Hrm 531 Training and Mentoring Program

study &038 Mentoring Program Student HRM 531 April 4, 2011 Instructor schooling and Mentoring The merger surrounded by InterClean and EnviroTech is fast approaching. Our two companies go away soon be crossed dexterous in various functions and positions within the sunrise(prenominal)ly formed organization. We have individuals from some(prenominal) organizations who have pissed gross revenue and leadership skills. In addition, InterClean executives need to equalizer growth and sustained triumph both loc all in ally and worldwide. In post to do that, it is necessary to establish a learning course of instruction for the newly formed sales police squad up.Cascio (2005) explains that discloseing content, design, types of learners and what it go away do for InterClean be some of the targets to flip over for. The real measure however, Cascio explains, lies in the results obtained, in this case how salutary we coiffe as a sales team (page 317). As we move before in thi s memo, we bequeath explain the importance of evaluating the value of the grooming program. Since this is a step-by-step process we bequeath break the subjects into the following areas, assessment, training, capabilities, implementation and evaluation. estimation of the study Needs The goal of training assessment needs is to identify areas where the new sales team lead 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 top executive. The next fewer 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 have every hots hot in the sales team be involved in the orientation training. Cascio (2005) believes that there are iii study areas in which to focus when providing an orientation Company Standards, Social Climate, and Technical Aspects (page 317). Specifically, communication channel performance skills identified within the team include familiarization with InterClean standards and expectations.These standards and expectations, including companion goals, are not the like 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 neighborly climate allows for the team to understand the group dynamics and hope fully sire 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 yields and t fitted services as well as demonstrate use.All te am members are expected to make out the Orientation training since the dynamics of the company are changing. Training guest renovation 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 client service skills. They will however, need to consider how to maintain consistent communication with the customer so that one sales associate will propose 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 supposition will help InterClean realize the 40% growth expected through and through the merger of the two companies. Cascio (2005) suggests that improving customer rapture, identifying customer needs, satisfaction and construct better customer responsiveness is a paramount to improving the pen etrate line (page 292). All employees are expected to manage 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 workings 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 cerebrate often fosters free thinking, ideas, and asking questions. (Cascio 2005 pg. 288) Training Leadership &038 Record charge Training in leadership will be offered to the Vice chairman of Sales, Sales conductor and the Trainer/Outside Sales Representative. The training sessions for the three individua ls will focus on team building and leadership. The VP of Sales and the Manager need additional training in record holding. Organizational Capabilities InterClean has the resources to complete the above described training.The Vice President of HR has foundered a strategy plan which will align the two companies with the most qualified individuals. This plan includes a detailed job analysis, skills assessment and a extract 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 extend awareness of company goals, expectations and vision Employees will develop a sense of purpose and focus Provide employees with latest rules and regulations link up 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 growth custo mer satisfaction through improved business relationships with the customer summation repeat business through higher level of customer satisfaction Increase consistency between sales associates so all customers assemble identical core services Increase sales by 10% first category 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 get it on each other Emphasize individual leadership and initiative Increase interdependence and thereby cooperation Give team members tools to help problem form Method of Implementation The training program will be proclaimed within the next seven days. The course will be sketch 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, Sales Manager and the Trainer (for a portion thereof). Methods of command Seminar PowerPoint Group exercises Role Playing Guest speakers (product development, laws &038 regulations, EnviroTech) Instructors Janet Durham leadership and previous 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) press in Sheets Copy of each presentation Duration of training account 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 kn owledge, skills 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. certainty 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 orbit sales goals, both individual and group Promotion to senior levels, stability on the senior level is determined by consistently skirmish 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 outlined the training program we believe will assist the new team to take on the challenge of both product and service an d provide the customer with everything they need. Reference Cascio, W. F. (2005). Managing Human Resources (7th ed. ). New York, NY McGraw-Hill.