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Interclean Benchmarking

InterClean Generic Benchmarking

Human capital issues are extremely important when evaluating various human resource strategies. InterClean has decided to reposition itself in the marketing by: improving their quality of service, enhancing their products, developing a stronger sales team through external recruitment, revamping their employee training program, and expanding their exposure to 10 different sectors of the market.
Team Analysis of Course Concepts

Align organizational structure with strategy- Shoshana Pierce

InterClean has adopted a new vision for the company in an effort to be more competitive in the market. The CEO for Interclean, David Spencer, states: “Our goal is to provide a full spectrum of cleaning services and solutions that will become our major avenue for sales. (Interclean, 2008, p. 2)” The company implements a cross-departmental implementation of changes to help prepare the staff for their new roles and to set the expectation or relay the new policies of the organization as defined by the CEO. Various departments contribute a unique role in the alignment of the organizations goals. HR has a major role in the entire process conducting training and recruitment efforts. In order to assure proper training, the company has offered courses for existing staff, while using team managers to train in other areas.
InterClean has implemented a new strategy designed to create exposure through changes in the media. This strategy will serve to create a stronger recognition of the high-quality products offered by the organization. In addition, the company is expanding its market exposure to include non-penetrated areas such as hotel chains and convention centers. Finally, in an effort to dominate the domestic market, InterClean has acquired its competitor “Envirotech”. As stated by David Spencer, “The service expertise that comes with EnviroTech dovetails perfectly with [InterClean’s] new strategic direction. With that expertise and...