Interclean

Running Head: InterClean Career Development Plan Part I

InterClean Career Development Plan Part I

Curtney Vaughn

University of Phoenix

HRM/531 Human Capital Management

July 29, 2010

Sondra Jones

InterClean Career Development Plan

InterClean made the decision of expansion by merging with EnviroTech. The expansion will be equal nationally and globally. The tactic the corporation chief executive has selected toward accomplishing this objective is to make available complete benefit resolution packages, which in turn will open the opportunities for major sales. Implementing the new strategy for sales and the fresh amalgamation with Enviro-Tech has put on view a requirement intended for managerial reformation within the sales department. Hiring staff members to fill new available sales positions will require the combination of both InterClean and Enviro-Tech employees to use their forte and dexterity combined.

As we all know with any merger change will follow. For the months ahead we will focus on advancement and becoming the leading corporation in the area of solutions-based advertising. Saying this we, the management team, have performed a job analysis for both InterClean and Enviro-Tech. This analysis conducted were to evaluate job performances, design a training program, implement a career plan, and last assist with the progressions of choosing the best employees for the new sales team. The purpose of this assignment is to direct the company onto an innovative route. It is vital for us to accept all changes with an open-mind and think before making haste decisions.

After some careful contemplating, it is imperative that we establish a working party that will have seven members. Five of the current members of staff will remain with us and the remaining will be hired externally. My reason for hiring externally is there is a desire need for innovative ideas and findings. The choice for the remaining two members of staff will be chosen based on their...