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Career Development Plan Part II Jessica Rivera Santos University of Phoenix HRM/531/Human Capital Management in Puerto Rico Prof. Marta Ángelis Rivera, PhD Abstract In this essay we have analyzed the re-structuring of our organization, what will be the new team’s responsibilities as far as the new branch opening in Puerto Rico. We will also present the new organizations training and evaluation methods. Career Development Plan Part II As it is general knowledge by now, InterClean will be merging with EnviroTech and there will be a new branch opening in Puerto Rico. For this reason there will be some major changes taking place within the structure of the company. One of these changes being the development of a new team that will take over the branch in Puerto Rico. In order to comply with the reorganization of InterClean there have been some internal promotions. These executives will be assigned to the Puerto Rico branch, they will be in charge of organizing the main office and they will also be responsible for the hiring, training and expanding the client base. New Team for Puerto Rico This new team is a very diverse one, including personnel that are fluent in Spanish which will be extremely useful in a Latin market. This team also, posse’s great team and leadership skills which will be extremely useful as well. They will be comprised of the following members. For the Vice-President of Sales position, Mr. Jim Martin and for Sales Management position we have Mr. Tom Gonzalez. There will be three Sales Representatives which are Eric Borden, Dennis White and Terry Garcia. Even though Puerto Rico is part of the United States and they follow federal guidelines like in the main land. They still require and have different necessities when it comes to doing business. The Puerto Rican market is a very diverse one and requires we immerse ourselves in their way of doing business and there culture. Therefore it is imperative that the new team be given the tools necessary so they are able to their job correctly. Training and Development It is important that management is aware of the importance of the retention of our employees and their development as well. This is the key to reducing, if not eliminating turnover within our organization. Retention comprises the activities of (1) rewarding employees for performing their jobs effectively; (2) ensuring harmonious working relations between employees and managers; and (3) maintaining a safe, healthy work environment. Development is a function whose objective is to preserve and enhance employees’ competence in their jobs through improving their knowledge, skills, abilities, and other characteristics (Cascio, 2005). The company as a whole will be developing new training and mentoring programs for all employees. For this reason, we will start a management development program that consists of learning experiences provided by the organization; resulting in upgrading skills and knowledge required in current and future managerial positions (Mondy 2008). InterClean has partnered with Management Mentors. They are a mentoring consulting firm specializing in providing clients with personal services to help them discover the potential of individuals within their organization (Management Mentors, 2010). For those that are not familiar with the Mentoring training tool, here is the explanation. Mentoring is the approach in advising, coaching, and nurturing, and for creating a practical relationship to enhance individual career, personal, and professional growth and development (Mondy, 2008). Each individual will be able to use the tools provided by Management Mentors that will guide them as they go about learning this new area and evolving within the company. It is also necessary that they go threw customer service training so that they become aware of what is the best way to enter a new market especially when InterClean wants to broaden their customer base. This way they will be well equipped on handling different types of customer. This training will be provided by Pro-Edge Skills, Inc., they will provide a seminar on grounds. Even though this team is comprised by existing InterClean/EnviroTech employees; and they are not unfamiliar with this organization; each one of them has worked in the industry at various capacities but they have not worked as a team before. It is imperative that they are able to work together and resolve conflicts when they arise, and especially trust each other and their judgment. For this reason they will also be receiving training that will help them develop their team building skills and interpersonal relationships. Our team will take part of a Corporate Team Building & Leadership Development Camp which will be provided by Adventure Link. It has been proven the inherit benefits of Adventure Links’ outdoor programming. They have stimulated individuals and team development for years (Adventure Link, 2010). Evaluation Methods We are re-evaluating our employee and job evaluation methods. This is a process that determines the relative value of one job in relation to another. The basic purpose of job evaluation is to eliminate internal pay inequities that exist because of illogical pay structures (Mondy 2008). We will start the incorporation of this new evaluation method immediately. For the programs mentioned above for our new management team, they will be required to complete each program successfully and show evidence of it. For the rest of our staff, there will now have a questionnaire in which they will be able to evaluate themselves, their department and management. This will empower them, to do better job and help the administration keep track of the business through the eyes of our employees. This kind of feedback and suggestions are important in maintaining a sense of belonging and faithfulness that will in turn help maintain our employees in house. For those employees that may require further development there will also be some alternative programs specific for the needs of the each employee. The main objective of restructuring the training program for the company is for us to provide all our employees with the proper training pertaining to their specific tasks and acquire the knowledge and skills necessary to do their job correctly and safely. This way everyone will be aware of the new direction the company is taking. The mentoring program is necessary and useful so that all of us have the advice, guidance and vision needed so that we can go threw this transition smoothly. This way we will all feel more secure and confident in our jobs. Time Line Table In order to plan and execute these changes, we have put together a time lime table, which will guide us in these transitions for our management team that will be going to Puerto Rico. A similar program will be provided for the rest of the staff and will be implemented in the near future. |Objective |Activities |Resource |Evaluation |Date | |Establishing Mentoring Program|Partner with mentors to create a |Management Mentors |Progress Report every 6 |6/7/2010 to | | |solid mentoring program in the | |months |6/11/2010 | | |company. | | | | |Improve Customer Service |Seminar in customer service. |Pro-Edge Skills, Inc. |Completion Certificate |6/14/2010 and | | | | | |6/15/2010 | |Team Building Seminar |Team Building Camp |Adventure Link |Completion of Camp. |7/4/2010 to | | | | | |7/10/2010 | |Get to know Puerto Rico |Tour of Puerto Rico and future |Provided by local personal in |Guide Feedback |7/19/2010 to | | |company grounds. |Puerto Rico. | |7/23/2010 | To sum up; there are many challenges associated with our workplace. All the changes we are faced with here at InterClean require that we have the most skilled, knowledgeable workforce with employees who are adaptive, flexible, and focused on the future of our organization. That is why management is completely committed to training and developing the skills necessary in our staff. All of these components will be part of our organizational culture. We know that the best way to push forward in the industry is by having a highly motivated and skilled staff in the market. That is what will give us the edge necessary to keep expanding our company in new areas. Reference Mondy, R. W. (2008). Human resource management (10th ed.). Upper Saddle University of Phoenix, (2009), InterClean, Retrieved from University of Phoenix, HRM/531 website. Cascio,W. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill. Management Mentors, May 2010, retrieved from, www.management-mentors.com Adventure Link at Hemlock Overlook, May 2010, retrieved from, www.adventurelinks.net Pro-Edge Skills, Inc., May 2010, retrieved from, www.proedgeskills.com