InterClean Integration with Enviro Tech - Case Study Example

Career development plan summary InterClean has gone through several transformations making it one of the most respected companies within the sanitation and cleaning industry. This means that we are therefore taking the lead within the sanitation industry and industrial cleaning. The integration with Enviro Tech was the most prolific with Enviro Tech being one of our former competitors within the market as well as renowned expertise in environmental regulatory and compliance requirements. The integration provided us with a means to adopt a vision of coming up with new and more extensive markets providing full solutions to all of our customers. This has been able to make us more profitable and sustainable within the competitive market. The integration has made us stronger to meet the ever changing needs of technological developments, economic uncertainty and new environmental regulations coming up. We were not only faced by the challenge to integrate before but the challenge to change the present traditions and company processes. These were enhanced by the urge to maintain our viability as well as remaining sustainable as a company. It was therefore of great need to restructure and reposition ourselves so as to capture all the upcoming markets as well as create opportunities, expand the present business and improve on the profitability in as many areas as possible (Gale Research Company,1986). As first level managers, we believe we have played a crucial role during the integration of Interclean and Envirotech.This has come along with invaluable resources and personnel that cannot just be overlooked. We have so far had an opportunity to diversify our products and services that are beyond comparison within the sanitary and cleaning industry. The new direction transformed InterClean from a product-minded organization to a product and service driven organization which is really working well for the company and the industry as well. The situation was brought out by the emerging changes in customer preference. Customers no longer interested in products that just cleaned and killed germs. They were interested in solutions and services that they felt they should modernize their cleaning efforts (United States Department of Commerce et.al., 1991). And since we adopted the belief that profitability of any company depends on fulfilling the increasing demands of customers, we had to expand into a full-service product and service structure by merging with EnviroTech with the vision of creating a new market in providing full solution to the customer. This transformation and acquisition has created some communication, training and recruiting issues. With the merger, InterClean-Enviro Tech employees are to gain the needed knowledge and skills set to retain their positions within the company.InterClean was traditionally was thought of as a defender organization is changing the organizational structure and repositioning itself in the market as an exploring organization. We are still looking forward to climbing higher the ladder with continued success through team work as already portrayed by our employees. This along with their creativity and the urge for customer satisfaction will make the road to success worthy. We have gone through various stages of our employees’ development processes including comprehensive training and compensation plans among others. Although we have made several progresses as a company, InterClean-Enviro Tech has several issues to address. It will be ridiculous to assume that it will be an easy role in any way, unless the company revert the issues into real opportunities, then these will lead us through a path of success. Even still the current issues will most likely take a tremendous amount of time and effort to resolve, this will be a significant factor in assisting the company attain the goals they have set for themselves. The transformations and acquisition of Enviro Tech has come along with some human resource issues such as communication between employees and management, training, and recruiting issues. We are of the opinion too that the human resource is an important part of our company especially now under the changes involving the two rival companies. It will therefore be facing a number of changes other than being an integral part of this company. We cannot therefore do without the procedures and policies of the human resource. Their activities and actions for InterClean-Enviro Tech should go hand in hand supporting our business strategies as well as satisfying our potential clients’ needs. We are also aware that in most successful companies that join the global market, human resource plays a crucial part in the achievement of its goals and objectives by coming up with policies that accommodate new cultures in companies. Other than this, it is getting more complicated in today’s world business environment to remain competitive without expanding and growing rapidly through deals that lead to mergers or acquisitions as with the case our company(Gale Research Company,1986). It is for these reasons in regards to the merger and acquisition that we recommend, the human resource department to quickly realign the company's structure and policies to accommodate, reflect and uphold the organizational strategy of the newly merged company. It is not however enough for the human resource role in this case to be responsive to management customer-minded or even aligned as partners with management. The function is just an important part of management leading and ensuring the needed change. Human resource management should therefore take into account not only the organizational strategies but also the cultural differences, take advantage of recruiting and selection options, assess the present training and growth programs, and carry out an analysis of all the employees skills and abilities as well as their corporate needs. These they can be make possible through the development of a comprehensive staffing strategy, human resource will need to evaluate the present skills from both InterClean and EnviroTech employees in order to determine the best organizational fit after InterClean acquires EnviroTech. This analysis will utilize a problem-solving approach for human resource to ensure and come up with a comprehensive staffing strategy to meet organizational effectiveness and make interClean-Enviro Tech a continued market leader through a solution. We believe in the human resource management as one of the most vital sections of InterClean-Envirotech that will be having a major effect on the alignment of the structure of the organization. It is our expectations that they will come up with strategies that will enable the implementation of change within the company in a