Career Development Plan Part Ii

Career Development Plan Part II – Development of a Training and Mentoring Program

Ryan Beahm
March 1, 2010
HRM 531: Human Capital Management
Danielle Lombard Sims
Career Development Plan Part II – Development of a Training and Mentoring Program

InterClean Inc.’s   merger with EnviroTech including 60 EnviroTech salespeople is in full effect along with expanding the product and service line. InterClean Inc. will be providing full service cleaning solutions to organizations in the health care industry. This is an excellent opportunity for our organization and we need all staff member’s support in making this transition a success. We hired new members to our sales team. Our sales team has won numerous awards for top production, customer service, and community service. On Monday morning, we will begin our training and mentoring programs. Research has shown the connection between successful bottom-line results and business strategy with effective training and mentoring programs (Cascio, 2005). This is why InterClean strives to encourage all employees to continuously provide feedback about improvement, risks, and opportunities that they potential see. We will be able to learn from the successes and mistakes of each decision that we make but we will not be able to improve unless there is an environment of open communication throughout each department. InterClean is committed to provide the necessary time and money into the training program because this program is viewed as an investment that has the potential to pay out significantly.
Needs and Objectives of the New Training and Mentoring Program
The new training and mentoring program for InterClean Inc. is a testament to the value that is held for all employees concerning each person’s value within the company and their career future. Extensive training is required to ensure the company will increase efficiency as this strategy is implemented. The training and mentoring program begins in the classroom with...