merger between InterClean and EnviroTech has placed the organization in a position for increased growth and development in offering the industry full-service solutions and inclusive services to the health care industry. Since the merger, InterClean has addressed management’s behavior impacting organizational productivity, performed job analysis to identify duties and requirements for specific jobs, selected new team members, and developed training, and mentoring program. InterClean is ready for the
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Career Development Plan Summary Nicholas P. Szydlek Jr. University of Phoenix HRM 531 August 31, 2010 Amona Blackwell Career Development Plan Summary InterClean and EnviroTech are in a unique position to become industry leaders in the cleaning and health care cleaning industry. The merger of these two leaders provides for the opportunity to offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company
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Training and Mentoring Program Ralph Freegen HRM 531: Human Capital Management November 14, 2010 Dr. Glyn Jordan A successful training program requires the organization to accomplish a few things with a training program. An organization must implement a program so that it will be engaging for the learner as well as make sure it is benchmarking the employee. There are a few things that must be addressed before getting into the details of the training program
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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
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Career Development Plan Part III January 18, 2010 The training and mentoring needs are complete and the new sales team of InterClean, Inc. is in their perspective positions. Evaluations of performance and career management methods are being put into place. This report will outline the aspects of the performance and career management programs. Performance Evaluations The sales manager will discuss the appraisal form and scorecard with each employee. Each sales associate will complete a
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Report Week 3 Lisette Rodriguez HRM/531 May 02, 2011 May 02, 2011 Memo To: Sales Team Subject: Training and Mentoring Program for InterClean/EnviroTech sales team Due to the departmental changes and restructuring of the sales team, we have developed a training and mentoring program. The program has been developed in order to align our workplace training with our business objectives. We have been doing things differently for quite some time. Although we have been effective in maintaining
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Career Development Plan II Bridget Hall June 28, 2010 Kelly Terrell | |InterClean | Memo To: Sales Team From: Bridget Hall CC: Date: 6/28/2010 Re: Appraisals With the merger of EnviroTech and InterClean complete, it is time to develop a plan for our organization to grow. At InterClean
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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
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Akinlua Oludolapo Morayo University of Phoenix Week 4 Individual Assignment Career Development PlanIII (Performance and Career Management) HRM531 Instructor: Deborah Jones April 25, 2010. Performance and Career Management Performance management entails willingness and dedication that focus on improving performance on the individual or team level every day. It helps employees with indicating present direction and their desired
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Career Development Plan Part III- Performance and Career management Tina Young HRM 531 Anne Selcer, Ph.d., SPHR University of Phoenix October 25, 2010 There are new changes implemented and designed to achieve the maximum results to meet the objectives and goals of the organization. During the newest stages of the merger, we explained how a managers behavior could affect productivity and how management action has to align with employment laws and we described the best practices
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