Problem Solution: Interclean, Inc.
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Problem Solution: InterClean, Inc.
Businesses face changes everyday and top level executives and managers are faced with the task to develop strategies to implement change within an organization effectively and efficiently. One of the most important departments that effect the alignment of organizational structure with change is the Human Resource (HR) Department. Through the development of a comprehensive staffing strategy, HR will need to assess current skills from InterClean, Inc. (InterClean) and EnviroTech, Inc. (EnviroTech) employees in order to determine the best organizational fit after InterClean acquires EnviroTech. This analysis will utilize a problem-solving approach for HR to implement and develop a comprehensive staffing strategy to meet organizational effectiveness and make InterClean a continued market leader through a solution-based selling strategy.
Situation Analysis
InterClean, Inc. is an $8 million industrial cleaning and sanitation company. The industry is evolving and customers are seeking all-inclusive based services and solutions that will “streamline their cleaning efforts in the wake of more stringent requirements for environmental safety” (UOP rEsource, Scenario: InterClean, Inc., n.d.c). David Spencer, Chief Executive Office (CEO) is ambitious in his efforts to expand InterClean into new markets while realizing growth in the business. The need and requirements to implement the new all-inclusive solution-based selling strategy will require that employees become more knowledgeable about products, environmental regulations, Occupational Safety and Health Administration (OSHA) regulations, and issues emerging in the sanitation industry. Sales agents will also need to be familiar with different industry standards and how cleaning and sanitation relate to specific organizations by communicating closely with facilities managers, health care professionals and operational executives within their clients organizations (UOP rEsource, Scenario: InterClean, Inc., n.d.c).
The biggest challenge that InterClean will have to face is the development and implementation of a comprehensive human resource (HR) strategy to incorporate and merge corporate cultures efficiently and effectively as well as ensure that communication remains effective and open between InterCleans current employees and how the implementation of the all-inclusive solution-based strategy will affect them within the organization.
Janet Durham, Vice President (VP) of Human Resources (HR) has the task to develop a training strategy and a staffing audit of InterCleans and EnviroTechs employees. The goal for the HR department will be to ensure a seamless transition of corporate cultures as well as structuring departmental teams that are consistent with InterCleans new direction to establish a solution-based selling strategy. Janet must also develop a strategy that will keep current employees up-to-date on the changes that occur within the organization. She must also manage to make significant changes under a tight training and development budget, all while ensuring the organizational alignment with the new selling strategy.
Tom Jennings, VP of Marketing must also develop a plan to grow InterClean into a market leader as well as expend into other markets on a global level. While Tom views the current restructuring of merging InterClean and EnviroTechs corporate cultures as an obstacle, the long-term affects of ensuring that the selectivity in recruiting and retention efforts will be beneficial during a global expansion.
Issue and Opportunity Identification
David Spencer, Chief Executive Officer (CEO) is leading InterClean into a new strategic direction. The new direction to move to a solution-based seller will become the “golden opportunity” to create and fill new positions of responsibility within InterCleans sales departments. David is concerned with the current staffs abilities and knowledge regarding issues of sanitation, environmental regulation, and OSHA standards. It will become necessary as InterClean merges with EnviroTech to replace some individuals with those more experienced in the above areas (University of Phoenix. InterClean scenario. n.d.).
The merger with EnviroTech will result in some employees of EnviroTech to take management or lead roles in the sales department, resulting in some of InterCleans employees to be laid off or fired. It will be the responsibility of Janet Durham, VP of HR and her staff to determine the skills assessment of the current InterClean employees in order to develop a proper training program for those employees who will be retained as well as determining what key areas will require the hiring of more experienced and knowledgeable individuals familiar with a solution-based selling advantage. Janet will have to determine what alternatives will need to take place in order to provide 1) security to InterCleans employees, and 2) provide sufficient compensation for layoffs. Janet realizes that the new strategy has many of the current employees nervous and threatened about job losses due to the merger with EnviroTech as well as the new strategy implementation. In order to maintain employee motivation it will be necessary for Janet and her staff to develop strategies that will deter employees from losing motivation in their current positions. Janet knows that a lack of motivation has affects on employee moral that affect productivity as well as the communication between managers and employees. In communicating the effects of the merger to employees, employees will better understand on how the change will affect them personally and professionally.
Stakeholder Perspectives/Ethical Dilemmas
Stakeholders are in important role in any business. Whether a company is traded publicly or held privately by owners, stakeholders such as customers, owners, and employees all have something to gain or lose in the course of every day business decisions.
As CEO of InterClean, David Spencer is a key stakeholder. His interests in growing and developing InterClean and expanding into new markets will allow for customers to utilize one company for all their companys cleaning needs, can result in financial rewards for him. As the sole owner of InterClean, Davids ambitions are high.
Sally Lindley, CEO of EnviroTech also has a great deal to benefit from the merger with InterClean. Her interests in developing joint ventures raise an ethical concern to leverage her future power in politics as she knows key state and national elected officials. As she seeks a future political office her joint venture efforts could cause a bias when voting on new environmental