Interclean Company’s Career Development Plan


Being one of the top managers of the department of supply chain management my job in the supply chain department at Interclean Company is very diverse. My primary responsibility at Interclean is overseeing the procurement of raw materials that are used in the production of products as well as the distribution of the products across the market. This includes recognizing the number of suppliers that are accessed by Interclean, their locations as well as the distribution centers. managing inventory and warehousing facilities, as well as coordinating the exchange of funds or cash flows in the chain of supply for the business.

Other responsibilities include developing strategies to improve the efficient and effective delivery of our goods throughout the markets. This involves determining the method that will be employed for the integration of data throughout the supply order to accomplish these tasks efficiently the team must recruit additional employees.

Recruitment of New Employees

To be able to effectively fulfill the duties that my team is given I need to recruit additional employees and post five posts. Technology advancements require skilled and knowledgeable employees. Therefore, our team is planning to conduct recruitment and selection procedures to ensure that the new employees are in line with current technology (Bratton and Gold 2001). Before we do this, we’ll first perform an analysis of job requirements to determine the duties of the newly hired employees. In many organizations, job assessment or classification is usually carried out when a is vacant and has to be filled by sourcing an individual for the appropriate grade based on the responsibility. This can also happen in cases where the responsibilities of a position change. Job analysis involves an understanding of the job’s description and guidelines for occupational standards as well as job classification.Interclean

Job Description

An employment description is a listing of the duties and responsibilities associated with the job.

Sales Executives

Duties and Responsibilities

  • Sell your company’s products to prospective clients.
  • Prepare action plans.
  • Make and present business plans contract.
  • Maintain and build relationships with clients.
  • Aid in the launch of new services and products on the market.
  • Be aware of and address client concerns.
  • Then follow up with a collection payment.
  • Participate in marketing workshops.

Academic Qualifications and Other Requirements

– A degree in marketing and sales.
– Communication and interpersonal skills that are strong.
– Minimum three years of experience in marketing and sales.
– A valid driver’s license.
– The ability to travel with ease and the desire to explore various geographic areas.

Sales Manager (one post)

Job Description

– Train and recruit sales executives to train and recruit.
– Monitor and supervise the team’s performance.
– Create sales goals and budgets.
– Discover potential business growth opportunities.
– The assignment of duties to sales executives.


– Degrees in sales and Masters’s (Masters’s degree is an additional benefit).
– Excellent interpersonal and communication skills.
– Positive and results-oriented.
– Minimum five years of working experience in a comparable role.
– A valid driving license.

Training Program

Through development, and training internal employees acquire capabilities that help their advancement within the company. Our team must plan an educational program that is inside the old and new employees. As there are no specific needs identified by the members of our team, we will utilize two training programs, one for employees who are new and one for existing employees. It is the job of the line managers to welcome any new employee into the corporate structure.

After managers have been provided with the information regarding the employment of new employees, they’ll ensure their workplaces are suited as well as efficient and equipped. Then, they will inform employees of the new employee. They will designate one person to serve as the employee’s advisor and provide him with information about the duties of the new employee. Following that, the new employees will go through three months of training in which they will about educated about the work of the organization as well as their duties and the outcomes they can expect to achieve. After the training, they will be required to submit an assessment report in writing that proves that they have a clear understanding of what they are expected to do.

Following that, they will be eligible for an annual employee training course that will be held once a year. The goal of the program is to enhance the capabilities of employees in the current technological demands and market trends. Only by enhancing these capabilities through well-designed programs can professional companies equip their employees with the necessary skills to adapt to the changing business demands. This can be a costly process that requires prior planning. Costs for training have to be factored into so that order that the business doesn’t feel that it is wasting money (Bratton and Gold 2001).

Methods for Evaluating Employees and Team Performance

Feedback helps assess the extent to which the company has come in terms of achieving its goals and the work that needs to be improved. It also provides a foundation upon which future goals can be established. Feedback is beneficial to the company and also to the employees. It increases the motivation of individuals during the setting of goals, which then affects the efficiency of the business. The many inputs are defined -as methods for determining the effectiveness of leadership.

The data gathered can assist leaders to improve their behavior and attitudes. The most effective feedback must reflect the behaviors and attitudes the company values most. Also, care should be taken in ensuring that parameters taken into account reflect key aspects of leadership performance.

Feedback can boost self-efficacy. A study was conducted to establish if there is an interaction between feedback and performance. Two kinds of people. One group received both the goal and feedback while the other only received the goals. After a few weeks, a study was conducted to determine the results of each group. It was determined that the group that received both the goal as well as feedback had a better overall performance than other groups (Storey 1998).

