HRM531
HRM 531 Week 1 InterClean Memo
The day of the upcoming fusion between InterClean, Inc., and EnviroTech, Inc., will soon be effective. We as upper management supervisors need to direct and watch closely employees during this process. This is the perfect occasion that will help us reunite these extraordinary individuals, equipped on several whereas to work simultaneously to reach the common goals and the view of our organization.
The hardest job will take place during the following next weeks and months after the fusion. Before this fusion between the companies takes place I strongly recommend we hold a meeting to discuss some important points. A meeting will be held on September 14, 2009. In this meeting we will discuss the direction of the organization, and how this will affect our workers. In this meeting we will also determine the functions of us as managers at work, the conditions, and the relative importance for the total mission of this fusion. In the process we will analyze the procedures to be taken towards inappropriate behavior from employees. Not only bad behavior affects production levels and other employees moral and ethics but also affects the environment, atmosphere and communication levels.
HRM 531 Week 2 InterClean & EnviroTech Job Analysis
Exceptional abilities and training lead to the right the solution. The capacity to maintain internal and external relations and to develop capacities within a organization including the planning phase is extremely necessary.
Salesman’s need to be experts on their subject, they need to have full knowledge of the equipment in order to reach optimal operation. The number of anticipated people to be available is based on characteristics of the labor market, required abilities, and supply of internal and external manpower.
Training and development
Studies have found organizations to be more profitable and expert in the work they do than to do the work competent. InterClean will introduce the money and resources to the selection. The company will trust enough to provide the necessary training of employees of high-capacity, because of the greater increase in the productivity with the employees of the under-capacity. The time and the costs of training will be less and the net effectiveness of the training will be higher with a highly valid process of personal selection. The goals of the team are to adjust to the new strategic axis of the company obtaining the objectives of the department. This department will acquire new accounts that require cleaning solutions of full-service to increase the presence of the market and growth of the yield whereas it promotes the sales of cleaning products.
HRM 531 Week 3 Career Development II Development of a Training and Mentoring Program
InterClean will change into a solution based selling model. The resistance and the recent resignation of employees has been the result of this new model. The office of human resources have been thinking about hiring new employees with better knowledge, good abilities, to make this transition an easy one. According to (Dreher & Dougherty, 2001) “these new hires must also be able to acquire new knowledge and abilities as the works and the atmospheres change.” InterClean Inc. is a multibillionaire company in which it’s CEO David Spencer has decided to improve the operation of sales, service, and to propose the acquisition of the EnviroTech. InterClean has executed a new management and an enterprise strategy of human resources to its personnel and management proposing a new program of development of training for the new hires and the present personnel of sales as well.
InterClean can get to be more competitive analyzing its organization, successfully handling the transition, and improving services, quality of the product, processes and reducing the costs by effective human practices within the organization resources capacity. This company has the capacity to handle people to obtain the importance of this transition for each and the advantages of the success for the company and the employees. In order to avoid the employees to believe they are being threatened by the transition the company will equally and fairly train each and every employee, this means old and new employees will be treated with the same importance, respect, and dedication they deserve.
HRM 531 Week 5 Career Development IV Compensation Plan
This paper will describe a new reward and pay system that will be used in InterClean. This paper will also explain how this system of wages will work. This document will give a description of the advantages of the pay plan for the individuals as well as the company. With time the new training programs will offer the team to satisfy the needs with the company whereas the products and the services change. So that all the reward packages are effective including: a sufficient level of the rewards to reach the fundamental needs, stockholders’ fairness with the market of external work and equal treatment for the employees.
Incentives are important drivers that increase the motivation in an employee. Training will be provided like means of growth of the career. The benefits are provided according to the type of employee and the time of service. These include: retirement, health insurance, long term/short term disability, flexible spending accounts, sick leave, holidays, personal days, 401K, savings plan, option to buy stocks, grant for children after a determined worked period. All these benefits are provided by InterClean.
HRM 531 Week 6 Career Development Summary
This paper will discuss the different training programs of development of employee’s skills abilities that KFF used to make sure that they deal with satisfied clients. This paper will also include the method of evaluation of the KFF team and the compensation packages. The KFF success depends greatly on the formation of a competent team of management and sales that assure to KFF the strategic practice is on the right direction. The first step is the construction of a competent team in order to prepare a detailed job analysis to help to select the best candidates and to adapt programs of development of human resources to the identified openings within the company.