...The merger of InterClean and EnviroTech presents us with an opportunity to provide products and services unparalleled in our industry. In order to properly prepare our sales team to meet the needs of the organization, InterClean must develop a comprehensive training and mentoring program that will introduce the new products and services to our sales team and possibly learn something new about our existing products. The course will review the company mission; introduce the new products and services and define the benefits to our clients; cover how to build positive client relationships and review governmental compliance standards. This course will consist of oral and multimedia presentations, peer reviews with defined mentors, interactive workshops and required reading. This course includes the Occupational Safety Hazard Workplace Safety and Hazardous Materials videos required by the Federal Government. Our objective is to prepare the sales team to handle any client request efficiently and effectively. The first week will review the salespersons responsibilities, what the organizational expectations are from the team and define the developmental path for each salesperson. The team will be involved in team building exercises, informal discussions regarding how the sales team will move forward, formal classroom study, and personal development. The second week the team will spend considerable time learning terms associated with the new chemical and service line and applications. The...
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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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...Two major companies are merging into one company to provide more cleaning solutions for the healthcare industry. InterClean and EnviroTech are the companies that are merging and the new organization needs to have a structure. As the new strategic direction is unfolding the full-service cleaning solution will allow the business to expand into different environments. With InterClean having the experience of products and EnviroTech having the customer satisfaction, management needs to be established. As a midlevel sales manager it is my responsibility to organize new salespeople positions. This summary will also be used for the hiring of new employees in the future. The changes that need to be made are a direct reflection of the companies merging which changes the strategy for each sales team. The following summary will include job descriptions and qualifications, a training program, evaluating employees, team performance, incentives, benefits, and compensation. Currently 10 employees hold the sales team positions from both InterClean and EnviroTech. My selection was based on experience and knowledge. I have selected five employees to represent my new team after the merging of both organizations. The first selection is Shane Huck because of his experience with InterClean. Shane has been with Interclean for the past 8 years and has trained other employees to succeed. Shane started as an Outside Sales Representative and then became Sales manager. He can make...
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...that are necessary to perform the job. Job analysis involves reporting the job as it currently exists in the specific organization for which the analysis is applicable. Job analysis does not report on the job as it existed in the past or as another organization performs it (University of Minnesota, 2008). The continuous observation method is an appropriate method of conducting a job analysis. With the continuous observation method, a trained and experienced observer studies one or more employees (assigned to perform a specific job) over a period of time. The observer records what the employee does, the manner in which the work is completed and how long it takes to complete the work. The job analysis for the salesperson position at InterClean includes the following major job functions and KSAs: A. Prospect and lead generation–Requires the employee to maintain a detailed knowledge of company products, processes, and procedures including but not limited to pricing and time to market. Requires the ability to identify customer needs and the ability to sell the solution and its value, rather than focusing on the price. Requires the skills associated with moving beyond customer objections. B. Contract negotiation–Requires command of strong negotiation techniques. Also requires that the employee maintain knowledge of contract law, InterClean’s contracting policies and procedures, and any contract...
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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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...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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...Week One Content Outline OBJECTIVE: Analyze the impact of manager behavior on productivity. Resource: Ch. 1 & 2 of Managing Human Resources Content • Human Resources in a Globally Competitive Market o Managing people: A critical role for every manager (pp. 6-10) o Features of the competitive business environment (pp. 10-14) o Productivity: What is it and why is it important? (pp. 22-26) o The 21st Century Corporation (pp. 27-29) • The Financial Impact of Human Resource Management Activities o The financial impact of high-performance work practices (pp. 40-43) o The behavior costing approach (pp. 43-46) o Financial effects of employee attitudes (pp. 46-49) o Costing employee absenteeism (pp. 49-54) o Costing employee turnover (pp. 54-58) o Financial effects of work-life programs (pp. 58-62) o Costing the effects of training activities (pp. 62-69) OBJECTIVE: Describe manager actions that adhere to and also violate fair employment laws. Resource: Ch. 3 of Managing Human Resources • The Legal Context of Employment Decisions o EEO and unfair discrimination: What are they? (pp. 77-79) o The legal context of human resource decisions (pp. 79-107) OBJECTIVE: Describe effective management practices in a diverse workplace. Resource: Ch. 4 of Managing Human Resources • Diversity at Work o Workforce diversity: An essential component of HR strategy (pp. 119-35) o Managing...
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...MEMO TO : FROM: SUBJECT: IMPORTANCE OF MANAGER'S BEHAVIOR I am happy to report to you the merger we all know is about to take place s in good shape. I want to thank you for you various contributions since you have been with this company ans especially to the success of the merger that will soon take place. Soon we will be interacting with people from a different organization struture and culture, and even though i have faith in your managerial abilities, i will use this time to explain what is expected of you. A manager's behavior has been shown to affect the productivity of your workers. care needs to be taken when making decisions. Your decision making process should not be tained by favoritism. Siding unfairly towards a particular staff or group will send the wrong signals will trascend involved. Employees that are favored will soon start showing complacency because they believe they willl go unpunished while those not favored will start second guessing every actionsYou also need to exhibit competency, I will enjoin you not to concentrate on their incapabilities but to bring out the strenghts in your employees. Always create an atmosphere where it is easy for them to approach you with their concerns. Remember, your employees look up to you for guidance and direction so it is imperative that you are of good and imblemish conducts. A rude, rigid, and uncaring manager will create an environment of fear and mistrust, it is situation we shoud avoid at all cost, because...
