Job Analysis For InterClean
With the successful merger of InterClean and EnviroTech, InterClean must take on a new strategic direction. As understood, the company will now provide full-service cleaning solutions to its customers. A new sales team is required to help make the transition of services go smoothly. As quoted by David Spencer, “Our goal [for InterClean] is to provide a full spectrum of cleaning services and solutions that will become our major avenue for sales” (InterClean – EnviroTech Merger Scenario, 2009). In this report we will be discussing and conducting a job analysis, a workforce planning system, and discuss on the selection of potential team members.
A dual approach has been taken for the methodology of this analysis. The job analysis will serve as the foundation for forecasting the need for human resources as well as for training, transfer, or promotion plans within the organization. The value of understanding job analysis is it describes the process of obtaining information about jobs (Cascio, pp.158). Both the interview and job performance methods were utilized to draw an accurate picture of the primary functions of the sales position. The job performance method is well suited for the development of tests, interviews, as well as the design of performance appraisals and training. In contrast, the interview method affords the employer the opportunity to ascertain an in-depth job description, job specific training and interview questions, job evaluation to interpret necessity. InterClean’s future profitability is contingent on the performance of an effective, productive, and assertive sales department and team. This will be an essential part of functions for InterClean over the next several months as the company has made new acquisitions (EnviroTech) and the transition is made to a full service provider. “In recent years, there has been growing recognition that organizations are required to acquire...