The merger between InterClean and EnviroTech is taking the organization into a different direction. InterClean has made their success by only selling cleaning products. Since the merger of InterClean and EnviroTech the organization will now begin offering cleaning solutions form companies in the health care industry. As a mid level manager we will now have to make some changes to adapt. A new sales team will need to be developed, and a new development plan will need to be constructed for the new team to succeed.
Job Analysis There are a number of methods available to study a job. Job analysis helps facilitate accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification or reclassification of positions. According to Cascio, the most common methods of analyzing a job are; Job Performance, Observation, Interviews, critical incidents and structured questionnaires. In most cases, utilizing a combination of the methods is needed; because alone they are not as effective. The duties of these methods are all the same. The analysis helps identify the relevant skills and competencies required to meet the needs of the job position as well as the ultimate goals of the specified department and organization. InterClean needs a new Sales Team that can help streamline the merger process. The best candidates for these positions will need to be knowledgeable on emerging issues in sanitation, environmental regulation of cleaning and cleaning systems as well as the legal stipulations such as OSHA standards. The ideal Sales Persons will also need to be familiar with safety, ethical and regulatory issues. The candidates will also need to be able to develop customized packages to satisfy the needs their clients. On the job training will be provided, but the candidates will have to poses characteristics consistent to the organizations needs; team work, strong communication skills, a drive for results, persistence, innovation and flexibility.
Workforce Planning System Now that we have identified the requirements of the job, we need to come up with a plan to identify, acquire, develop and retain employees that will aid in meeting the new goals of the organization. With InterClean heading in a new direction a need for a team that can clearly articulate the vision, mission and strategic objectives is necessary. According to Cascio, Workforce planning is an effort to focus on developing information that can help an organization make decisions for both the short and long term, yet allow for flexibility in a changing environment. The new Sales Team should consist of about five to six employees. The Sales team will be a combination of current InterClean and EnviroTech employees. There will be a Supervisor, who will oversee the daily activities and analyze the work force forecast. Two manager are needed (one from both InterClean and EnviroTech) to help maintain customer satisfaction and they will also facilitate in building the bridge for a smooth transition for both the clients and its customers during merger. A Risk Control Consultant, to serve as a liaison to vendors, insurance carriers and other parties they will also assist with the development of new business, products, and client retention.
Two training specialist (one from both InterClean and EnviroTech) to help facilitate and develop training programs and materials as well as assess employee career development needs. A legal specialist will be needed as well to help, 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. A plan of action to train and retain these selected individuals is a must. Cross training of the InterClean employees and those of the EnviroTech employees is pertinent. We must make sure that all members of the team are on the same page and headed in the same directions. Some onsite and offsite training will be necessary to fully understand and embrace this union. There will be training on new procedures, old procedures and legal obligations. There will also be some promotions and monetary compensations will be given to the newly created team based on experience and potential development.
Selection Method Through a combination of methods, such as interviews and job performance we will try to organize a new Sales Team utilizing the current employees. When it comes to job analysis methods there are always advantages and disadvantages. A combination of a few of them will help weed out the negatives or the unknowns. Interviews help you with the basis or the standards. Interviews allow the interviewer to observe what you can’t see on an application, how the individual thinks and their analytical behaviorisms. Some disadvantages are: misunderstanding of communication and distortion of information. Job performance is a great method to use when the individual has prior experience. The observer has the opportunity to see how well they adapt and deal with the demands of the job. Job performance falls short when extensive training is needed. It’s not fair to evaluate an individual on performance when there is a constant need for training and growth.
Selection
It is not always necessary to hire outside the organization to build a new team. Both InterClean and EnviroTech have a diverse and competent group of employees that we can utilize. Some advantages of selecting inter office employees would be “Brand” recognition and organization familiarity. Current employees are already familiar with the organizations daily operate and brings experience and interoffice knowledge to the table. Typically less training is needed when individuals are already currently employed within the organization. The reconfiguration of the Sales Team will happen as followed:
Jim Martin- Supervisor. He has great leadership experience and he is not afraid to try new ideas and achieve optimal results. Someone with his credentials will truly be a great asset. He has already established a great leadership record and he knows how to take a company to the next level.
Tom Gonzales- Manager. Tom is currently a manager for EnviroTech. He is praised with being a good leader. He prides his self with building and maintaining long-term customer relationships. In the midst of a merger maintaining the trust of the clients are a necessity and Tom maybe the asset we need.
Mark Pierce- Manager. Mark is young and is an outside voice. He has worked for the competition and would be a great team player to help filter and redirect with his innovation. He has a killer sales approach and that type of “go get em” attitude may help this striving organization.
Susan Burnt- Training. Susan has worked with the company the longest. She has excelled within every department she has been placed in and met all her sales goals consistently. Her knowledge will be beneficial to past on to up and coming and future employees.
Eric Borden- Risk Control. Eric has a reputation of exceptional customer service. Eric has had some leadership experience and he prides himself with keeping current with the latest developments in the industrial cleaning and sanitation industry. He would be an asset in terms of forecasting and prevention.
Conclusion

This merger of InterClean and EnviroTech will hopefully lead to continued success for the both parties involved. Through effectively identifying the needs and goals of the organization and carefully planning the next steps in terms of who can help reach those goals, success will be inevitable.

Reference

Cascio, W.F. (2006). Managing Human Resources: Productivity, Quality of Work Life, Profits (7th ed.) New York: McGraw-Hill