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inter clean benchmarking. Inter-Clean Benchmarking Abstract InterClean, Inc.
is a major player in the cleaning and sanitation industry. ...
... To meet the goal of supporting a more sophisticated customer, Inter Clean leadership
has ... Alternative Solutions and Benchmarking Validation (Step 4) Some of the ...
... and redesigning them from a clean slate, in ... the conventional and modern like BPR
and Benchmarking. ... Productivity Organization (APO), an inter-governmental body ...
... This type of benchmarking is typical of reengLneering exercises ... given adequate priority,
with little inter-depaitmental co ... The 'clean-up' of the stock area had ...
... has a strong potential for inter-functional conflicts ... activities are candidates for
benchmarking to achieve ... processes or organizations from “clean sheet of ...
Submitted by moxychin on June 10, 2007
Category: Business
Words: 1800 | Pages: 8
Views: 746
Popularity Rank: 9,259
Average Member Grade: N/A (Add a Comment / Grade this Paper)
Inter-Clean Benchmarking
Abstract
InterClean, Inc. is a major player in the cleaning and sanitation industry. After a recent merger with a top competitor, EnvironTech, the company must undergo an intensive change management transition. Through research analysis of three other companies, the following is a summarization of solutions InterClean Human Resources may consider during this ordeal.
InterClean Benchmarking
In today’s global and technological market environment, change is constant. As a result, businesses around the world are finding ways to sustain competitive advantage. Instead of just focusing on financial, strategic, and technological capabilities, emphasis shifts now to a company’s ability to effectively manage people through “organizational capabilities,” which relates to hiring and retaining competent employees and developing those competencies through effective human resource practices. (Dreher & Dougherty, 2001) More and more organizations and senior executives are saying human-capital management is critical and Human Resources should play a major role in improving it. (Lawler, 2005)
In the current problem scenario we are analyzing, InterClean, Incorporated, a major player in the cleaning and sanitation industry, will undergo an intensive change management transition. InterClean’s Human Resources is assigned to plan strategic organizational changes necessary to accommodate the development of full-service solutions packages within three to six months. As InterClean aligns organizational change around the new solutions- based vision, sales and marketing will experience a change management transition, especially after the acquisition of a domestic competitor, EnviroTech. This task will not be easy for HR since “the management of organizational change is a challenge on that we must study continually if we are to identify the skills sets we need to cope with it at today’s ever-accelerating pace” (Reilly,...
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