Devlopment_Plan

This proposal will explain to the upper management the recommendations and justifications for the job descriptions and qualifications for five new positions. Training program to introduce and enhance the skills and qualifications of new and current employees. Methods for evaluating employee and team performance, including a progressive discipline process, challenges of team performance evaluation including: differences between the two appraisal systems, difficulties of evaluation team performance, unique needs of a team appraisal system, team motivation and expectations, individual equity and how it impacts team performance, strategies to discourage social loafing and individual employee responsibilities towards the team. Incentive and benefits packages and strategies for managing employees’ career development and a fair and appropriate compensation plan. Five employees: This section will identify the five employees who I chose to represent my team and explain why they were chosen. It will include their knowledge, skills, abilities, and the roles they will play. I carefully read up on each employee and made my decisions by what I have read and think will be good for the team. I also wanted a diverse team. Jim Martin is the first choice. He was chosen because he has experience with the company and has knowledge of the cleaning and sanitation industry. He is not afraid of change and he will stay the VP of our sales team. This will be the first level management position. Tom Gonzalez is the second choice. He was chosen because he has leadership skills and knows the products. He has been in the business for over 25 years and knows how to keep customer relationships. He is also Hispanic decent so he will be able to talk to our Hispanic speaking customers and work with the Hispanic community. He will also be a sales manager. Susan Burnt is my third choice. She has worked with the company for over 24 years and successful in every role she had. She has met every sales goal that she needed to achieve. She is aggressive and keeps in good contact with all her customers even the previous ones. She is paid straight commission so if she does not work hard she does not get paid. I think this is a awesome motivator for her and she will be a asset to the team. She will be an outside sales representative because this is where she is good and I do not want to change this. She is already on a path to success and will help the team succeed. Dennis White is my fourth choice. He is young and eager. He is aggressive and knows what it takes to make money. He knows to be convincing and get the customer on his side to want to buy the product that he is selling. He gets paid commission so if he does not work hard he will not get paid. He has been in sales for awhile and knows what he has to do to get the job done. Dennis will also stay an outside sales representative. He knows to how close deals. Ving Hsu is my fifth choice. He is an Asian so this will be good to focus on our Asian community. Ving knows what he is doing. He does most of the training so he will be a good asset in any situation where someone may need assistance whether the situation is dealing with a team member or a customer. If a customer has a problem they know who they can turn to help them. This is a trust issue and the company wants the customers to be able to trust us. This will keep us in good standing with them and they will stay loyal to us. Ving is paid salary so I think he should spend part of his time in the office to be available to customers and the other time doing outside sales. Training Program: He or she need to learn the foundations of being a Sales Representative. The company wants to create an environment of continuous development and learning. Why should people care about this' Everything keeps changing. If the company does not change we will get left behind. Change requires us to look at things differently. People have to learn to do something differently to change. To be a learning company we also have to become a teaching company. We have to train as well as be trained. This is the reason he or she is here to make a change and be apart of this learning and teaching team. The following are the categories for the areas that over time will be expected for the employee to master as a part of the team: • Culture • Team work • The Customer • Systems • Incentives • Your Future Objectives of the training and mentoring program: • Support the people on your team by understanding the basics of the culture • Be comfortable during the learning process and ask questions and see mistakes • Understand leadership and management styles and how decisions are made Performance Standards: Performance standards will be rated as does not meet, meets expectations, or exceeds expectations. The standards will be based on tasks/skill. The standards will be looked at as follows: Customer service-Good focus on internal and external needs and if meets the needs on a consistent basis. Quality of Work-Performing assignments with high standards of effectiveness Quantity of Work- will depend upon your ability to do work in a timely manner efficiently and effectively. Relationships/Leadership- Get along with the team. Express ideas, be a motivator, earn respect and confidence. Planning and Organization- Plan own work and use time wisely. Have goals and