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...Cascio: Managing Human Resources: Productivity, Quality of Work Life, Profits, Seventh Edition III. Development 8. Workplace Training © The McGrawâ'Hill Companies, 2005 286 Part 3 Development over the Internet. They also led the Greater Seattle Chamber of Commerce to create an online learning center for its 2,200 membersâ"most of whom employ fewer than 100 employees. Online learning also permits large firms, such as General Motors, to reach more than 175,000 employees at 7,500 dealerships in less than a week, using interactive distance learning (IDL) technology. IDL will let employees view a live course, beamed in by satellite, and ask questions of the instructor, without leaving their dealerships, which slashes travel time and costs, and improves quality, because GM can select its best instructors to teach each course. Classroom courses are not going away, and e-learning does have its drawbacks, as we shall see in the conclusion to this case, but one thing is certain: E-learning is changing corporate training forever. Challenges 1. What are some of the key advantages of e-learning? 2. Are some types of material or course work better suited than others to e-learning? 3. What disadvantages or opportunity costs can you identify with e-learning? Traditionally, lower-level employees were "trained,â while higher-level employees were "developed.â This distinction, focusing on the learning of handson skills versus interpersonal and decision-making skills...
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...InterClean has taken a giant step in achieving domestic market dominance in the sanitation industry. As most of you know, the merger between InterClean and EnviroTech will be taking place shortly. Therefore, over the next four months, we will be working to merge about 60 EnviroTech sales staff and operations specialists into the InterClean structure through job analysis. The definition of job analysis is a systematic procedure that can help to identify essential job functions and it usually includes information about the tasks to be done the job, as well as, the personal characteristics (education, experience, specialized training and personality necessary to do the tasks. There are several different job analysis methods that can be used in conjunction with each other to obtain a total picture of the task and the physical, mental, social, and environmental demands of a job. Some of these are: Job Performance, Observation, Interview, Critical Incidents and Structured Questionnaires. I believe that the best job analysis method will be done by the interview process. Carol Stanley, Internal Consultant has been assigned to do personnel interviews with InterClean Sales team members and to assess proficiency levels in the different skill areas. The Sales force will need to be knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. They will also need to develop customized packages of cleaning solution and...
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...Running head: Job Analysis and Methods Job Analysis and Methods University of Phoenix Job Analysis and Methodology This paper will focus on analysis of information within the hiring process of Interclean describing job analysis methodology, the required duties the written job specifications, workforce planning system and an analysis of the best employees for this particular position. Job analysis and methods Methods The analysis methods that will be used to conduct research for the new salesperson positions in InterClean are observation, job performance, interviews, and structured questionnaires. Observation will be conducted by simply observing each worker without interference and documenting what he or she does. By performing the job with the employee first hand job performance will be conducted. Interviews will be performed to collect information about what the employee does on a daily basis and to compare what different people are saying about the job. Structured questionnaires will help to better understand the behavioral types of the employees in question. Job Duties 1. Prepare a plan for sales activities that require prioritizing for new and existing customers with the intention of achieving agreed upon business goals that include both costs and sales while managing individual time and production. 2. Arrange/perform/maintain marketing activities such as new product launches, advertising, promotions, and exhibitions to meet agreed budgets and time constraints...
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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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...InterClean–EnviroTech Merger Memorandum Armond R. Dowdell HRM/531 HUMAN CAPITAL MANAGEMENT Dr. Rosie DeCosmo June 7, 2010 MEMORANDUM To: First- level Management Team From: Armond Dowdell Mid-level Manager Date: June 7, 2010 Re: InterClean–EnviroTech Merger The purpose for this memo is to inform the first-level sales managers at about the recent merger with Environ Tech and the importance of the roll management should play in making the merger a smooth transaction. I would like to take time to inform you about the expectations that are in place for my first-level managers. The memo will discuss how the behavior of a manager can impact the performance of his or her workers and the best practices for working within a diverse work environment. The merger will bring a diverse working environment and a lot of new ideas. The merger will allow InterClean to penetrate new markets and expand our consumer base. This is a great opportunity for us to gain market share on our competitors, but this can’t be achievable without your help. We must embrace the merger and the people that will join us along with their ideas. With the new merger of the companies, I’m confident that productivity will see a significant increase and revenue will rise. As first-level managers, you are the driving force to the success of the company. You will be asked to take on more responsibility as InterClean also plans to add its service line, so additional training will be required. To...
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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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...Interclean Management Plan Gwenette Bradley University of Phoenix HRM/531 December 8, 2010 Foy Wallace InterClean Management Plan Now that we have merged we needed to come up with a new management program. This program will help the new employees get accustomed to the new working environment. It will lay out how and when feedback is given. It will help employees to better themselves and know if and how they can progress through the new company. Here is the plan laid out please let me know if you have any questions. Feedback: I will be using Constructive Feedback. We will provide constructive feedback to employees which will be specific to the employee. We will do it semiannually. Most people want to do a good job, and they want to know how their performance is perceived by supervisors. As a manager I owe my employees recognition, when they do a good job and I will provide them with suggestions for improvement when opportunities present themselves. I think making the most out of employee assessment opportunities will be a powerful tool to help motivate my employees. How Can Employees Reach a Higher Level of Performance? Here the employees will have opportunities to reach a higher level of performance. Here we are devoted to helping develop the talents of our management staff. Doing this will help the managers educate their sales team in a way that is consistent with the new company’s expectations. Gaining skills as a sales person it is up to the sales employee...
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