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HRM531 Career Development Plan Part II
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HRM531 Career Development Plan Part II

 

Career Development Plan Part II – Training & Mentoring Program

Holly L. Seppala

11/15/2010

HRM531

James Scholes

 

 

            InterClean Incorporated is a leader in the sanitation product industry and will take an even larger foothold in the market with the acquisition of its competitor, EnviroTech. The reason InterClean has been able to remain competitive and keep its clientele in the sanitation industry is because of their commitment to employee training and continued education. In a recent report I submitted, I explained the results of the job analysis for my sales team, my workforce planning system, the selection methods used for choosing my sales teams, and I ended with a list of seven employees I chose to represent my team. Now that employees for my sales team are hired I need to develop an orientation and training program for all new employees. This training program will include three different phases, the assessment phase, the training and development phase, and the evaluation phase (Cascio, 2006). I will begin by discussing the training needs of my sales team and how these needs align with InterCleans’ organizational goals.

            The first phase when training new employees is orientation. Cascio (2006) defines orientation as a familiarization with and an adaptation to a situation or an environment. In the case of a new job this includes learning standards, norms, traditions, policies and social behaviors such as approved conduct and work climate of the new organization. Two of the seven employees on my sales team are already employed by InterClean and therefore do not need to go through orientation. The other five employees will undergo a five-day orientation session that includes a facility tour and presentation of information packet on day one. Days two through four will consist of computer-based training that will cover policies and procedures, InterCleans’ vision and mission statements, InterCleans’ place in the sanitation industry, and the basic job duties of a sales representative at InterClean. The orientation week will end with a conference where trainees have the opportunity to interact with senior sales staff, upper management, and fellow sales reps. They will also be given the chance to partake in a question and answer session with their immediate supervisor regarding questions or concerns with the company policies and procedures.

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HRM531 Career Development Plan Part II
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  • Submitted On 27 Jun, 2015 06:17:03
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Career Development Plan Part II – Training & Mentoring Program Holly L. Seppala 11/15/2010 HRM531 James Scholes   InterClean Incorporated is a leader in the sanitation product industry and will take an even larger foothold in the market with the acquisition of its competitor, EnviroTech. The reason InterClean has been able to remain competitive and keep its clientele in the sanitation industry is because of their commitment to employee training and continued education. In a recent report I submitted, I explained the results of the job analysis for my sales team, my workforce planning ...
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