...Career Development Plan Part II The merger 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...
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...Career 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...
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...Career Development Plan Part III Career Management Plan & Performance Appraisal Form HRM/531 December 7, 2010 Career Development Plan Part III—Performance and Career Management INTERCLEAN, INC NEW EMPLOYEE WELCOME PACKET PROPOSAL TO MANAGEMENT AND HR Welcome to the InterClean, Inc. Sales Team! This packet will cover several items to ensure your success with the company. In the last year InterClean, Inc. acquired EnviroTech, Inc. With this acquisition, InterClean, Inc. has taken a giant step in achieving domestic market dominance in the sanitation industry. The Leadership Team consists of: David Spencer, President and CEO Sally Lindley, CEO of EnviroTech, Inc. Division Janet Durham, Vice President of Human Resources Tom Jennings, Vice President of Marketing Sam Waters, Chief of Compliance InterClean, Inc. is committed to providing employees with every opportunity for a successful career and continued development. Communication is at the core of career success and development. Communication begins at the New Sales Employee Orientation. Orientation items: • Background and history of InterClean, Inc. • Open Door Communication Commitment – feedback to the Team and from the Team is essential. • Successful Sales Technics - Examples modeled from sales team. Presentations have developed by current sales team. • Pairing with tenured sales team member for 90 day mentorship...
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...* Career Development Plan Part II—Development of a Training and Mentoring Program * August 16, 2010 Human Capital Management HRM/531 InterClean has 90 days before its announcement about its new strategic focus. As a manager, I have spent some time choosing who will be on my sales team. I already have an idea of some of the strengths of my new team members because of the skill's analysis Human Resources conducted. I would begin the planning process for what training is needed for my team by sitting down with each individual employee. At this meeting I would inquire about their current and future goals, identify how they learn best, determine what they can contribute to the team and what they feel their present training needs are in order for them to be a successful member of the team. I would also determine if any of them would be willing to share their experiences with their peers or would be willing to help train their peers in the areas and skills they already possess that will be crucial to the team's success. I would also inquire if they have ever worked in a team and what their feelings are about regarding this. I would have done some of this during my interviews with these individuals and determined their buy-in into InterClean's goals prior to choosing them to be on my team. My next step would be to sit down with them as a group. I want to determine and discuss how they envision the training and what will work best for them as a team. I want their...
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