Career Development Plan I

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Career Development Plan I

Category : Articles

University of Phoenix
Career Development Plan Part 1
Jennifer Olson
HRM/531 Human Capital Management
Instructor: Patricia Neu
May 24, 2010

Career Development Plan-Job Analysis and Selection
Intro:
InterClean Inc. values more than just being successful in sales and productivity, as the merging process is over and we are all one team striving towards the same goal plan, these beginning stages are crucial for implementing our new strategic direction. The company will continue offering our best cleaning products and services, but will also provide full-service cleaning solutions for organizations in the health care industry. Our mission seeks to ensure we provide a full spectrum of cleaning services and solutions to clients and businesses. The company values its employees and listens to the needs of its clients to do the job they need done, and responds to the demands of the environment. This development plan will help our organization and our sales teams succeed in executing the company??™s new strategy.
Objective:
InterClean seeks to establish itself as a leader in the institutional and industrial cleaning and sanitation industry. Specific objectives we will seek to meet over the next two years include:
* To build a substantial new client base of 100? clients per month
* To continue our existing client relations in offering our new business strategy
* To build operations communications, professional management, and documented processes for operations and cleaning practices.
* To require our sales force to become more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems and OSHA standards.
* To educate our sales team of the legal, environmental, safety, ethical and regulatory issues that affect sanitation and cleaning in varied industries.
* To develop customized packages of cleaning solutions and systems which include products and processes that meet clients??™ needs.
* To become familiar with each client??™s industry as it relates to our company.
* To provide clients with turn-key solutions which include product training for employees, regular monitoring, info-sharing of new regulations, and full cleaning service contracts.
* To create a culture of productivity and resourcefulness for all employees by encouraging the best ideas and rewarding them for their contributions.
Job Analysis:
With the new direction our company is moving, the sales team will need restructuring, as part of upper level management I will use one or more job analysis methods to seek out the information needed in selecting the right candidate. A job analysis is conducted to evaluate a specific job, implement training, and aid in the process of choosing a new sales team. The following methods used relate directly to the purpose of the analysis; observation, interviews, and structured questionnaires. The observation method is used to observe employees in their sales field. This will provide the analyst a clear picture of what each employee does on a daily basis and how they handle issues. The interview method consists of interviewing both employees and clients. Interviewing employees can provide the analyst with information that may not be available from any other source. The interview with clients is used for finding out intentions for wanting the company??™s product and giving information which would help in establishing a job description for the employee. Structured Questionnaires, which is web based, is simply a quick and less costly method to survey larger geographically numbers of current jobs. These methods are not perfect and have disadvantages as well; the observation method is primarily mental and alone may not reveal useful information, the interviewing method could cause interviewees to be suspicious of motives and not be honest in their answers, this type of method is not recommended in using alone as some people cannot be counted upon to give correct information. Structured questionnaires are at a disadvantage since they are time consuming, impersonal, and have the ability to lead to misunderstandings. These methods could work standing alone, but by combining them together an analyst can relate better job descriptions and communicate effectively with the sales team.
In following the above stated job analysis methods the following employees have been chosen to represent this company??™s sales team. With their combined knowledge, skills, and abilities, the role they will play in a team setting will be the success of this company and our new strategic direction. To accomplish our objective it is essential to have talented people in the right position, with the right skills, and at the right time. These five will work well as a team and flourish with the right training. My sales team will be:
Jim Martin-Vice president of Sales-Jim was chosen for his immense experience and knowledge as a sales manager in the cleaning and sanitation industry. I also appreciate his reputation for taking such good care of customers. Customer service is very vital to the success of our company. Jim will be responsible for overseeing the day to day contact with the sales team, they can come to him for solutions to problems, issues with service, and coping with the new direction we are seeking. Jim will undergo the same training as the sales team to understand the new system in which we incorporated.
Tom Gonzalez-Sales Manager-Tom was chosen for his leadership ability and his expertise in solutions-based products. Tom has more than 20 years in this business and has proven to excel in establishing long-term relationships with customers. Tom??™s role on this team is to oversee the sales representatives in their day to day contact with customers. Tom will handle problems clients have, solving complaints, and maintaining client accounts. Tom will undergo the training as the sales team to understand the new system.
Susan Burnt-Outside Sales Representative-Susan was chosen for her 20+ years at the company, her experience is highly favorable and she has had many roles in this company, achieving success in each one. She also provides excellent customer service and is aggressive when the time calls. Susan will have a role on this team the same as all sales reps; to maintain great rapport with existing clients, to obtain 100 new client accounts per month, to adapt to the new strategic direction, to become more knowledgeable and achieve all the objectives laid out above. Most importantly to undergo the new training and continue that training as new issues may arise.
Dennis White-Outside Sales Representative-Dennis was chosen for his aggressiveness in sales, and for his passion to go hunting for new customers. Dennis will have a role on this team the same as all sales reps; to maintain great rapport with existing clients, to obtain 100 new client accounts per month, to adapt to the new strategic direction, to become more knowledgeable and achieve all the objectives laid out above. Most importantly to undergo the new training and continue that training as new issues may arise.
Eric Borden ??“Outside Sales Representative- Eric was chosen for his ability to maintain great customer service, and for caring about the customer and not just the sale. Eric has experience with the company and has been an effective team leader on several projects. Eric prides himself in keeping knowledgeable with the latest sanitation and cleaning industry developments. Eric will have a role on this team the same as all sales reps; to maintain great rapport with existing clients, to obtain 100 new client accounts per month, to adapt to the new strategic direction, to become more knowledgeable and achieve all the objectives laid out above. Most importantly to undergo the new training and continue that training as new issues may arise.
Work Force Planning System:
As part of our new strategic direction, it is important for our company to have a workforce planning system. This will be used as a framework for making decisions based on our mission, anticipating workforce changes, and contributing to the achievement of our organizations objectives. An organization that does not plan its future is likely to not have one. Workforce planning allows an organization to build and shape a prepared workforce to achieve new strategic objectives. The following workforce planning model will be implemented for planning for human resource needs.
Step I-Strategic Direction Setting
A. Identify Parameters
1. Understand why the need of workforce planning
2. Identify resources available
3. Adapt models, strategies, and tools for training
B. Organize and Mobilize Strategic Partners
1. Specialists from strategic planning, human resource, budget, and financial management
2. Discuss roles, responsibilities, and commitment of each team member

Step II-Supply, Demand and Discrepancies
A. Data Collection
B. Define scope of data collection and work force planning for organization
C. Collect Existing Documents
D. Examine the data

Step III-Develop Action Plan
A. Design workforce plan to address skill gaps
B. Identify and prioritize Gaps
C. Identify strategies and action items

Step IV-Implement Action Plan
A. Management, Leadership, and Support
B. External Assistance
C. Conduct Recruitment, Hiring, and Placement
D. Implement Retention Strategies

Step V-Monitor, Evaluate, Revise
A. Review of outcomes
B. Assess accomplishments and effectiveness of outcomes
C. Address Need for adjustments to Strategies and action Plan
D. Communicate Changes
E. Review of Process steps
F. Determine effectiveness of process steps

References

Scenario, InterClean, Inc. University of Phoenix, 2010, retrieved from https://ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx
Workforce Planning Instructional Manuel, U.S. department of the Interior, 2001, retrieved from http://www.doi.gov/hrm/WFPIManual.html

Workforce Planning Guide, State of Texas, 2001, retrieved from http://sao.hr.state.tx.us/Workforce/guide.html