Career Development Plan Part Ii
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- Date Submitted: 05/04/2010 10:32 PM
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Career Development Plan Part II
InterClean, Inc, a leader in the eight billion dollar industrial cleaning and sanitation industry (University of Phoenix, 2010), recently merged with EnviroTech, "a company that excels at building long-term client relationships and providing environmentally friendly solutions" (Jones, 2010, para. 1). The merger gave InterClean the opportunity to become a company that not only offers products, but also provides full-service client solutions. To help accomplish that goal, InterClean hired six employees to become a part of the sales team. The new sales team needs intensive training to ensure that the sales team's goals align with those of the company. This paper will include information about that new training program including "training and mentoring needs, objectives of the training and mentoring program, performance standards, delivery methods, content for training and mentoring, timeframe, evaluation methods, feedback, and alternative avenues for those who need further development" (University of Phoenix, 2010, p. 9).
Training and Mentoring Needs
According to Cascio (2006), "the critical first step is to relate training needs to the achievement of organizational goals (p. 295). A skills inventory of the six employees on the new InterClean sales team revealed that each employee has many years of experience in the industry and proven sales abilities. Though the sales associates have sales experience, InterClean is taking a new approach with its business model by offering full-service client solutions and therefore, the sales associates need training that will prepare them for the changes ahead. Cascio (2006) states, "training consists of planned programs designed to improve performance at the individual, group, and or organizational levels" (p. 286). The training will need to include the tools necessary to make the sales associates successful in their new positions while satisfying organizational goals.
Objectives of the...
InterClean, Inc, a leader in the eight billion dollar industrial cleaning and sanitation industry (University of Phoenix, 2010), recently merged with EnviroTech, "a company that excels at building long-term client relationships and providing environmentally friendly solutions" (Jones, 2010, para. 1). The merger gave InterClean the opportunity to become a company that not only offers products, but also provides full-service client solutions. To help accomplish that goal, InterClean hired six employees to become a part of the sales team. The new sales team needs intensive training to ensure that the sales team's goals align with those of the company. This paper will include information about that new training program including "training and mentoring needs, objectives of the training and mentoring program, performance standards, delivery methods, content for training and mentoring, timeframe, evaluation methods, feedback, and alternative avenues for those who need further development" (University of Phoenix, 2010, p. 9).
Training and Mentoring Needs
According to Cascio (2006), "the critical first step is to relate training needs to the achievement of organizational goals (p. 295). A skills inventory of the six employees on the new InterClean sales team revealed that each employee has many years of experience in the industry and proven sales abilities. Though the sales associates have sales experience, InterClean is taking a new approach with its business model by offering full-service client solutions and therefore, the sales associates need training that will prepare them for the changes ahead. Cascio (2006) states, "training consists of planned programs designed to improve performance at the individual, group, and or organizational levels" (p. 286). The training will need to include the tools necessary to make the sales associates successful in their new positions while satisfying organizational goals.
Objectives of the...