more effective and efficient manner. InterClean-Enviro Tech’s Human Resources group will be a vital component in identifying, choosing, hiring, making evaluations from a number of employees to determine their knowledge, skills, and abilities, and eventually, the separation of employees from both InterClean and EnviroTech.Human resources should be involved in the reconstruction and implementation the of functions. Human resource has therefore the responsibility to ensure the new structure has the right skills and management processes in place to help it achieve the company’s goals. It can ensure a plan to occupy any gaps in skills or company processes. The obstacles and challenges facing InterClean-Enviro Tech at the moment are related to these issues. We are of the opinion that the best solution for Interclean would involve current employees and utilizing and educating them the vision and where they would be used within the company. InterClean-Enviro Tech needs to put together a final skills evaluation to come up with the solution that will satisfy the needs of management as well as those of the shareholders. Once this is complete an assessment of the current staff and the Envirotech staff needs to be done and a written plan on developing and utilize the staff while incorporating new members. With the integration of the two companies with very different skills set, it will be very important that the teams be diverse. Diversity will ensure the customers get all aspects of the solution and products that the company now as InterClean-Enviro Tech has to provide (Gale Research Company, 1986). Once this analysis has been completed, communication needs to go out to all the present employees explaining the needs that required to be met, skills and strategies necessary to fill these positions. If at all possible the needs should be met with employees from within Interclean-Enviro Tech.   If there is any employee that is able to meet the needs and requirements of a post then the human resource will invest the time and money in the employee to better train them so that they can better qualify for internal position rather then hire new employees or fill the position from outside. An all-inclusive training program needs to be developed so that the current employees will be able to better serve the customers with the new products and services. We believe too that for the start we will experience some difficult challenges within the internal structure of the organization as we struggle to acquire competitive advantage in the industry’s major markets. We therefore recommend that the management take deeper commitments towards rapid growth. We are also aware that that the corporate strategies organizational structure for environmental management is changing with regards to rules governing the safety of the environment. We recommend the management in this case to identify the skills it requires to come up with the employees auditing process to make InterClean-Enviro Tech a successful company. As we even progress further, we must be able to face these many challenges and the solutions here will mainly with the new strategies implemented. As a major player in the industry, we also need to come up with substantial solutions that include regular product training for employees, information dissemination of the relevant regulations as well as regular monitoring. We also require to come up with solution-based selling marketing strategy by aligning our company structure particularly to sales and marketing (United States Department of Commerce et.al., 2001). We also recommend more comprehensive training strategies by improving on the technical skills as well as the expertise for all the present employees. With expertise, we see the set goals especially in the sales and marketing department improving. However, to make certain that solutions based selling is right for the company; we recommend extensive analysis to ensure success. The company will need to seriously identify any issues that may come up and look for ways to turn these issues into opportunities, establish visions and make sure the employees are working targeting these visions at all times, identify alternative solutions to their problem, evaluate any risks, identify a worthy solution, and come up with an implementation plan. By doing this, InterClean-Envirotech will effectively increase the advantages of being successful in this endeavor. Interclean also hopes to continue as an industry leader and sets annual goals to increase profitability. The company also plans a marketing aggression to launch its new service, through education and product focus, geared toward offering clients a full range of cleaning services and solutions designed to fit individual customer needs. The company is presently struggling with insufficient workforce skills, a decentralized management corps, with employee morale due to poor internal communication and needs to come up with talent to align the human capital with the business strategy. Sales employees have an experience in selling products and now need be re-trained again on offering solutions and regulatory advice to our clients. InterClean-Enviro Tech is also faced with the challenges of integrating the EnviroTech employees, who look to have an immediate impact on InterClean-Enviro Tech new strategic undertaking. Sound strategies and effective communication strategies involving the people involved is a key to success. Communication across all levels of staff is essential. We also recommend motivation as important factors towards encouraging the employees to put more effort enabling the company achieve its goals (Friedman, 2001). Motivating change is a vital factor to create a sense of necessity for the employees. In times of transformations employees naturally have fear and resistance for their jobs and InterClean-Enviro Tech has already started feeling this resistance. Part of motivating change is effective communication between management, employees, and the executive staff to make sure that everyone is aware of where they fit into the company's future, and what they can do to help the changes implemented. With the implementation, InterClean-Enviro Tech is geared towards a long period of huge company success and achievement in customer satisfaction. References: Gale, T, Gale Research Company and United States Department of state (1983): Countries of the World Yearbook.GRC United States. Department of Commerce and United States. International Trade Administration (1991): Business America, Volume 112. U.S. Dept. of Commerce, Minnesota. Friedman, L (2001): Chain store age, Volume 77, Issues 7-12.Lebhar-Friedman, Cornell University, New York. Gale Research Company (1986): Trade Shows and Professional Exhibits Directory. Gale Research Company, Michigan. Read More