Career Development Plan

Career Development Plan – Part 1

Robin M Ellison

HRM/531

6/21/10

Chris Healy

In line with David Spencer’s ultimate vision of this merger, my plan is to develop my sales team with the hunger and drive that is entrenched in the culture of InterClean and expand those traits into the technology and service driven force that is EnviroTech. To achieve this goal, the methods of job analyses I will employ will include observation and interviewing. Through observation, I will be able to, without interference, record the differences and similarities in parallel positions of both companies in order to facilitate bringing them together. Interviewing will provide in depth analysis of personality traits and communication skills, and will also compare what different people are saying about the same jobs in question (Cascio, 2006.)

The specifications and duties I’m looking for in my sales positions coordinate with the vision outlined in David’s initial memo as follows:

Solutions-based selling will require our sales force to be more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. Instead of merely knowing how a product works, they will need to understand the legal, environmental, safety, ethical and regulatory issues that affect sanitation and cleaning in varied industries and settings. They’ll need to develop customized packages of cleaning solutions and systems -- not just a patchwork of tools and services -- which include products and processes that meet our clients‘ needs. Finally, since our clients themselves may need staff education and training, our sales force must become conversant in the language of each client's industry as it relates to cleaning and sanitation (InterClean Attachments, 2010.)

To accomplish this will not be easy; it will require intensive training, flexibility, patience, and tenacity from employees on both sides of this merger.

I have identified 7...