Week_4_Hrm

Employee feedback has a direct affect on the employee’s performance. Understanding this, Interclean, Inc. has created an employee feedback and performance appraisal system to maximize the sales staff’s performance. At Interclean, sales staff will be provided feedback on their performance during weekly meetings with their managers, during a mid-year discussion and an end of the year performance review. Set up as informal coaching sessions, the weekly meetings will provide the sales professional with detailed feedback on overall weekly sales results and trending, number of new sales accounts contracted, and compliance ratio numbers. The coaching sessions allow the sales professional to identify any potential obstacles, such as lack of regulatory and compliance knowledge. The manager can step in and contact human resources for additional individualized training if an in class training session has not already been set up. By meeting frequently, the manager and sales professional can review potential challenges and have them corrected immediately. Due to the frequency of these meetings, each meeting may only last 30 minutes to one hour. If the sales professional is not obtaining the desired goals, the manager may decide to place the sales professional on a performance improvement plan (PIP). This PIP will provide the sales professional with a detailed plan of how to improve sales while maintaining an acceptable OSHA regulatory compliance ratio. As an example, a PIP may show that the sales professional is required to make 10 daily outbound calls to prospective new accounts, set up three daily appointments and close one new client account per week. The PIP will provide the sales manager and the sales professional a benchmark to review and improve performance. The mid-year discussion will be a formal discussion between the manager and the sales professional, lasting for about one and half hours. Prior to the discussion, the employee will complete and turn in two documents: 1) an independent development plan (IDP) and 2) a mid-year review plan. During the IDP discussion, the manager and the sales professional will walk through the IDP document. The IDP describes the sales professional’s skills, knowledge and educational strengths and weaknesses. Another area of the IDP document details a future role that the sales professional might want to aspire towards and the steps that the sales professional will take to achieve this future role. On the other hand, the mid-year review will be a document to show how well the sales professional is doing against the sales targets and compliance goals. Obtaining alignment on the key organizational and sales professional objectives will be paramount. On an annual basis, the manager will provide additional feedback in a formal discussion. The sales professional will complete and turn in the end of the year evaluation. The feedback will be more structured than in the weekly and mid-year discussions. At the conclusion of the formal annual performance appraisal period, the employee maybe eligible for a merit increase based on well he achieves the desired results. Sales professionals who meet all agreed upon objectives will receive the maximum merit increase of 6%, plus be awarded an annual bonus payout. The performance appraisals method to be used will be Management by Objectives (MBO). The sales professional will be measured on the sales contributions to the organization as well as regulatory compliance measures. Every six months, as part of the mid-year and annual performance review, the sales manager and sale professional will meet, establish and agree upon the major objectives, such as 1) increasing sales performance for all clients, year over year, by 20%, 2) establishing 25 new Interclean customer accounts during the year, 3) maintaining a regulatory compliance ratio of 95% and above. The manager and sales professional will determine an in-depth development plan to achieve the agreed upon goals and review where the sales professional is at meeting those goals. The definition of what is a successful achievement of each goal will also be agreed upon by the manager and the sales professional. Since objective performance data, such as sales and compliance statistics are readily available, MBO is a favorable strategy to use. The organization will help employees reach higher levels of performance through mentoring, continued education and succession planning. Based on a voluntary system, Interclean’s mentoring program will pair a more seasoned sales professional with a sales professional who is newer to the organization. Through weekly conference calls, the two sales professionals will discuss relevant sales topics to help the new sales professional attain increased sales results. As a volunteer, the mentoring sales professional will receive special recognition by his manager and participate in a special awards ceremony that further recognizes the mentoring sales professional’s voluntary contributions. For continued education, employees who have been with the company for one continuous year may participate in the tuition reimbursement program. Sales professionals also will attend industry wide industrial cleaning seminars and workshops. To enhance their sales skills, sales professionals will also enroll in the professional selling skills seminars offered through Interclean. Sales professionals who would like to be sales managers in the future will receive an invitation to participate in the leaders’ summit, a three day workshop on building leadership skills. Succession planning provides another opportunity for the organization to assist sales professionals to achieve higher levels of performance. The manager and sales professional will chart out a succession plan. The succession plan documents those skills and abilities that the sales professional will need to possess in order to be a sales manager. Sales managers, for example, need to have good coaching skills. The sales professional will gain this experience by shadowing the current sales manager and finding out what challenges the sales manager faces in his daily role. Promotional opportunities also are available to the sales professionals. Sales professionals may want to move up to the sales manager role or into other management roles within Interclean. Sales professionals could benefit from their in-depth product knowledge and use their skills and experience in the operations area, for example. They may want to also work within marketing to chart out future product lines. By understanding the OSHA standards, the sales professionals may want to dive into operations and regulatory positions.