priorities. Job Knowledge- Understanding what your job is and know how to do it. Attitude and Attendance will also be part of the performance standards. Content for training and mentoring The Sales Cycle Branding/Image Advertising 2008 –over 10Million • TV • Radio • Internet Sales The Sales Experience Benefits • No haggling • Warranty on products • Rate Advantage Tools/ Programs • Computers for sales associates • Leads we will provide some for you • Internet Payments • Debit Cars • Auto Pay • Cash Culture includes how our leaders lead, how our managers manage, what is important to us, our values, and how we treat and value you and customers. Team Work-We serve our customers as individuals but we can not resolve the issues that may arise over a three or four year relationship with our customers without the help of other members of our “team” The Customer-Employee customer interactions are to build a awesome relationship from the beginning. Referrals are repeat business. Checking reports on a daily basis helps to track your progress. Systems used in the company are Microsoft office, email, and calendar. Time Frame Time is money. We want to be able to make sure we are training the most effective ways and in the least amount of time. Training will be one week. After this week other options to follow up with your training. We will give evaluations every six months to see where people are and if they will be able to make it. The first week will be paid training after that it will go straight to commission. Evaluation methods We will have a checklist to see where the employee stands. It will be based on the standards that are expected of them. They will be evaluated every 6 months and if they do not fit the criteria then we will have a talk. If the talk does not help then we will look at other options meaning this may not be the job for them. Performance standards will be rated as does not meet, meets expectations, or exceeds expectations. The standards will be based on tasks/skill. The standards will be looked at as follows: Customer service-Good focus on internal and external needs and if meets the needs on a consistent basis. Quality of Work-Performing assignments with high standards of effectiveness Quantity of Work- Ability to do work in a timely manner efficiently and effectively: Relationships/Leadership- Get along with the team. Express ideas, be a motivator, earn respect and confidence. Planning and Organization- Plan own work and use time wisely. Have goals and priorities. Job Knowledge- Understanding what your job is and know how to do it. Attitude and Attendance will also be part of the performance standards. Challenges of Team Performance evaluation: Differences between the appraisal systems would be one is verbal and one is given to you physically. Difficulties evaluating performance would be making sure everyone is carrying his or her own weight. Unique needs of a team appraisal system would be making sure the appraisal is reasonable and people are going to be capable of getting a bonus. Team motivations and expectations will be given to each person. Individual equity will be a must no one will be treated unfairly Strategies to discourage social loafing will be to monitor people work by having a work detail report. Individuals will be responsible to carry their own weight. Incentives and benefits package: Incentives will be calculated as a team and individually. Know how to find the report to track your success. Benefits will include medical, dental, and vision. Strategies for managing: We will do classroom learning which will consist of hands on labs. We will do role-playing and use practical skills that will be needed to succeed. We will offer on-site learning where it will be convenient for everyone. We will offer small group learning teams and larger group learning teams. We will have virtual classroom learning. This will be delivered over the internet. This will offer the same content that the classroom will but if someone can not attend the classroom they can go online. We will have self-paced learning. Some people may not learn as fast as others. We will have CD’s for the employees and an internet site that will offer training. New Compensation Plan: Compensation Annual Base Salary $55,000 Health, Welfare, and Retirement Medical $12,000 Disability $0 Deferred Compensation $0 Pension $8,000 Benefits Social Security Workers Compensation $4,000 Total Cost of Benefits $24,000 Summary Annual Base Salary $55,000 Cost of Benefits $24,000 Total Compensation $79,000 This proposal has explained the recommendations and justifications for the job descriptions and qualifications for five new positions. Training program to introduce and enhance the skills and qualifications of new and current employees. Methods for evaluating employee and team performance, including a progressive discipline process, challenges of team performance evaluation including: differences between the two appraisal systems, difficulties of evaluation team performance, unique needs of a team appraisal system, team motivation and expectations, individual equity and how it impacts team performance, strategies to discourage social loafing and individual employee responsibilities towards the team. Incentive and benefits packages and strategies for managing employees’ career development and a fair and appropriate compensation plan.