Páginas: 7 (1647 palabras) Publicado: 22 de junio de 2010
Interclean-Envirotech is now providing a full service cleaning answer to the customers and clients. The Sales Team needed to be revamp to support David Spencer’s vision of the company going from product base selling to solution based product sells. The Sales Department consists of Jim, Martin, Tom Gonzalez, Susan Burnt, Eric Borden, and Ving Hsu. The team brings several years of sales experienceto the organization and an exceeding level of expectation in getting the job done. However, Mr. Spencer requested that the human resource department develop training mechanisms to take the company to new horizons. “Once employees are “on board,” their personal growth and development over time become a major concern. Change is a fact of organizational life, and to cope with it effectively, plannedprograms of employee training, development, and career management are essential.” (Cassio, 2006, p. 286)According to Cassio, Training consists of planned programs designed to improve performance at the individual, group, and/or organizational levels. Improved performance, in turn, implies that there have been measurable changes in knowledge, skills, attitudes, and/or social behavior. This analysiswill discuss the implementation of a training program, develop performance standards and deliver methods. Next, the analysis will discuss the content of the training, the allotted time frame, and evaluation methods. Finally, the human resources department will provide feedback and alternative methods of training for the employees on the sales team that required more training.
The CEO wants allmembers of the Sales Team to be unified and in doing so there will be a general training/orientation informing the employees of the company’s new direction. Change, growth, and sometimes displacement (e.g., through layoffs and restructuring) are facts of modern organizational life (Cassio, 2006 g. 284). The training will start with the Sales team being assigned new employee numbers and emailaddresses. Next, the trainer will present a summary of the merger and company background, and provide the sales team with an organizational chart and phone list of everyone in the company. Each person will receive policies and procedures and a detailed outline of he or she job description and how the individual roles and specific performance goals will align with the vision of the company. The next partof the training will consist of dealing with team behavior like asking one for help, providing feedback, and offering alternatives in getting the job done. Lastly, the human resource department will go over the expectation of the individual employee, policies and procedures, and the new handbook. Then the instructor will discuss the products and services offered and show the employees around.Each employee will sign off on the information received and a copy will be given to them and one placed in the file.
The training program will be implemented to assist the team with sales revenue by increasing their knowledge and skill set. It will also provide clarity for the on-the-job duties and expectations.
The Sales team consists of employees from Interclean and EnviroTech. However, toproduce maximum results there must be merger realignment in place. The sales and service training course will be combined. The training session will be divided into two days and then a follow-up will take place afterwards for feedback purposes. The follow-up session will be one to two weeks after the initial training so the information could be fresh to the employees. The session will be more like around table discussion in which the employees and executive personnel will participate. The trainer will start the session by going over the politics and company background, and then the executives and sales managers will discuss the product lines and details. The sessions will give the sales team an opportunity to learn how to set goals and model their performance and activities around the...
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