Development of a Training and Mentoring Program
New InterClean will now be selling customer solution instead of regular products. A simple orientation is to be done in the first place to the employees of new InterClean, who are a combination between old InterClean and Envirotech, in order to solidify the employees’ relation with the new organization; this orientation will effectively integrate the new employees into the organization and assist with retention, motivation, job satisfaction, and quickly enable each individual to become contributing members of the work team. In addition, it will give the employees a clear idea on the new mission, vision, goals and products and services that new InterClean will be having.
We noticed that InterClean employees are hunters, they do not have or care for customer satisfaction and follow up, they do not have the experience that EnviroTech employees have. EnviroTech employees are more customer oriented, they care for long-term relationships with customers not only for gaining new customers. EnviroTech employees also have different soft skills that are considered essential for sales representatives. InterClean employees do not have so much experience, however they are young and full of life but they need to be trained in order to become more customer oriented, taking into consideration that new InterClean is selling customer solutions and services.
Performance standards should be objective, measurable, realistic, and stated clearly, in other words, the standards should be written in terms of specific measurers that will be used to appraise performance. New employees must know their duties, sales goals, customer satisfaction and other measurable methods for rewards.
There are many different training and development methods. On-the-job training, informal training, classroom training, internal training courses, external training courses, on-the-job coaching, life-coaching, mentoring, training assignments and tasks, skills...