July 15, 2010
Mickey Rosano/Sharon Blaylock’Smith
Career Development Plan Part I
InterClean plans to expand their company both domestically and worldwide. The strategy the company has chosen to reach this goal is to provide full service solutions packages that will become the major avenue for sales (University of Phoenix, 2010). The new sales strategy along with the recent merger with EnviroTech will require extensive organizational restructuring of the company. The CEO, David Spencer has recognized this need and directed his staff to prepare the sales teams to coincide with his vision to support InterClean’s higher quality service. This streamlining has resulted in the need to identify talent and skill sets required for these new sales positions from InterClean and former employees of EnviroTech. “To make intelligent decisions about the people-related need of a business, two types of information are essential: (1) a description of the work to be done, the skills needed, and the training and experience required for various jobs, and (2) a description of the future direction of a business. (Cascio, 2006, p. 157). “Job analysis provides information about specific job tasks and the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks” (Cascio, 2006, p. 158). A job analysis for each new position is created; using the results of the workforce planning system the number of positions are identified. The final process will be the selection of qualified personnel.
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes and work environment of a particular job. “In terms of the types of data actually collected, the most popular methods today are observation, interviews, structured questionnaires” (Cascio, 2006, p. 166). To choose the right candidates... [continues]
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