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Interclean Career Development Plan Part Ii

The merger between Interclean and Envirotech has presented the company with a new set of challenges and opportunities. Both companies possessed superior sales forces that allowed them to remain marginally successful in today’s turbulent and often unpredictable business environment. David Spencer President and CEO of Interclean has a vision for the future that will propel his company to the forefront of the industrial cleaning and sanitation industry. Interclean’s new strategy will be to offer customized product based solutions that will satisfy customer needs. Spencer believes that today’s customers are no longer looking to buy a product or feature that will simply do the work, they want solutions - solutions to their problems. His goal is to radically alter the direction the company has been going in by shifting from product based selling to a solutions based product. Spencer envisions a new organizational culture for Interclean, one in which the company’s main focus will be on its customers and employees. The new concept will be, instead of closing on a sale the sales teams will now open a relationship with the customer. The emergence of a new Interclean has begun with the release of its new strategic plan.
Janet Durham, Vice President of HR has developed a human resource strategy that will align employees of both companies and insuring that Interclean retains the most qualified people needed to insure the success of the strategic plan. A detailed job analysis and skills assessment of the sales forces of both Interclean and Envirotech has been executed to determine duties, and requirements needed to build the new sales force. Competency models were used to identify variables (knowledge, skills) related to overall organizational fit and to identify personality characteristics (motivation, attitude) consistent with the organizational vision (Cascio, 2006, p164). A workforce plan will analyze the current inventory of talent and forecast current and...