...InterClean Compensation Plan InterClean continues to move forward in becoming the leader in cleaning and sanitation industry. This company’s vision is achievable greatly due to the selected and assembled group of employees who are motivated to perform at high-level standards at InterClean. To this end, this group of individual requires consideration of balance and comprehensive compensation package that will account the degree of achievement set and obtain by the individual. The compensation plan should include a combination of both financial and non-financial categories. The compensation for sales team members (non-management) should include a base salary plus bonus incentives. The bonus will be given to employees who reached company establish sales goal. The base salary will range from $38,000 to $50,000 depending on the talent and expertise of the individuals. This range of base salary seems in alignment with the competitor in the same market industry. The bonuses or commissions will be given to those who exceed their monthly sales goal. Specifically, the bonus will be 5% of the individual sales’ earned for the month and the payout will be given two weeks after the sale. This will account for the cancel/void sale, which will not be qualified for bonus, within the allowed two-week cancellation policy. In addition to the financial compensation plan, there will also need to balance the benefit/perks (non-financial) given to employee to attract higher caliber employee...
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...Career Development Plan Part IV-Compensation HRM/531 Abstract InterClean-EnviroTech is going to implement a compensation plan beneficial to the five sales team members as well as the organization goals to keep on the new sales team motivated. Part of the compensation plan is to offer the sales team the legal requirement that is Social Security, Medicare, Unemployment compensation, Workers compensation and Family and Medical Leave. The added on option would be to contribute a percentage of before taxes money toward a retirement with InterClean-EnviroTech matching that percentage, listing of health care providers that the sales team can have choose for themselves among other extra non-legal required benefits. Career Development Plan Part IV-Compensation InterClean-EnviroTech has hired five new sale persons for the new improved sales department. All the employees have been given a job title and a detail of what are their duties. With the new appraisal system in place and the training that is, going to help them enhance their sales skills the next direction InterClean-EnviroTech is taking is to offer the sales team a compensation plan that is geared towards their individual needs. As president and CEO David Spencer, Vice-President of Human Resources, Janet Durham, Vice-President of Marketing, Tom Jennings, and Chief of Compliance, Sam Waters, and I sit down to look over the proposal of the compensation plan that is to be approved by Human Resources (HR). Second...
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...Running head: Career Development Plan four Career Development Plan four –Compensation By Emery Sutton Human Resources Management 531 Instructor Ken Santiago U of P 8-5 -2010 employment team Memo-compensation pay From Interclean management To sales team employee Goals for organization and employees 1. Building confidence in employee and achieving team progress. 2. Motivating the sales team 3. Making sure top sales employee are compensated for good perfromance The structure for the formation of the compensation plan is based on the needs of Interclean and the sales team. The compensation for employees will be based on base pay + commission. This seems to me to be the best method of obtaining maximum performance from the sales team. Management Jim Martin- experienced and knowledgeable/take care of their customer/meet and exceed sales plan/try new ideas/75,000 YR head manager of sales Tom...
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...Career Development Plan Part VI—Compensation HRM/531 Human Capital Management December 20, 2010 University of Phoenix 1 Career Development IV: Compensation Compensation Plan In the challenging and unpredictable economic market, companies are trying to redefine sales strategies, incentives, and pay compensation. Labor commands a high level of overhead for a company; therefore, pay policies, benefits, and compensations are critically important to be evaluated closely because it impacts the way of life for all employees. Developing a workable compensation plan enables both workers and employers to achieve mutual goals. When employers reach set goals, rewards and incentives set forth within the compensation plan are based upon the level of achievement. To succeed in uncertain times, companies must adapt to the needs of current and potential employees. To do this, a comprehensive compensation plan, which motivates its employees, keeps costs at a minimum, and provides equality for all will provide employers with an advantage. To achieve a successful sales compensation plan, the sales goals are defined clearly, realistically, and challenging to the employee. Tracking and measuring goals help to determine performance levels that impact an creating an employee’s pay structure. To do accomplish this, InterClean incorporated a scoring system that includes experiences, education, and other qualifications. The compensation plan for new sales team will consist of the...
