Interclean, Inc
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Running head: PROBLEM SOLUTION: INTERCLEAN, INC.
Problem Solution: InterClean, Inc.
MBA 530
University of Phoenix
Problem Solution: InterClean, Inc.
How clean is clean? InterClean, Inc. (InterClean) known for it institutional and industrial cleaning, is seeking innovative ways to increase clients and customers as the industry evolves. InterCleans clients are looking for services provides who can provide solutions and services that will streamline their cleaning efforts.
This paper will outline and discuss; the issues opportunities in human capital that are know to businesses in the wake of a merger or integrating employees. Dave Ulrich and Wayne Brookbank (2005) article; The work of HR part one: people performance outlines; helped to outline important steps to choice staffing, training and development and shrinking the workforce.
There are two major areas that this paper will examine which coincide directly with the outlined requirements contained within the rubric.
First developing a comprehensive staffing strategy for organizational effectiveness is in direct relationship with InterClean / EnviroTech since they have developed a human capital inventory of the employees from both organizations. By categorizing the skills of each employee, InterClean will be able to fill positions that highlight the employees strength. “Organizations should carry out human resources planning so as to meet business objectives and gain an advantage over competitors.” (Noe-Hollenback-Gerhart-Wright, 2003, P.135). “Usually an organization forecasts demand for specific job categories or skill areas.” Trend analysis, constructing and applying statistical models that predict labor demand for the next year. (Noe-Hollenback-Gehart-Wright, 2003, P136).
Second, implement a strategic audit on an organizations human resources department. Noe-Hollenback-Gerhart-Wright, (2003), states “the second step in human resources planning is goal setting and strategic planning” (P.139) Principles of justice…peoples perception of outcome of fairness depends on their judgment that the consequences of decision to employees are just.” (Noe-Hollenback-Gerhart-Wright, 2003 P. 311) “Sometimes terminations are necessary not because of individuals misdeeds, but because the organization determines that for economic reasons it must close or layoff.” (Noe-Hollenback-Gerhart-Wright, 2003 P. 315). InterCleans method of handling employees that believe they will be displaced will determine the merger transition effectiveness.
Situation Analysis
Issue and Opportunity Identification – Table 1
InterCleans issues are many however; the focus will be on the opportunities that will unfold once the merger is finalized. This paper will present an optimal solution and implementation plan and plan for evaluating the outcome.
Stakeholder Perspectives/Ethical Dilemmas – Table 2
InterClean Sales Force – InterCleans current sales team is not feeling valued given the current state of affairs. They believe they will be replaced with EnviroTech, they do not believe they can add value since the sales department has been profitable. They feel boxed into a situation with a losing outcome for them.
David Spencer – David inherited the company from his father. A successful businessman, David is driven to make InterClean an industry leader. His ambitious, completive and will to take risk may work against him with merger. His focus is on the vision of expansion and he does not want to be involved with the day-to-day running of the organization.
Janet Durham – Janet vice President of Human Resources worked her way up in InterClean and has very strong ties to many sales team members. Since the sales force is not performing, she may have problems making decisions objectively. She is pragmatic and very interested in using technology to automate the Human Resource function.
Carol Stanley – Carol is an outside consultant hired by David to conduct a skills inventory in preparation of InterCleans launch of solution-based selling. She want the organization to assure employees that they will not be let go, so that InterClean can “recruit” some of the sales force to get the “keep your job” message out. Her assessment may be bias. My question will be what is her motive for this?
The other stakeholders listed in Table 2 includes; investors, customers, InterClean and EnviroTech sales forces and other key senior management. During the transition period it will be important for InterClean have constant communication with all stakeholder groups and encourage their input to the transition. (InterClean Scenario)
Problem Statement
InterClean, Inc. (InterClean) aspires to be the organization that will have a dominating presence within the sanitation industry, which offers trained employees that will have full knowledge and the ability to converse in the language of the client while offering high quality products and services. (InterClean, Inc. Scenario)
End-State Vision
End-State Goals elaborate on the vision and define the ultimate organizational structure desired. InterClean according to the scenario wants to provide clients with solutions and services that will streamline their efforts in the wake of more stringent requirements for environmental safety. With the acquisition of EnviroTech, InterClean is also expecting profits to increase 40%. New employee training and complete merger integration needs to be implemented in 180 days (6 months) when the marketing blitz is launched that focuses on InterCleans new services and products. With the expectations going global InterClean will need to complete research and cost analysiss for offering services globally via Internet and eventually.
In the hopes of going global, InterClean needs to perform an analysis of the sanitation labor market and asset the skills of its current employees for interaction with different cultures.
Alternative Solutions – Table 3
InterClean training program for employees, must offer the training that will be constant and accessible, for refresher courses. The training must be specific to the needs of the client and the governmental agencies that regulate the industry.
DHL was the company chosen to benchmark