougherty, 2001, ch.1, p.13-14). Organizational behavior...
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...Problem Solution: InterClean, Inc. InterClean, Inc. is an industry leader in the industrial cleaning and sanitation industry. Over the years the company has graduated from being a spray and wipe products but rather a solutions and services industry. InterClean, Inc. is trying to make the transition from being a solely sales-based organization to a solutions-based organization. The company has acquired Envirotech in an effort to be a fully all inclusive organization. This has prompted various changes in the organization. In the following paper I will discuss issues and opportunities that could possibly face the company, stakeholders that are involved, alternative solutions, an optimal solution and the implementation of that solution. Situation Analysis Issue and Opportunity Identification The new strategic direction that InterClean, Inc. is undertaking has led to a few very distinct issues. The issues have presented the company with new opportunities to better itself. The CEO of Interclean has determined that the employees of the company have low morale. There needs to be some type of employee motivation. The company will be adding new workshops that will instill confidence and get the employees excited about the changes that will be happening. Pay and other rewards can stimulate employee effort toward reaching key goals—such as high performance (Dreher & Dougherty, 2001). Training and developing employees is necessary with all companies. In the Interclean scenario it highlights...
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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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...InterClean is an $8 billion dollar company within the industrial and intuitional sanitation cleaning industry. The company has been a major player in the industry. InterClean sales have excelled within demonstrating and selling of products. In the near future InterClean want to obtain success and become a better company. The company is seeking other strategies to expand from the success InterClean has already obtained. The company acquired Enviro Tech to transform into a company that would be considered as a solution base organization and secure the competitive edge in the industry. InterClean has a current plan that would not be feasible for the company, since the integration of both InterClean and Enviro Tech has not been completed. This problem solution paper will review the following issues engrossed within InterClean’s strategies that would be implemented within the company’s newly developed opportunities, stakeholder’s perspective, alternate solutions, risk assessments, and concluding preparation to achieve the new direction of the company. InterClean is a heavy weight within the solution and cleaning sector. Because of the demands the company redirected the attention to services and solutions rather than just services and products. InterClean wanted to begin a new solution-base marketing selling within the next three-six months. For the company to make the transition, InterClean has planned some changes within the company’s sales department. The company is...
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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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...Problem Solution: InterClean, Inc. In the Interclean Inc scenario, the company is a major player in the industrial cleaning and the sanitation industry. The InterClean, Inc. is competing to fulfill the emerging need of providing solutions and services as well as products catered to the stringent environmental safety requirements (University of Phoenix, 2008). This paper will identify alternatives that could be followed by InterClean to achieve the company’s end state goal. The Human Resources Management could follow these alternatives for making its employees motivated and productive while working towards a successful merger. By making the employees happy, they will make the customers happy and show continues support for the growth of the company. This would make Interclean to attain their sales goal by increasing the profit of the company by 40% in the following year. Situation Analysis Issue and Opportunity Identification The CEO of the Interclean has come out with the new service model to meet the customer needs and the currently changing environment. This service model will provide an opportunity for the employees and the company to gain valuable skills over the next several years. Interclean merged with Environ Tech, which could have a restructuring in the existing departments. Since there will be an organizational change in the company, the HRM department should communicate with the employees. They should be explained about the need for the change, which will motivate...
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...InterClean and Enviro Tech Merger HRM 548 - Recruitment and Retention Practices August 5, 2013 InterClean and Enviro Tech Merger InterClean, Inc. is a strong player in the $8 billion institution and industrial cleaning, and sanitation industry. For InterClean to become a major player and increase its profitability, it is vital for the company to evolve with the industry. InterClean is exploring ways to increase the service based division of the organization. With the recent acquisition of Enviro Tech and its personnel, InterClean can do just that. The company must consider, however, how to redefine sales staffing and customer service, as well as restructure the organization to achieve maximum profitability. With a strong strategy, InterClean can easily attain the sales goal of a 40% increase in profitability over the next year. Rightsizing, or downsizing, in an organization is always a difficult decision, even when it is the “right” decision. Before moving forward with any rightsizing efforts, InterClean should consider all options. Currently, InterClean has 45 employees, half of which have one year or less experience with the organization. With the acquisition of Enviro Tech, there are now an additional 50 employees, all of whom have 5 years or more experience. One option would be to absorb the Enviro Tech employees into the InterClean sales team, using their education and experience to assist with the development of the current employees. With 90% of the Enviro...