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...Running head: INTERCLEAN INC-STRATEGIC ALIGNMENT-MBA-530 InterClean Inc-Strategic Alignment-MBA-530 Brian R. Duncan University of Phoenix February, 2008 InterClean Inc-Strategic Alignment-MBA-530 Introduction In developing human resources (HR) management approaches to the InterClean Inc. scenario, fundamental principals are necessary for the completion of a unified plan. The creation of business unit interdependence, based on a central company vision that is communicated throughout the organization is considered the primary key to achieving sustained competitive advantage. Rather than viewing the InterClean Inc. transition as a problem, this paper attempts to organize the process as an enterprise opportunity to address real issues necessary for the new products/services campaign. Included in this analysis through the 9 step PBL model, are concepts meant to support informed business decisions that have proven to help real world companies succeed in growing from change proposals, to achieving and maintaining effective HR practices. Describe the Situation Restructuring the framework of InterClean Inc. requires an organizational commitment towards accomplishing new objectives. The main focus for management should be to communicate clearly with all departments how important operational effectiveness and strategy is, for making the products services vision work. Each business unit must be aware of the necessity for activities to interrelate, while consistently...
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...MEMORANDUM TO: Human Resource Department Manager From Manager of Interclean Cleaning Date: December 01, 2008 Subject: Develop a Compensation Plan This memo is to inform the manager of Human Resource of remarkable ideas and rationales for a career development compensation plan for approval. Ms. Johnson, Manager of Interclean Cleaning, will describe a new compensation plan for her new team with Interclean and explain why her pay system will work, describe components of a reward package to motivate her employees to perform well, and describe her compensation plan benefits to individuals and to the company. The compensation plan with the manager’s ideas and rationales are submitted to the Human Resource Department Manager for your approval. First, Ms. Johnson will describe a new compensation plan for her new employment team and explain her pay system telling why it will work. The new compensation plan Ms. Johnson poses for her team gives a list of direct cash payments and indirect payments to make employees reach peak performance. Direct cash payment includes incentives to motivate the team to increase customer satisfaction. Team members with the highest level of customer satisfaction will receive a cash bonus of $200. Interclean sails with an increase in customer satisfaction and business increase. Bonus awards are another cash direct payment employees are capable of obtaining for peak performance. Bonus awards will...
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...Career Development Plan Summary Nicholas P. Szydlek Jr. University of Phoenix HRM 531 August 31, 2010 Amona Blackwell Career Development Plan Summary InterClean and EnviroTech are in a unique position to become industry leaders in the cleaning and health care cleaning industry. The merger of these two leaders provides for the opportunity to offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company, the human resources department (HR) has been tasked with creating a new career development plan. This plan is multi faceted and includes job analysis and selection, employee training, performance and career management and employee compensation. As sales and customer service are the customer’s first and continual contacts, HR has focused on this newly merged department to be both test subjects and provide feedback. Job Analysis, Job Description and Specification Combining two individual companies into one industry powerhouse has created the need to evaluate the jobs performed by employees of both companies and develop new job descriptions that will maximize success. This evaluation process is known as job analysis. Anthony, et al. (2002) and Dessler (2003), as quoted by Safdar, Waheed and Rafiq (2010) states “With increasing recognition of the HR-performance linkage, it has been suggested that organizations that actively pursue job analysis as a Human Resources Planning (HRP) strategy...
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...Running Head: CAREER DEVELOPMENT PLAN SUMMARY As part of the merger and new business strategy, it becomes necessary to reorganize the company to accommodate both staff and create new sales teams. To determine the staffing needs of the sales department it also becomes necessary to evaluate the sales position. Since the business strategy has dramatically changed, the sales position has dramatically changed as well. New job analyses and workforce plans need to be created and new teams selected. While there are numerous selection methods, the selection methods determined appropriate for this new sales team is a peer assessment, an interview, and recommendations. It has become necessary to create five new positions. The positions will consist of: (1) Senior Manager, (1) Sales Team Leader (3) Sales Representatives. Focusing on the talent available and the identified job descriptions a review of the available employees was performed, placing emphasis on the soft skills, which are harder to develop. It is my recommendation that for these newly created positions we hire out side of the company. It’s a great idea to consider an internal candidate for a critical position opening and compare him to the slate if outside candidates. (Tolan, 2008) InterClean is committed to being open to a diverse culture not only in terms of race, gender, or sexual orientation but in terms of knowledge, skills, attitudes, backgrounds and experience. (Javitch, 2008) Listed below are...