Goal Setting

One method of keeping employees and ensuring able to increase the target of the company in sales is to establish objectives for the employees. There are goals set for individuals employed in various departments. Some refer to them as performance contracts. In our organization employees will be assigned a job that is expected of them to complete within a specified date. People who aren’t successful in completing their duties will be subject to discipline that could include having to work overtime without additional compensation. This is proven to be effective in increasing businesses’ revenues and overall performance.

The concept of goal-setting states that for goals to have a chance of boosting performance, they need to be difficult to attain and have a specific goal. It has been observed goal-that goals that are simple to attain usually lead to low performance, compared to goals that require more effort (Tubbs and Steven 1991becausee fact that easily achieved goals are not drawn much attention, and people tend to overlook them believing they can achieve them without effort. In the end, they do not pay attention to their responsibilities, and, before they realize it they’ve lost. On the top, her hand tough goals demand attention and commitment from the individual. Attention is focused on just one specific point, which means that all effort island towards that point. By quantifying goals, they become more precise and achievable.

Challenges of the Team Performance Evaluation

The initial step to achieving efficiency is to know the people that one has to work with and relies on to benefit from their power, influence traditions, of working, and their beliefs. If this practice is adopted by Interclean then the employee’s performance will rise to a new height because, for a long time, top managers and time managers at Interclean depend on judgment when Tha bout decisions about who they want to reward and encourage. As mentioned above, this could result in unbalanced results, which can most of the time hinder employees instead of inspiring them.

The goal-setting theory demands individuals assess their performance against the objective. This means they have to be aware of their current site before setting goals. One of the drawbacks is that in every organization, the aim of the manager needs to align with organizational goals to prevent conflicts between individuals and performance improvement. Another restriction is that goals shouldn’t go beyond the operations of the company.

Some managers might be enticed to establish goals that are personal to them rather than those of the company (Tubbs and Steven 1991). The majority of employees have been affected by personal problems trying to achieve objectives. To avoid this, it is important to know how to distinguish between private matters as well as those of the business. You should allow plenty of time to study what is expected of him, practice, and the time to the achievement of goals.

Incentives and Benefits Packages

Rarely are there instances where supervisors give employees a recommendation for any job they have done well. They do not realize that employees are just human people who feel happy if they are they are appreciated. Research has proven that appreciation from supervisors and managers is among the most effective reward strategies to motivate employees. Employees must be rewarded with incentives that match their work performance.

A majority of people will find themselves bothered by their belief that the reward they are hoping to receive will correspond directly to the amount of work completed, and appreciate the benefits they can expect from their employers (Storey 1998). Rewards for employees should be determined by their degree of experience, expertise as well as their k, knowledge, and abilities. If an employee isn’t skilled in the subject, no reward mechanism will motivate him to do Every organization needs to take into consideration the personal aspects of each before deciding on the best reward system to apply to them.

Strategies for Managing Employee’s Career Development

The opportunity to grow professionally and develop is an effective way to monitor the career progression of employees. Employees should have opportunities to attend educational seminars and other programs. Employees learn new skills, which they can use in their work to their advantage as well as the benefit of the company. They are also entitled to leave to study or allowances for studying further. It might seem expensive initially, but the benefits are worth the cost. Employees are taught new abilities and strategies to manage their responsibilities. work becomes easier and time is saved that can be put to use to complete other tasks.

Rewards systems for job promotions dependent on an employee’s performance or skills will help them increase their self-esteem as well as meet the requirements that accompany it. Teams of employees that are well-structured and with effective communication aid in meeting the needs of the group. Self-actualization requirements by encouraging employees to develop their skills by using an appraisal tool that allows employees to evaluate their performance.

The most motivated employees have the desire to deliver quality results and model better ways to perform their tasks. They feel a part of the business and all of their efforts are toward improving the quality of the co By Through encouraging them to feel appreciated and ready to tackle any challenge that comes their way. Certain of the essential requirements can be met through the availability of decent standards f and living, through the implementation of fair pay structures (Likert 2009).

A Fair and Appropriate Compensation Plan

Fair treatment is an attribute that encourages employees to put in the effort to help an organization and to ensure a positive working environment with their colleagues. If employees feel they are being over or under-rewarded they could be appreciated, which could cause the company to restore equity in the relationship. Insufficient equity, for underpayment, could cause anger, whereas excessive payment can cause guilt. The ratio of contributions and benefits should be the same for all employees. That means the person who is less contributing (in terms of creativity and performs less gets fewer advantages (in the form of rewards in terms of money love, and the security of their finances).

If an employee feels his contribution is not acknowledged by the company in terms of compensation, the employee tends to be discontent with the company and performs less (Likert 2009). He is no longer working to increase the efficiency of the company but to keep his job. The time comes when employees begin taking sick leave or looking for jobs elsewhere. After recognizing the importance of this Interclean Company will give the highest priority to satisfaction of employees since they are the main reason for the company’s performance.

Implementing Strategies for Career Development