Employees Training Program - InterClean-Enviro Tech - Case Study Example

Employees Training Program Lori Williams University of Phoenix Human Resources Management HRM531 Karin LaCanne May 08, 2010 Abstract Employees Training Program The integration of InterClean and Enviro Tech to form InterClean-Enviro Tech gives the organization an opportunity to come up with the products and service that are beyond comparison in the industry. InterClean merged with Enviro Tech moving into a solution-based organization and obtaining a competitive edge in the sanitation and cleaning organization to develop and obtain a continuous success through customer satisfaction and creativity. Management wants the new team to be a talented team which possesses outstanding customer fulfillment rate including the sales aggressiveness and effectiveness. Management will recognize appropriately the requirements of the team responsible for sales so as to congregate the necessities of the firm. InterClean should develop a complete mentoring and training program which will bring about better products and services to the team of sales and tthat will introduce the new products and services to the sales team and thus obtain something new concerning the already existing goods. Mentoring and training is a requirement to make certain that the team or division will succeed and work in a cohesive nature as would be expected with any team. The following will document the training and mentoring program submitted for use in the creation of the new solution-based sales team at InterClean. Looking at what training and mentoring is will provide an adequate basis for development and help define and clarify the strategy. The courses will evaluate the mission of the organization, set up new products, classify remuneration to customers, cover up how to devise a positive relationship between clinets and evaluate the compliance standards by the government. This training will entail multimedia and oral peer reviews done by well trained advisers, presentations and interactive seminars which may be needed. The training includes job training, general and non-job related, compliance and regulatory, customer service, communications, leadership, computer software, and contract related trainings. The organization’s goal is to make the team of sales to deal with the client requests effectively and efficiently. During the initial week, the committee will evaluate the liabilities of the salespersons, the committee’s expectations and to introduce the path of development for every person in the sales department. The members of the team will engage themselves in exercises for development, discussions which are informal and set to resolve the issues of the team members, a classroom study that is formal and individual development of the team members. Training means going through workshop training on products and services and how the product and services can be integrated. Also, workshop training consists of how to put together cleaning solutions that are aimed at meeting the needs of the customers, industry movements in consultancy and cleaning, regional and state updates of the market, fresh development of the services, presentation and packaging a cleaning system, the way to sell client groups that are high end, etiquette and protocol in sales solutions, plans for selling products in relation to solutions, lead generation and tracking performance issues regarding consultancy. In the second week the team will use a substantial time frame handling general issues related to management, stress related problems and their reduction, medications, nutrition and tax accounting for those in line with the profession. The third week is training related to contract bidding, administration and tracking, estimation of contract costs, development of proposals as well as contract renewal issues. The fourth and fifth week will cover both computer software, and leadership training majoring on the advanced application packages including Excel, PowerPoint, Word, Microsoft Project, Microsoft Publisher, Office Integrator as well as cost estimate software. Management will also train employees on leadership during the fourth and fifth week. The leadership training will include topics on how to set visions, motivation, persuasion power, conflict management, negotiation strategies and tactics, and team building. The sixth week will review how to develop opportunities through training on both customer service and communication. The training will include customer related issues such as how to identify needs, customer response strategies, developing a positive service attitude, and customer involvement toward solving difficult situations. Management will also integrate communication training on the same week in which attendees will be able to tackle issues on cross cultural communication, individual presentation skills, business communication protocol, nonverbal communication, and develop effective listening skills. On the eighth week training will be dealing with compliance and regulatory training in which the employees will be trained regarding federal and state standards of compliance, waste disposal, chemical use, report on regional and state compliance, cleanup of the environment, laws regarding cleaning and sanitation, standards within the industry, and accepting concerns over compliance in the industry. Training will include a systematic and well designed orientation programs to design training and mentoring needs of the current employees. The orientation programs the organization will create will aid employees to become more familiar with the products. Training programs were created for the InterClean staff, and the training is not new but some enhancements added. The InterClean staff will be able to acquire some familiarity from the training because the benefits from the Enviro Tech programming were taken and incorporated into InterClean’s already existing programs. The first step in managing a new mentoring and training programs is the training needs of the employees and set objectives for these needs. The training team will also be able to outline the goals that the management believes necessary to increase the effectiveness of the employees as well as come up with a process to work more effectively. Management is therefore going to apply a practical approach to training and mentoring requirements and set the objectives leading toward achievement. Based on the past