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...Career Development Plan Part 1-Job Analysis and Selection William Accomando HRM/531 November 1, 2010 DONALD COLVIN Career Development Plan Part 1-Job Analysis and Selection Now that InterClean, Inc. has merged with EnviroTech changes in the structure of the company are going to be made. As this industry evolves, there will be changes made to the way that this newly formed company will service clients. The company will no longer be focused on the products we sell, but we will be focused on the solutions and services side of the industry. During this shift in strategy we will be redesigning the structure of our current employees and future employee hiring and development processes. The formation of new job descriptions, specifications, a formal job analysis and workforce planning system will be key to the long term success of this company. Interclean, Inc. will no longer be hiring by “gut feel” type interviews, but instead will be hiring thorough a more thorough selection process. We will be developing a new team that will consist of a vice president of sales, a sales manager, and five outside sales representatives. This new team will be hired and developed by the strategic methods discussed in the following Career Development Plan, which will include the analysis and selection stages. Job Analysis A thorough job analysis will identify qualities that employees need to perform existing jobs (Cascio, 2005). We will be using a combination of different competency and job...
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...Satisfying the Organization and the People The sustained success of the newly created InterClean company after the merger will require top management’s commitment to designing and implementing a human resource management program geared toward developing both high performing employees and a high performing organization. Essentially every manager at InterClean will be required to be a human resource manager. Every manager will be required to set goals and objectives for the development and satisfaction of employees. An effective human resource management plan treats every employee as a valuable resource. InterClean’s success is dependent upon high performing employees, and without these employees there is no competitive advantage for the organization. Only through an effective human resource management plan will the organization’s strategies be properly aligned and integrated with the individual needs (Sims, 2002). Human resource management is a strategic approach to the management of the people of an organization, who individually and collectively contribute to the achievement of the objectives of the business (Wikipedia, 2009). An effective human resource management plan will focus on the recruitment, training and development, performance and career management, compensation and benefits, as well as progressive discipline if needed, for the people in the organization. Recruitment InterClean must ensure that it has the right people in place to lead with the vision and focus...
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...InterClean-EnviroTech Job Analysis HRM 531 Human Capital Management Abstract Most people know their way around the kitchen. It doesn’t take long for someone to figure out that oil and water do not mix. When making salad dressing vinegar and oil must be shaken periodically to keep the contents from separating. The same thing happens when two companies merge together. Management could find themselves in a similar role of chef. Searching for the right combination and mix of people which makes a big impact on sales and customer service. Just like dressing the team may need to be mixed up occasionally to bring the best out in everybody. Managers can achieve results and success through the successful implementation of job analysis. They are the corporate chefs and the ingredients are people. The trick is finding the right mix that makes customers want to come back and employees want to stay. InterClean-EnviroTech Job Analysis The merger of InterClean and EnviroTech presents an opportunity for growth and expansion. Several positions for salesperson will become available as InterClean plans to expand from product sales to in-depth services. To achieve a seamless transition a complete job analysis needs to be created for the new sales force. Conduct a job analysis using several methodologies. Job performance will be used as the first tool. Sales personnel from both companies have experienced staff and job performance will...