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...Running head: INTERCLEAN BENCHMARKING PAPER INTERCLEAN BENCHMARKING PAPER Great Team University of Phoenix InterClean Benchmarking Today's organizations thrive on benchmarking to find best practices or solutions to a company's problems through outside industries or companies. This paper highlights some of those issues focusing on how other companies have implemented plans to handle those issues. The issues facing InterClean highlighted in this analysis are human resource philosophy, employee retention, mergers and acquisitions, human resources product handling and servicing. Benchmarking was conducted to evaluate how other companies had handled situations similar to those of Interclean. Outside companies evaluated for comparison come from the mortgage industry, pharmaceutical industry, oil industry, specialty eatery industry, technology industry, airlines industry, chemical industry, insurance industry, and home improvement retail industry. The companies evaluated in this paper were Guardian First Funding Group, Trinity-Chiesi Pharmaceuticals, BP Amoco, Starbucks, Google, Northwest Airlines and Delta Airlines, Rohm and Haas Company, Liberty Mutual Holding Company, Pepsico, and LOWE’s. Evaluation of these companies showed several concepts used in handling the issues and how the companies used these concepts. Situational Analysis Retaining Employees Guardian First Funding Group - Guardian First Funding Group (GFFG) is a mortgage company exclusively involved...
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...Career Development 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...
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...necessary skills, outcomes, and work environment of a particular job. There are several ways to conduct a job analysis: interviews, questionnaires, observation, and gathering background information such as duty statements. Carol Stanley, Internal Consultant for InterClean, utilized interview method. The job analysis for the salesperson position at InterClean includes the following job functions: o Salesperson must be familiar with the “updates to the current product line, new applications for existing products, products rolling out over the next year, products to be discontinued during the next year, new product features, warranties, and formulas. This category also includes sales training skills development consisting of updates on generating leads, responding to inquiries, growing the client base, establishing an effective tracking system, working with long term clients, and generating referrals.” (University of Phoenix, 2008) In order successfully perform named above job functions salesperson must have the following knowledge, skills, and abilities: o Computer skills: PowerPoint, Excel spreadsheets, databases, and Office Integration software. o Customer service skills, including telephone etiquette and problem solving skills. o Communication skills: writing and oral skills o Knowledge of state and federal compliance standards for sanitation, waste disposal, chemical usage, and environmental clean up. o Leadership skills: set personal goals, manage...
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...Career Management InterCleans new strategic plan has gone in to affect and the growth of the business has created the need to preform appraisals for team members. The goal for InterClean is to retain top talent integrated with new members and growing a world class sales team. Part of building and retaining this team is to have a career management plan in action for the team members. Feedback is very important along with avenues for employees to achieve goals, reach promotions and educational goal along with providing dual career parents opportunities that other companies are not. There are different costs associated with this plan and it will be discovered how Interclean will approach this matter in more detail with how to adapt to the diversity of the newly developed team. Feedback To obtain a world class sales team training and feedback is necessary. The overall goal of this training is to ensure the sales team is fully up to speed on the services available through InterClean. The training will also educate the sales representatives on the OSHA standards and environmental regulations. While an employee is in training a large portion of the training will be while the employee is working. Feedback is one tool that will be necessary while employees are training so they can recognize the mistake and fix that mistake immediately. Feedback has maximum impact when it is given as close as possible to the action (Cascio, 2006). The employees of InterClean will have full appraisals...
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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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...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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...necessary skills, outcomes, and work environment of a particular job. There are several ways to conduct a job anaylsis: interviews, questionnaires, observation, and gathering background information such as duty statements. Carol Stanley, Internal Consultant for InterClean, utilized interview method. The job anaylsis for the salesperson position at InterClean includes the following job functions: Salesperson must be familiar with the “updates to the current product line, new applications for existing products, products rolling out over the next year, products to be discontinued during the next year, new product features, warranties, and formulas. This category also incudes sales training skills development consisting of updates on generating leads, rersponding to inquiries, growing the client base, establishing an effective tracking system, working with long term clients, and generating referrals.” (University of Phoenix, 2010). In order to successfully to performed named above job functions salesperson must have the folowing knowledge, skills, and abilities: Computer skills: PowerPoint, Excel Spreedsheets, Databases, and Office intergration software. Customer service skills, including telephone etiquette and problem solving skills. Communication skills: writing and oral skills. Knowledge of state and federal compliance standards for sanitation, waste disposal, chemical usage, and environmental clean up. Leadership skills: set personal goals, manage office politics, and...
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...Job Analysis Assignment Robert A. Plohr Jr. Human Capital Management HRM/531 Edma Melendez November 23, 2008 Overview Now that the buyout of Envirotech by InterClean, Inc. is near completion InterClean, Inc. must now focus on how they plan on moving the combined resources of the new structured organization into the future. As one of the leading providers of industrial cleaning and sanitation supplies, InterClean, Inc. is in need of new sales personnel that will be required to develop a full range of service packages that will be tailored to individual accounts. New sales personnel are going to be trained to interact with healthcare professionals, facility managers and operation managers of the perspective clients. This new sales initiative will be put into place within the next 90 to 180 days when InterClean, Inc. will begin a new marketing scheme. Analysis Methods In order to choose the right candidates for the positions that InterClean, Inc. is in need of there must be, in place, a number of methods in order to analyze the potential hires. It is suggested that the methods used be that of strict interview process whereas the persons being interviewed go through a 4 step process of interviewing with the first being the new department head, then on to the head of operation, the Vice-President of sales and finally based on recommendation to the human resource department to make offers and finalize any employment requirements. (Cascio, 2005). During the interview process...
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