Development of Training and Mentoring Program

Topics: Training, Skill, Practice Pages: 7 (1864 words) Published: July 25, 2010
Career Development Plan Part II
Development of Training and Mentoring Program
Cesar B. Manuel
March 24, 2010
Becky Shokraii

Development of Training and Mentoring Program
The critical first step in effective training and mentoring is to relate the training needs of the workforce to the achievement of organizational goals. The newly merged InterClean’s, CEO strategic vision for growth and continued success-both domestically and worldwide is to develop and introduce full-service solution packages, and simplified cleaning efforts in compliance with the more stringent environmental safety laws and regulations. The new company expects to reach the next year sales goals with corresponding 40% increase in profitability (InterClean, Inc Scenario). To accomplish these objectives, the company must shift gears to solutions-based selling that requires re-alignment of the organizational structure, staffing – particularly sales and marketing. To merge the two corporate cultures into a productive partnership is an enormous task and a significant challenge considering the timeframe of the merger. Obviously, to align to the CEO’s ambitious long range goals, analysis of training and mentoring program is critical at this point. The new sales force will be vital to the current and long term success in effectively supporting the company’s new direction. The program must enable the sales force to capitalize on their skills, experience and potential, and equip them with new tools, skill sets to be successful, and acquire competitive advantage. In addition, the new company structure must be responsive and able to manage the transition as the business emerges as an industry leader.

Training Needs Assessments
The major determinants of future success for effective workforce training are: (a) assessing the needs of the organization and the skills of the employees to determine training needs; (b) designing training activities to the indentified needs that address both task-work, and teamwork skills, and develop milestones; and (c) evaluating the effectiveness of the training (Nickels, 2008). Opportunities for guided practice and constructive feedback are particularly important for individual and team training. A quality training program could lead to higher retention rates, increased productivity, and greater job satisfaction among employees. With the job analysis undertaken, and the new skills sets identified and matched with the existing personnel inventory skills, the HR department must determine the training requirements to fill the gaps. The following are the organizational needs and key factors that must align with the new strategic goals (InterClean, Inc Scenario): 1. Provide turn-key solutions to institutional cleaning and sanitary industry. 2. Provide product training for clients’ employees, and end users. 3. Information sharing of relevant regulations and in some cases full service contracts. 4. Offer solutions and services that streamline cleaning efforts at the same time comply with more stringent requirements for environmental safety. 5. Compliance with federal, state, and local cleaning, and sanitary regulations. 6. Market leadership and global presence.

7. Meet target sales goals and 40% increase in profitability. 8. Customer and product satisfaction, through excellent customer service and high-quality products and high-quality service.

Training Program Objectives and Design
Training and mentoring program will tie to business strategy and objectives and link to the bottom line results, and designed to train employees in relation to desired job behaviors. The training and mentoring...

References: Casio, W. (2006). Managing Human Resources: Productivity, quality of work life, profits
(7th Edition). New York: McGraw-Hill.
InterClean, Inc Scenario. (n.d.).
Nickels, W. M. (2008). Understanding Business, 8th Edition. New York: McGraw-Hill.
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