Interclean Problem Solution

Interclean Problem Solution

Problem Solution: InterClean, Inc.

InterClean has been a major player in the sanitation industry for many years. To keep up with industry evolution InterClean has acquired EnviroTech and will be promoting a vision of providing a complete solutions/service model. This will mean providing customers with a full-range of services tailored to meet their individual needs. This will cause restructuring of departments and changes in processes and services within InerClean. This change will also create some communication, training and recruiting issues. InterClean’s organizational capability includes hiring and retaining talent, developing the talent, and practicing effective management of human resources.

Situation Analysis

Issue and Opportunity Identification

InterClean is facing many new challenges and with these challenges comes opportunities. First InterClean has had no problems filling positions in their current environment. With their need to expand into new market and globally they will encounter an internal need for personnel to fill skill gaps and training of current employees to promote new expectations and goals. With the acquisition of EnviroTech, InterClean can gain some of the needed skill set for sales and marketing and leverage their knowledge to train other employees.

InterClean has started in the right direction by conducting a skill assessment of current employee. This will give InterClean HR an idea of what areas of improvement is needed and be able to match new employees to the areas that the gap shows needed improvement to achieve the current organizational goals. This gap analysis will also prove beneficial to designing training and development around employee development. According to Attachment A InterClean Sales Staff Summary the current workforce does not rate high enough in areas needed for the organization to achieve success. But, with the acquisition of EnviroTech they will have employees, according to Attachment B, who possess the skills needed to transform the organization and for them to realize their goals. EnviroTech employees were a complete opposite of InterClean employees and scored above average in many of the areas that InterClean seeks to posses. They also scored above average in the aptitude to learn any skill they are lacking.

The major difference in skills of both company employees creates the dilemma for creating training programs. InterClean would like to create multi-functional support teams. This team creation would help to form cohesive group of expert and leaders to ease the differences between the two companies workforce and provide hands on training to the current workforce.

InterClean is concerned about training cost, which they should be, but this is a vital aspect to achieving the organizations vision. According to Kreitner and Kinicki TQM is a continuous, customer-centered, employee-driven improvement. TQM is necessarily employee driven because product/services quality cannot be continuously improved without the active learning and participation of every employee. InterClean needs to focus more on devoting resources to training its employees than on the cost of training and development. The training and development system within a company provides one measure of an organization’s commitment to its people resources and the degree to which employee capabilities are being fully utilized. Investment in training and development of employees’ skills and knowledge could yield improved business results.

InterClean has communicated the new vision to its employees, the changes that will occur and the acquisition of EnviroTech. They have also communicated how this acquisition will help to gain strategic advantage and market dominance in the sanitation industry. The issue lies with management not communicating the reason for the needed change. This is evident in the water cooler talk and loss of employee moral. To minimize this issue InterClean will need to communicate to its employee’s areas of development and where their skills will fit in the new organization and the company’s expectations for them in the new vision. InterClean should communicate with honesty and integrity, avoiding big picture explanations and be transparent to its employees.

Stakeholder Perspectives/Ethical Dilemmas

Stakeholders in an organization could include individuals, groups and other organizations that may affect an organizations decisions and actions. Stakeholders may include governmental agencies such as OSHA and regulatory agencies, employees, shareholders, suppliers, distributors,