Career Developement Plan

* Career Development Plan Part II— Development of a Training and Mentoring Program

Eustace Langley

HRM 531

01/24/2011

University of Phoenix

Introduction

      This report is design to develop training and mentoring program for InterClean after the recent merger with EnviroTech.   As we go through the transitional phase, management understands the impact all the changes will have on the new sales team and also the challenges the team will have faced. This report will also described the specific needs of the training and mentoring program which includes these specific areas; objectives, performance standards, delivery methods, content for training and mentoring, time-frame to incorporate and complete the training program, evaluation methods used in the training, feedback, and alternative avenues for further development of the sales team.

With the strong job analysis and structured workforce planning that I have already implemented, will helped us in identifying the skills, education, abilities and experience necessary to properly staff for the new venture.   This careful planning assisted in identifying training needs across the organization and laid the foundation for the training and mentoring plan that has been designed to equip InterClean Sale steam with the knowledge, skills

Training and mentoring need:

Research shows that the more time and money invested on an employee in the form of continuing education and skills development will make that employee a beneficial asset to the company. So for the sales team to be effective at InterClean, we have to implement a welled structured training and mentoring program that will give us that competitive edge over our competitors. Our new strategic approach requires the sales team to have vast knowledge about the products we deal with and also be able to adapt to the frequent and sporadic changes in the industry. The team should be able to read and interpret standards set by OSHA; they should also be...