Designing Training Plan and Needs Assessment

Introduction

An international sanitation and cleaning company, InterClean, Inc is planning to expand its business operations in order to capture the large share of the market. InterClean, Inc expects to a 40% increase in its sales profitability over the next year. In order to accommodate this aggressive sales goal, the company has decided to implement a new solutions-based selling approach which requires organizational restructuring and staffing initiatives practically with the Marketing and Sales areas. To accomplish the organizational initiatives, management has decided that a formal training and mentoring program needs to be implemented at InterClean, Inc that will support the acquisition and address the training needs of its growing employee base. The Human Resources department has been tasked with creating the new enhanced training system based and mentoring program. This paper will discuss the development of the training and mentoring program at InterClean, Inc. It will discuss new training and mentoring needs, training and mentoring program objectives, performance standards, delivery methods, training and mentoring content, time frame, evaluation methods, feedback, and alternative learning options.

Organization Analysis

The analysis of an organization refers to the process of deciding the suitability of a training program through assessing the characteristics of the organization. InterClean Inc primary goal is organizational expansion and growth. This growth will demand gearing up the training needs of the organization for new recruitment and for managing and sustain the growth of their present employees.

Person Analysis

To transfer education and knowledge to new recruits regarding the operations of the company refers to person analysis. This training manual will also entail the analysis of present positions and the best fit for staff in this developing company.

Task Analysis

Task analysis is used for the identification of the main tasks and assignment for which staff of the company would require training in order acquires skills that will increase their level of productivity. InterClean will first need to assess training needs. There are four levels of analysis that help determine training needs. Those levels are organizational analysis, demographic analysis, operations analysis, and individual analysis. Organizational analysis is identifying where within the organization the training is needed. Demographic analysis helps to determine the need of a particular group (Green, pp. 45-62). Operations analysis identifies the content of the learning. Individual analysis determines how well each employee is performing tasks related to the job. InterClean's Sales and Marketing department employees at various levels in the organization will need the training. Successful employees in the Sales and Marketing departments should be able to perform the following job functions:

The salesperson job developments, maintains, and sustains client relationships.

The salesperson will develop and implement sales processes to handle and manage customer relationships which include initial contact, client follow-ups, presentations, and closing procedures.

The salesperson job includes contact record maintenance, sales status contact reports, sales projections, and sales quota ratios (Noe and Melanie, pp. 88-163).

Optimal training should include sales, customer service, relationship building and maintenance, safety compliance, regulation, communication, and technical training. InterClean's existing employees will need to be interviewed in order ...