Learning_Experience

Career Development 1 Career Development Plan Part III Flavio Petris Human Capital Management 531 Dr. Maurice A. Rosano October 28, 2009 Career Development 2 Career Development Plan Part III • Introduction InterClean merger with EnviroTech has created a more competitive and strong organization. This merge has opened a new horizon for InterClean in the cleaning/solution industry. This part of the report will give an overview of performance and career management of post merger for InterClean employees. InterClean goal is to retain top talent integrating with new employees and build a world class sales team. A good performance management program will assist the manager to inform the employee where are them now and to help focus attention and effort on the desired direction (Cascio 2006, p. 328). This report will explains the feedback tools, employee opportunities available, career diversity, dual parents and justification of this report. • Feedback Systems To build and strong and successful world class sales team, InterClean must have in place a very good feedback process. Feedback is a key component to enhance employee’s performance and support employee’s efforts toward the company’s goals. Feedback will be measured between performances against objectives, by this means; included in the feedback will be performance standards, job analysis and organizational goals. Formal feedback will be given to the employees every 6 Career Development 3 months. Furthermore, managers or supervisors will be required to give informal feedback to the employees every other month. Informal feedback will provide the employee with the tools necessary to improve or even give their opinions before the formal feedback comes around. According to Cascio “feedback has maximum impact when it is given as close as possible to the action” (Cascio, 2006). The methods that will be use for informal feedback will be verbal and in the form of emails or memos. InterClean will provide their employees with the following formal feedback methods: 1. Performance Appraisal Performance appraisals will be done every 6 months. An appraisal form has been created and all managers will be required to use the same format and standards for every appraisal. The appraisal form will be given to the employee and to the manager or immediate supervisor. The employee will rate their performance for the past six months. Once the form has been filled the employee and the manager will get together to discuss how the forms compare and contrast. The employee and supervisor will be able to see the differences in the appraisal forms. At that point, the manager will provide the employee with feedback about their performance and suggestions on how the employee can make changes to improve their next appraisal. This appraisal is not to Career Development 4 critique the employee, but to provide feedback for a better performance. This is a good time for the employee to have a one on one discussion with their manager and inform any dissatisfaction that might have. The leaders are encouraged to be open and non-biased during the review. According to Cascio “the key requirements of any appraisal system are relevance, sensitivity, and reliability” (Cascio 2006, p. 334). At InterClean managers are required to use these three standards. 2. Customer Feedback Customer feedback is a very important tool for future organizational and individual trainings. By giving current and new customers feedback cards, this will provide the weakness and strengths that the sales team is providing to the customers. Customers will be asked to provide feedback with in a week after service has being provided. • Opportunities after feedback At InterClean management values their employees, so it is important to provide alternative to their employees after the review. If the employee “scores” a low performance, management will provide training and mentoring, so the employee Career Development 5 can perform better in future reviews. This will benefit not only the employee, but also the company. • Performance Enhancement For employees to be motivated and to increase their level of performance, InterClean has put together an employee of a quarter and employee of the year contest. Every quarter an employee will be chosen by the guidance team. They will base their decision on performance and total sales. By the end of the year four employees will dispute the employee of the year award. The winner of employee of the year will win a trip for two to any location with in the United Sates, for 5 nights, plus one thousand dollars. Furthermore, if InterClean meet their goals for the given year, employees will be awarded with year end bonuses. • Employee Opportunities InterClean will provide their employees with the following opportunities: 1. Promotions InterClean preferred to keep internal employees, because of their knowledge of the company and for loyalty. Employee’s performance is recorded in the database. If any position opens up, internal employees will be consider first and be promoted. 2. Education InterClean employee will have the benefit to enjoy a tuition reimbursement package. This package is designed to improve and retain employees. Career Development 6 Employees will have to submit a form with the name of the institution with a course description. After this form is evaluated, employees will have a maximum of $6000 per year, if employee obtains a C or higher grade. Employees will have to submit the report card to the HR office for review. Employees will be required to stay a minimum of one year after reimbursement. If for any reason the employee decides to leave, they will have to pay back the tuition reimbursement. 3. Online Cross-training Employees will have the opportunity to cross-train in different department with in InterClean. There are different online training; witch will walk the employee through on how to use different programs. For example if a sales employee would like to have some understanding on how the accounting department works, they can go to the company intranet and look up accounting and download different kind of systems. These trainings must be done when the employees are on the clock. The employee’s that attempt to do them at home would be penalize. • Opportunities for dual career parents In times like this, were both parent have to work to provide for the family, it is important for the company to give assistance. InterClean will provide a day care facility, where employees can keep an eye on their kids while they are working. Furthermore, InterClean will be flexible with any appointment that the employee Career Development 7 need to attend because of their new born. According to Cascio “if dual-career couples are to manage their family responsibilities successfully, they must be flexible; they must be mutually committed to both careers” (Cascio 2006, p. 379). • Adaptation to Diversity Management at InterClean is completely open in considering employee’s diversity in terms of their career. All employees are required to attend some mandatory training; some other can take advantage of the online cross-training program, witch will open doors when a position opens in another department. • Report Justification The programs that are available for employees are programs that have been in place, so the cost is virtually zero. However, the largest cost will be if an employee takes advantage of this programs and then move to the competition. To ensure retention of employees InterClean must have a competitive salary with an extensive benefit package. The human resources department will gather information from competitors, to have competitive salaries in the market. The day care facility was considerably low, because an old office was implemented for that purpose. Any cost associated is covered by the parents using it. • Reference Cascio, W. (2006). Managing human resources : Productivity, quality of work life, profit (7th ed). New York: McGraw-Hill