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...Career Development Plan IV- Compensation HRM 09-20-2020 William Young Career Development Plan IV- Compensation The most important thing outside of training to an employee is compensation. Having the appropriate compensation package is critical to the productivity of any sales team member. With the new changes being made throughout InterClean and creating a business that will be prosperous and around for a long period of time to bring the resources need to the industry, we have tried to create a “power house” sales team that can deliver on all levels of the business. As a company we not only have to deliver in choosing the right talent, providing appropriate training, but we must deliver compensation package that will motivate as well as retain the necessary talent. Over the past 30 years employee benefits have experienced a tremendous upswing in regulations and a downturn in participation and benefits. This is not a coincidence. Heaping well-intended rules on top of each other has produced a cacophony of regulatory nonsense. Even worse, endless regulations have added to employer costs, uncertainty and risks, draining the resources employers would otherwise have devoted to benefits (Morse). In order to compete in today’s market as well as retain talent and it is important that Interclean creates a benefits package that is compatible to today’s industry but in financially sane and manageable to align with the need of Interclean and its stack holders. When creating...
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...Creating a Vision Harold Williams HRM/521 April 19, 2010 Shirley Myers Creating a Vision InterClean is currently a successful company that provides cleaning products to health care companies. EnvrioTech is a successful company that provides cleaning solutions to companies in health care field. The two companies merged with aspirations to become the only global company to provide full service products, packaging, and cleaning solutions for the health care industry. The challenges facing the company are a smooth merger, retaining the best employees, and hiring the best talent available to join InterClean sale teams. The company will use newspaper, and online advertisements to post new openings. Cascio (2006) explains that “the average firm cut about six days off its hiring cycle by posting jobs online instead of paper ones….” (p.207). Currently, InterClean need to hire five people for sale positions; one of the new position will include a midlevel manager who will have the responsibility of supervising, organizing the daily tasks, and interactions with the sale team. They must possess excellent organization skills, knowledge of cleaning products, services, and enjoy working in a team environment with a diverse group of individuals. Sale representatives are required to have a background in the applications of sales, good communication skills, initiative, and desire to seek additional education and training. The selection of duties pertinent to the new sale...
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...com/files/33124941.doc. Google automatically generates html versions of documents as we crawl the web. InterClean Inc-Strategic Alignment-MBA-530 Running head: INTERCLEAN INC-STRATEGIC ALIGNMENT-MBA-530 InterClean Inc-Strategic Alignment-MBA-530 Brian R. Duncan University of Phoenix February, 2008 InterClean Inc-Strategic Alignment-MBA-530 Introduction In developing human resources (HR) management approaches to the InterClean Inc. scenario, fundamental principals are necessary for the completion of a unified plan. The creation of business unit interdependence, based on a central company vision that is communicated throughout the organization is considered the primary key to achieving sustained competitive advantage. Rather than viewing the InterClean Inc. transition as a problem, this paper attempts to organize the process as an enterprise opportunity to address real issues necessary for the new products/services campaign. Included in this analysis through the 9 step PBL model, are concepts meant to support informed business decisions that have proven to help real world companies succeed in growing from change proposals, to achieving and maintaining effective HR practices. Describe the Situation Restructuring the framework of InterClean Inc. requires an organizational commitment towards accomplishing new objectives. The main focus for management...
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...This is a proposal for a compensation plan for InterClean as we move toward our new structure. We have merged with EnviroTech and we are evolving into not just a company that offers product but also a service. We have invested in training and will continue to do so to retain our employees and having a solid compensation plan in place will assist us in doing so over the years. This plan will be used by management for a variety of purposes to further the existence of the company. It maybe adjusted according the business needs, goals, and available resources. This proposal for our new compensation plan will used to recruit and retain qualified employees; increase or maintain morale/satisfaction, reward and encourage peak performance, achieve internal and external equity, reduce turnover and encourage company loyalty. Recruitment and retention of qualified employees is a common goal at InterClean. To some extent, the availability and cost of qualified applicants for open positions is usually determined by market factors beyond the control of the employer. While we are setting compensation levels for new hires and advertize those salary ranges, it does so in the context of other employers seeking to hire from the same applicant pool. The morale and job satisfaction can be affected by compensation package. Sometime there is a balance that must be reached between the monetary value we are willing to pay and the sentiments of worth felt be the employee. In an attempt to save money...
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