Recognizing Contrack Risk

Recognizing Contrack Risk

Career Development Plan part II
Diane Leeks
HRM 531
09/06/2009
William Young

Career Development Plan part II
As we further address the need for the new direction of InterClean and the sales group to launch the new goal, training and mentoring program has been implemented to jump start the business strategy. After the hiring process and honing in on the skills of the employee’s and making the final determination for those hired it is now time to start training and a mentoring program. Before the training and mentoring can begin careful evaluation has been made to determine what is required to complete this process for training and mentoring. In order for InterClean to become the leader in the Sanitation business employees will have to become knowledgeable in all areas of the business. According to the Memo from David Spencer, president and CEO   the skills needed for employees will have to directly align with the strategy of InterClean which is to have   solution-based selling that will require the sells team to be knowledgeable in emerging issues in sanitation, environmental regulations of cleaning and cleaning systems, and OSHA standards. The sales group will have to understand legal, environmental, safety, ethical, and regulatory issues and how they affect cleaning and sanitation. There has to be the development of packaging of cleaning solutions and systems. Some sales members will require mentoring from others that may be more experienced to help develop their skill to acquire new knowledge and ways to access new clients.   All aspects and the best direction to start and complete the training and mentoring have been evaluated and below is an assessment of the finding. The initial training will begin with the five candidates hired that showed the potential to start Interclean in the direction needed to start the necessary changes. These individuals will be placed in the training as well as mentors to others to assist the training and mentoring program....