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Training and Mentoring

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Development of training and mentoring programs xxxxxxxxxx HRM531
, 2010

Development of training and mentoring programs
To accomplish InterClean’s vision of becoming a worldwide leader in the industrial and institutional sanitation industry and maintain this position, InterClean must develop effective training and mentoring programs to prepare its staff to meet these challenges. To achieve these goals, we focused the training program on closing employee skill-set gap (Attachment 1) needed to fulfill their current roles. Although related to training, the objective of the mentoring program is further develop employees in their current roles but, more important, to prepare them to advance in the company and ensure business stability.
Training Program:
With the implementation of solutions-based selling, our staff must view our customers as clients rather than sales opportunities, thoroughly understand our client’s sanitation needs, how to engineer solutions based on those needs, and maintain client relationships through follow-up communications. In addition to industry training, we must have an effective ancillary training program to include company orientation and covering topics such as business ethics and workplace violence.
For industry training, we used the following model to establish InterClean’s training program; we assessed the training needs, determined the best methods for delivery, developed a plan to implement those methods, and established evaluation criteria and a feedback process to ensure the training is effective.
A training assessment is the “process of collecting information about an expressed or implied organizational need that could be met by conducting training (Cekada, 2010).” We based the assessment on the skill-set gaps of our sales staff based on the core competencies. In addition, we prioritized the training needs based on the

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