sales report and analyzing the organizational needs, the short and long term targets were clearly assessed and are convinced that the organization’s financial, social, human resources, growth, and market objectives needs to be matched with the organization’s human resource talents, climate, and efficiency. The major focus is to improve quality through training by focusing on improving our efforts, analyzing needs, providing adequate training, removing obstacles, trusting our employees to portray excellent behavior, and make commitments of lasting improvements. With the merger and now Enviro Tech joining into the organizational structure, management will be expecting to make some changes to make everybody comply with the new set standards and regulations. Sales is expected to acquire knowledge on the upcoming issues pertaining to sanitation, environmental laws relating to cleaning, cleaning systems as well as the OSHA standards. All employee will be expected to comply with his or her respective work activities as well as demonstrating ethical behaviors in all decisions and interactions. Organizational managers will be leading the way and setting examples to be followed. Management’s duty is to ensure all employees are well educated and well informed of the employment related laws and regulations. Management will also be specific about job expectations, performance standards, treat employees fairly as individuals, evaluate each employee on the context that his or her experience and skills match the job description, and performance standards as opposed to discriminating on the basis of sex, religion, age, and personal history. Management will also be committed to promoting healthy working conditions free from any form of discrimination, sexual exploitation, violence, safety, business ethics, mutual respect, and equal opportunity practices. Diversity issues and working in a multicultural work environment will therefore be our prime priorities. Management expects to make the necessary changes within the sales department section. New faces within the sales team will be selected under the new strategic plan. Management expects this will assist the organization’s new market segment. The merger with Enviro Tech means there will be job restructuring and job descriptions. To devise the appropriate evaluation methods, management will be employing the interview, and job performance methods of evaluations to get suitable candidates for specific jobs. Management trusts this will be the best method of determining the most appropriate job evaluation. These evaluation methods are believed to be vital in assessing and hiring of new sales team currently and even in the future. The current sales team, however; has much experience in the industry, but the job performance method allows exposure to the real job tasks as well as to the physical, social, and environmental demands of the job. Time will be the deciding factor as the team requires quick training to start providing services to other organizations within the health care industry. InterClean’s merger with a former competitor in the industry must come up with a stronger and competitive company. The merger has enabled InterClean to open a new chapter in the cleaning industry. The prime goal is to maintain top talent along with new employees and produce a world class sales team. Management expects to have a healthy feedback process in place as an important component in improving the employee’s performance and support his or her efforts towards the attainment of goals. Management hopes to measure feedback between performances against the organization’s objectives. The feedback process will incorporate organizational objectives, work analysis, and performance standards. Management will thereafter pass on the formal feedback to employees every six months of the career development process. Management also intends to pass on the informal feedback every month through our respective supervisors. The organization is under the opinion that this will provide employees with the required tools to improve. Organizational managers believe the feedback has a positive impact when given consideration. InterClean will employ the use of verbal communication in conveying feedback as well as e-mails and office memorandums. The final stage of the well structured orientation program will be developing the training as well as mentoring requirements of the present sales staff along with the team acquired from Enviro Tech. The new sales team will require further training to ensure smooth and high level efficiency within the organization. Due to the organization’s new strategic approach more industry oriented knowledge is required. While training ensures employees acquire the information needed in a detailed and organized fashion, it does not offer an opportunity for direct interaction and detailed information on certain specific issues of concern. Intense training will be provided for salespersons focusing on environmental regulations, OSHA standards, and sanitation standards. Management has found it appropriate for salespersons undergo extensive training in sales and communication, and customer satisfaction training. Sales representatives will be required to pass on the knowledge acquired from the training and mentoring program with existing and potential customers. Training will consist of programs planned and designed to enhance performance at individual, group, and organizational levels. Improved performance means that there have been measureable changes in knowledge, skills, attitudes, and social behavior. Mentoring means developing a relationship between experienced persons to aid less experienced employees being mentored develop him or her to a specified capacity (Gale, 1983). Change is in fact what every organization faces and need to develop a good means to handle issues effectively through well planned programs, the better the change is handled, and the more competitive the organization will become. References Cascio, W. (2006). Managing Human Resources: Productivity, Quality of Work Life, Profits (7th ed.). New York, NY: McGraw-Hill/Irwin. Elster, R., & Dorgan, C. (1987). Trade Shows and Professional Exhibits Directory: Supplement. Chicago, IL: Gale Research Company. Friedman, L. (2001). Chain Store Age. Chain Store Age, 77(7-12). Gale, T. (1983). Countries of the World and their Leaders Yearbook. Chicago, IL: GRC. 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