Interclean

As a result of the current merging of InterClean and Envirotech, the organization has taken new direction and along with this change, an addition of opportunities to grow and develop a new team had become available. The creation of this team will require a structured development plan and defined processes to follow. Developing a job analysis will require a combination of a task summary requirements and resource. The purpose of job analysis is to identify job description and a job specification and the nature of jobs might change depending on time, environment, context, and people. There are five common methods of job analysis; job performance, observations, interviews, critical incidents, and questionnaires. InterClean will schedule meetings with the administrators of the hospitals to discuss their needs and observe new tasks perform at the hospitals. They will issue surveys and questionnaires to be completed by the hospital’s administrators and personnel. In addition, an interview will be conducted with the staff to discuss their duties and responsibilities about their job. In gathering this information the standards for the needs of a salesperson in this industry can be set and the desired job description, duties, and specifications can be designed. Defining and documenting the workforce planning system will provide an efficient method to meet the demand on providing qualified resources to fulfill business needs (Casio, W., 2006, Managing Human Resources, Ch. 5). Part of the process that will be taken into consideration will be the selection method and what are the advantages and disadvantages to the methods that will be used. These development plans will provide the foundation necessary to identify several key employees to fit the needs of the new team. Each one of the sales manager would be grouped into multi-functional teams that are well trained to give high quality service and developing of full-range package that tailored to individual accounts. Part of the training is to engage directly with facilities managers, healthcare professionals and operational executive so that they can answer any questions that the customers might have develop workforce plan There are three things involved on workforce planning, they are: 1. Strategic Planning       Defining the company’s philosophy,the overall mission of organizations is to be first in introducing all-inclusive full service solutions package, domestically and worldwide. Determine the barriers in achievement of a goal; it can be the long training for leaders and staff.  What are the roles of each department and how are they related to each other to fulfill the company. Develop strategies and create budget to finance the training and how long before all the sales manager can perform the skills and gain revenue for the company. 2. Tactical Planning There should be a plan in addressing an issue that might arises that are associated with current operations, as well as with any specific problems that might interrupt the pace of planned growth. In InterClean-EnviroTech company, the specific problem could be how the sales manager adapt to fit our new direction. Solutions-based selling will require our sales manager to be more knowledgeable about emerging issues in sanitations, environmental regulations of cleaning and cleaning system and OSHA standard. So not only that the sales manager need to know how the product works but they also need to know and understand the legal, environmental, safety, ethical and regulatory issues that affect sanitation and cleaning in varies industries and setting. 3. Human Resources Planning HR strategy is the set of priorities that a firm uses to align its resources, policies and programs with the strategic business plan. Looking at figure 5-6 page 175 chapter 5, HR   requires a focus on planned major changes in the business and on critical issues such as: What are the HR implications of the proposed business strategies, What type of skills and training that sales manager need to attend, is there some kind of incentive that will motivate them to sales more and open more new account for new customers. How can we manage talent shortage and surpluses' By understanding the company business strategy and understanding the talent current inventories HR can come up with the number of people that we need, the variety of skills for the job, the people that we might need when the business booming and what type of training need to be put in place for the employee to stay marketable and competitive. By identifying positions that directly can produce revenue, returning customer and differentiate between our company and our rival, company can be reassure that they will have the greatest effect on their employee. Conduct Job Analysis There are many ways that we can do this, we can start doing process of job analysis by reviewing company documentation, what is the business strategy for the company and what is it that company wants to achieve by adding the cleaning solution service to the sales manager tasks and where do they see themselves in 5 years. This process is to include the previous job description, the recruiting process prior and evaluations of all this documents and facts. Another thing that we can do is interviewing the current employee involve with the positions, ask them to list their job duties, evaluate the list and maybe doing some changes to meet the business strategy. After interviewing the employee, we can interview their supervisor to verify the information collected. Job Description:   1. Establish plan and strategies to expand customer and market, using the new added cleaning solution service   2. Ordering of all cleaning material   3. Responsible for the development and performance of all sales activities   4. Develop a business plan and sales strategy for the market that ensures company sales goals and profitability   5. Responsible for the performance of the team, and the effective search of a new prospective customer and follow up   6.   Working together towards the new directions of the company   7. Conduct one on one review with the staff to build effective communication, understand training and development needs, what are the obstacle that they face from time to time and provide a solutions.   8. Control expenses to meet budget   9. Follow company policies, procedures and business ethics and ensure that these were follow by all the team member   10. Recruit, test, hire and motivating cleaning staff, the possible candidates for the job.   11. Ensure all account executive is meet or exceed all activities standard for prospecting       calls, appointment, presentations, proposals and closes   12. Maintain contact with all clients in the market area to ensure a high level of client satisfactions, and follow up.   13. Have a good relations with all the company’s employee   Job specifications         o Familiar with all relevant safety and health legislation within the responsibility territory.         o Willing to use their hands to do the cleaning and are able to use the necessary equiptment         o Knowledge of general cleaning procedures         • Experience in all aspect of supplier relationship management         • Understanding the dynamic of the customer and the market         • Willing to work as a team to reach company’s goal.         • Have a leadership skills and motivate team to drive sales         • Have a good phone skills, cold calling Recruitment and Selection Process   1. Posting the positions either next to HR office or in the local magazine, or company website   2. Taking incoming phone calls related to the job posted, and start document of all the applicants   3. HR Manager should start calling the possible future candidates and make appointment to have them come in and feel up the necessary document, and interview   4. The manager may consider the right candidates immediately and have the second interview. And this has to be job related qualifications only.   5. The manager must provide as much information that the applicants needs, including salary, benefit and policies.   Five Employees that I would choose are:   1 Jim Martin       • He has experience and knowledge as a manager in the industrial cleaning and sanitation industry.       • Great customer service       • Always striving to be the best in selling and have many great ideas, on exceeding the sales.   2. Tom Gonzalez       • Experience in developing based solutions product       • Been inn the cleaning industry for 25 years       • -Proficiency in Spanish, this is a great skills added to the team for expansions       • Enjoy establishing long relationship with the customer and always fine ways to solve their problem   3.Susan Burnt       • Aggressive in closing sales       • Providing an excellent “after the sales” service       • Has experience in customer service, collection, purchasing, and distributions   4. Eric Borden       • Great customer service skills       • -Has a team leader skills       • Keep himself current with the latest industrial cleaning and sanitation industry development   5. Ving hsu       • Has a great customer skills and enjoy working with people       • Willing to keep himself current with training and seminar, so that he can train the employee of his customer   I chose those five people because of the experience that they have with customer service and industrial cleaning service. They are striving to be the best in selling and closing the deals and providing excellence “after the sales” service. This is a good practice to keep the client stay with us. I will choose Jim as a leader of the team and everybody else is just a team player References Cascio, W. (2006). Managing human resources : Productivity, quality of work life, profit (7th ed).   New York: McGraw-Hill