Hrm 531 Training and Mentoring Program

bringing up & Mentoring Program Student HRM 531 April 4, 2011 Instructor prep and Mentoring The merger among InterClean and EnviroTech is fast approaching. Our two companies get out soon be crossed handy in various functions and positions within the upstart formed organization. We have individuals from some(prenominal) organizations who have sloshed gross sales and leadership skills. In addition, InterClean executives need to chemical equilibrium growth and sustained achievement twain loc whollyy and worldwide. In devote to do that, it is necessary to establish a go to sleepledge design for the newly formed sales aggroup.Cascio (2005) explains that diagnoseing content, design, types of learners and what it allow for do for InterClean atomic number 18 some of the targets to impact for. The real measure however, Cascio explains, lies in the results obtained, in this case how substantially we act as a sales police squad (page 317). As we move forrader in this m emo, we get out explain the importance of evaluating the value of the readiness program. Since this is a step-by-step process we go out break the subjects into the following argonas, assessment, training, capabilities, implementation and evaluation. judging of the didactics Needs The goal of training assessment needs is to identify areas where the new sales police squad entrust need additional support. For instance, since this new sales team is a meld of experienced sales representatives from both organizations, each sales representative has his/her unique style and power. The next a few(prenominal) paragraphs will identify and talk about the training needs identified. Training Orientation First, InterClean believes that an employee orientation is in order.Introducing our new sales associates to InterClean procedures and methods of operations and expectations will answer many pending questions. Although some of the newly formed team are from InterClean, it is important to ha ve every integrity in the sales team be implyd in the orientation training. Cascio (2005) believes that there are deuce-ace major(ip) areas in which to focus when providing an orientation Company Standards, Social Climate, and Technical Aspects (page 317). Specifically, line of reasoning performance skills identified within the team include familiarization with InterClean standards and expectations.These standards and expectations, including go with goals, are not the akin as when InterClean began and it is imperative that all sales team members attend this training. This will allow employees understand company policies, goals and expectations. The topic of kind climate allows for the team to understand the group dynamics and hope fully fix blending of customs, attitudes and behaviors. Training in technical aspects will give all sales team members an advantage as they will be fully prepared to answer questions about both results and aids as well as demonstrate use.All team members are expected to eat upd the Orientation training since the dynamics of the company are changing. Training guest t satisfactory service Customer Service training has been identified as one of the most crucial training areas within the InterClean sales team. There are some(prenominal) members of the new team who have excellent customer service skills. They will however, need to consider how to maintain consistent communication with the customer so that one sales associate will set aside the same service as the next.Having a positive relationship with the customer will provide a solid foundation which will help the sales team focus on helping the customer vs. selling to the customer. This sentiment will help InterClean realize the 40% growth expected by dint of the merger of the two companies. Cascio (2005) suggests that improving customer triumph, identifying customer needs, satisfaction and construct better customer responsiveness is a paramount to improving the buns line (page 292). All employees are expected to complete the Customer Service Training.Training Team Building The new sales team will be learning to face challenges together and work as a cohesive, organized team. To reach this goal, it is imperative that the sales team, including management, undergo team edifice training. Providing training for everyone in the sales team, team members can learn behaviors that will help each other. For instance, asking for help is sometimes hard, yet working within a team it is imperative that we have that ability. We lean on each other for ideas, creativity, technical skills and input.It is so important to consider the ideas of others think often fosters free thinking, ideas, and asking questions. (Cascio 2005 pg. 288) Training Leadership & Record memory Training in leadership will be offered to the Vice chair of Sales, Sales charabanc and the Trainer/Outside Sales Representative. The training sessions for the three individuals will fo cus on team building and leadership. The VP of Sales and the Manager need additional training in record charge. Organizational Capabilities InterClean has the resources to complete the above described training.The Vice President of HR has smashed a strategy plan which will align the two companies with the most dependant individuals. This plan includes a detailed job analysis, skills assessment and a survival of the top members of the sales force. In addition, HR has developed a training program based on the training needs of InterClean. Statement of the Training Objectives Orientation Objectives attach awareness of company goals, expectations and vision Employees will develop a sense of purpose and focus Provide employees with latest rules and regulations related to to products and services Provide a record of training in company standards, expectations, method of operation and regulations related to products and services Customer Training Objectives plus customer satisfa ction through improved business relationships with the customer improver repeat business through higher level of customer satisfaction Increase consistency between sales associates so all customers get word identical core services Increase sales by 10% first class and 40% by end of second year Record Keeping Objectives Introduce methods related to maintaining accounts Increase record keeping accuracy Team Building Objectives Allow team to get to know each other Emphasize individual leadership and initiative Increase interdependence and thereby cooperation Give team members tools to help problem clear up Method of Implementation The training program will be proclaimed within the next seven days. The course will be outline over a two-day period with follow up sessions available for product information and sales.Three sessions (Orientation, Customer Training and Team Building) will include the entire sales force, while Record Keeping training will include VP of Sales, Sal es Manager and the Trainer (for a portion thereof). Methods of statement Seminar PowerPoint Group exercises Role Playing Guest speakers (product development, laws & regulations, EnviroTech) Instructors Janet Durham leadership and forward sales skills Tom Jennings Planning for global dominance Sally Lindley Partnerships Training Location EnviroTech facility Duration of Training 2 full days, with 1 week breakout sessions tailored to mentor students Record Keeping (related to training) crisscross in Sheets Copy of each presentation Duration of training instrument of videos, speakers, etc Video tape training sessions where appropriate Evaluation of the Programs Success Assess Potential Success We will be able to assess the potential success of the training program through several avenues. One being a series of feedback from the attendees. In addition, pre-test to measure knowledge, skills and ability prior to training and post-tests to evaluate increase knowledge, s kills and ability after training.As trainees venture into role-playing and practicing with the techniques, they will begin to discover potential pitfalls and relative improvements. presentment of techniques learned is crucial to success. Another measurable activity will be an increase in the number of sales. The overall success of the training program will be evident in the increase in profits. Reinforcements Rewards for stint sales goals, both individual and group Promotion to senior levels, stability on the senior level is determined by consistently conflict goals.Conclusion As the training program evolves, so do the employees. With the strong leadership and sales skill present within the team, success is immanent. However, the success of the sales team is only as good as the training and support system provided by InterClean. In this memo we have depict the training program we believe will assist the new team to take on the challenge of both product and service and provide the customer with everything they need. Reference Cascio, W. F. (2005). Managing Human Resources (7th ed. ). New York, NY McGraw-Hill.