Interclean

Career Development Plan II Development of Training and Mentoring Program With the recent merger of EnviroTech and InterClean, the operating units will need to implement a mentoring program for the new sales team. The new team consists of highly potential individuals that have an extensive background in the sale industry, that will be paired with senior managers to provide advice, feedback, collaboration on their career development and increase their visibility within the InterClean leadership team. InterClean, is moving toward the future, and want to be able to show their employees that no matter where they begin their career at within the organization, they want their employees to know that they can take advantage of hundreds of business specific and professional development training resources that they plan to offer to each of their employees such as: classroom instruction, self-study programs, peer training and Web-based training to help develop and enhance their skills that can be offered in the organization. InterClean also believes that mixing new and highly experienced employees is a recipe for success. This paper will discuss the importance, and the process for the new employee sales team training and mentoring program that will help lead their company to a success. Training and mentoring are the two most essential elements for every business. In the case of these new employees coming into an organization, it is seen that there is a need for a new training and mentoring program to be introduced within the organizations. These training and mentoring will be based on the employee profiles and the levels will be based on the employees learning and development process. Hence, for every company recruiting new employees has become a very essential aspect. Mostly, in the case of new employees this will form a basic understanding of the organization and the employee’s job. The main objective of this new training and mentoring program that will be provided to the new sales team will be the best knowledge possible. The trainers will attempt to ensure that the employees gain complete knowledge of the processes and also gain as much as possible in terms of the soft skills. Eventhough, the selected employees for the sales team comes with extensive background in sales, they will still need to be trained and mentored to fit the needs and growth of InterClean vision. Training and mentoring programs are created mainly to help the employees improve and develop their skills not only for the job but, overall skills improvements. It can also help to develop leaders and retain superstars of the organization that could lead to the success of the organization. Also, with the implementation of the new training and mentoring program at InterClean, it will also help to motivate their employees. Motivation is one key factor that will encourage employees to work harder and to stay with their current employer longer because they will be commitment and it will also give them the availability of opportunities for him or her to grow within the company and advance his or her career through training and development. Every company has a standard set of rules for performance. This is mainly the translation of the job requirements into levels of acceptable and unacceptable performance. ‘Performance standards specify how well work is to be done' (Cascio, W., 2005,). The performance standards can be quantitative or qualitative in nature. This plays a very essential role in the overall performance of the company, and is the basic performance that is expected from the employees within the company. Another tool that can also be beneficial to InterClean sales team department would be an implementation of a quality management system. This system will help motivate staff by defining their key roles and responsibilities that will increase their job performance. This system will be a cost savings to the company that will be made through improved efficiency and productivity. This will also open up InterClean into the market place for opportunities. There are various delivery methods that are available for the training and development of the employees. These differ from classroom training, onsite training, virtual classroom training and also self-paced training methods. InterClean will have a wide variety to choose from on how they would like to delivery training that will be based on their employee and their learning abilities. Training is a process which is normally undertaken to impart knowledge to the others within a team. The content of the training is mostly the knowledge required for the employees to be able to work in the company. Thus, there is a high need for good content to be available for the training process (Buchanan and Huczynski, 2004). Also in terms of the monitoring processes, it is essential that the mentors have complete knowledge of the subject, and the overall performance of each employee based on the training that was provided by the employee. There have always been set time frames for almost every task from employee recruitment, selection that goes all the way down to training and development. These time frames are extremely important as it refers to the set time within which the employees need to be trained and taught all the skills required for the job, and also be able to handle the job by themselves. Time frames also provide a chance for the employees to improve their overall skills apart from the process trainings alone (Beer, et.al. 1985). Every employee has a certain set amount of time which is kept aside for employees to utilize for developing and polishing their skills. There are several evaluation methods that could be used to tell how the employee is progressing through training. One thing a company should always keep in mind is a life without evaluation of one’s goals can lead to failure of completing that goal. Goals are very essential, and it is important to develop new plans for oneself. In the same way the evaluation of the employees performance is extremely essential, and this is mainly because of the fact that the evaluation will help the company understand where the employees are going wrong, and it will also assist the employees to realize their mistakes. With monitored evaluation of these new sales employees, InterClean will be able to tell if their current form of training is working or if they may need to undergo different forms of training that will help improve their employees overall job performance (Weightman, J, 2004). Feedback is another tool that is a very essential aspect of every business that should be conducted and monitored frequently. This is when the employee, or the employer or even a third party provides their views on certain aspects of the job (Beer, M., and Spector, B., 1985). This is generally to be construed as a positive or constructive feedback, and is utilized to improve oneself to be able to perform better. Also this is a way in which people can be given the positive aspects of their work as well as the negative aspects and will be well accepted with the aim of improving one self. Feedback should not be only given when an incident occurs, it should be given to employees on a weekly or monthly basic to let the new employee know how they are doing. Since everyone learns differently, some employees may need other avenues for better development and training. InterClean can do so by implementing various other types of training methods which can prove to be the most beneficial for both the employee as well as the employer. In cases where other alternate method is needed for some of the new sales team, InterClean can develop either a better training method or even a combination of a few different methods so that they have the ability to better cater to the needs of the employee so that they can facilitate better learning to them. With the development of this new training and mentoring program at InterClean, this program will be very beneficial for the organization as well as for all of their new employees. This program will help the organization strive to meet their business goals. It will also facilitate performance strategies and retain talented employees so that they can build a competitive advantage in the marketplace. References: Beer, M., and Spector, B., 1985, 'Corporate - wide transformations in human resource management', in Buchanan D. and Huczynski A., 2004, 'Organizational Behavior Cascio, W., 2005, Managing human resources: Productivity, quality of work life, profits Weightman, J., 'Managing People', 2nd edition, Chartered Institute of Personnel and Development, 2004