Interclean_Career_Management_Report

Background The merger between InterClean Inc and Envirotech created an opportunity for a new strategic plan to be developed. Our new business strategy is now in-line with the strategic plan at InterClean. We now sell products and services to our customers and have expanded our sales in domestic and international markets. One of the new goals for the company is to ensure that the Sales Department fits the requirements of the new focus of the company. A job analysis was conducted, a Training and Mentoring Plan was developed and delivered to the seven member sales team. Our next step is to develop a Career Management Plan to provide support for the team’s performance and growth within the organization. This report explains employee feedback, encourages higher levels of performance, available opportunities to employees and dual parents, diversity adaptation and the justification of this report. Career Management Plan This purpose of this plan is to evaluate the performances of our employees as well as to create a career development plan. The career management plan will provide team members with an opportunity to focus on their career goals, assessing where they want to be, where they are now and how to get to their desired position. We will use the skills that were determined in the individual career assessments to forge a career development plan for team members. This is seen as very important because if the career expectations of individuals will not be met within the company, it is expected that team members will leave the company since they will be unable to meet their career goals. On the other hand, (Cascio, 2006 Chap 10) also states that “ companies that recognize the need to provide employees with satisfying opportunities will have the decided advantage of a loyal and industrious workforce.” The plan will also evaluate employee performance with an aim to ensure that productivity goals are in line with the objectives of the company business plans. Feedback Feedback is a very important component of the employee performance system and it is used to align employee efforts to organizational goals. Feedback will be given by measuring performance against objectives set in performance standards, job analysis and organization goals. After each appraisal, feedback will be provided to the team members informing them of their strengths and weaknesses that were displayed within the appraisal. If there are any weaknesses or the performance does not meet the required standard, the individual will be offered mentoring to increase their productivity. If there are behavioral issues, behavioral modification training will be provided. Achieving Higher Levels of Performance To assist the team in achieving higher levels of performance, the mentorship program is being continued. This program is a one to one format where the mentor will share their industry knowledge and different methods of salesmanship, information, guidelines, sales tips, walkthroughs, visitations, best practices, new skills within the industry and any other assistance that is required by the sales team to achieve higher levels of performance. Opportunities for Advancement Employees will be evaluated on an ongoing basis. By tracking their progress or lack thereof, it will become clear which sales staff are meeting and exceeding their goals. Opportunities for promotion and educational opportunities will be available to the team who meet and exceed their goals. Since we are not a unionized company, promotions will be performance based. The best overall performer will be chosen for a position as long as they also possess the necessary qualifications for that position. Promotions will be offered because research has shown that individuals who have been promoted within a company increase their commitment to the company. The company will reimburse the tuition of members who meet a specified requirement in grades for programs that are suitable for the entire company. Flexible Opportunities for Dual Career Parents Since most of the team members are married and have working partners, we have decided to offer flexible schedules and a dependent care program. Employees will be scheduled in order to fit company requirements to ensure that the operation is suitably staffed at all work times. The flexible schedule will include shift scheduling and working from home. Working from home has been chosen as an option because we have the technology to support this and the work of the sales team is not an 8am to 5pm office - bound job. The dependent care programs will provide care for all the dependents of the team who require such care during the time the team is scheduled to be working. Management Adaptability to Team Diversity It is expected that managing the new team will be difficult at first because the team is comprised of individuals with many different types of personalities and backgrounds. However, as a manager, I will get to know my all my team members and accept their cultural diversity. I will focus on team building, provide many team building exercises, I will maintain an open door policy, I will be committed to management practices, treat all individuals with respect and equality, show no bias towards any of the diversity elements within the team and most of all outline what my expectation of them is as the new sales team. I will provide all assistance and tools necessary to enable them to reach their performance goals. Budget Justification No funds have been allocated for this project at this time but it is assumed the ongoing mentorship program that started with the commencement of the training program will provide valuable assistance to this project. Since this service will be provide from within the company there will be no additional cost. Frequent team meetings and feedback from the appraisal process will be built in mechanisms that will foster success and development. No funds will be spent on the career development plans of the team as the assessments will be self assessments and supervisors will provide assistance to individuals with their career management plans. Conclusion In summary, the latest transition document of the merger establishes the guidelines for career management. The report explains employee feedback, encourages higher levels of performance, available opportunities to employees and dual parents, diversity adaptation and the justification of this report. This report will be a means by which the company maintains control over the growth and development of its employees, focuses on its own maintenance and growth while pursuing the objectives of its business strategy.