Career Development Plan
Career Development Plan Part I
The merger of InterClean and EnviroTech has created a new strategic vision for the company. David Spencer, InterClean CEO, has directed the delivery of full service solution packages to the health care industry. Mr. Spencer has addressed the sales team specifically stating, “Solutions-based selling will require our sales force to be more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. Instead of merely knowing how a product works, they will need to understand the legal, environmental, safety, ethical and regulatory issues that affect sanitation and cleaning in varied industries and settings. Theyll need to develop customized packages of cleaning solutions and systems” (University of Phoenix, 2010). As a midlevel sales manager, my task is to create a sales team and a development plan to meet this strategy.
My strategy for creating this sales team will consist of a holistic approach to workforce planning directly connected to company strategic goals. I will address the immediate needs of the company while considering a succession strategy and long-term growth. The team should be diverse in experience level, age and culture. Careful planning and a clear strategy will produce a highly effective and productive sales department.
The first step in creating the sales department is to conduct a job analysis of salesperson positions. I will use the interview analysis method to leverage the work that has been done by Carol Stanley in preparation for the company merger. In addition to interview data, I will incorporate strategic guidance from the InterClean CEO. The reason for using both analysis methods is that the new sales department will be performing tasks not presently done at InterClean. Examples of these new tasks are: 1) full service solutions, and 2) service to the health care industry. Job analysis measures requirements of existing functions, but the sales department has been given tasks not currently performed and therefore cannot be measured internally. Effective job analysis in this instance will require data on existing tasks, and a forecast of future requirements. Considering both current and future job requirements, the new sales department will require the following knowledge, skills, and abilities (KSA) to achieve the strategic goals of the company:
Knowledge of emerging issues in the sanitation and cleaning industry
Knowledge of regulatory compliance of cleaning and cleaning systems
Skilled at developing customized cleaning solutions packages
Skilled at providing customer service
Skilled at leading, setting goals, and team building
Every member