The Importance of Career and Performance Management Strategies
Abstract
The merger of InterClean with EnvironTech and its subsequent transition into a full service cleaning organization has brought about several changes in how they company does business. Therefore, updated career management strategies and performance management strategies must be developed in order to keep the employees competitive within their fields, and also to help develop the employees to one day become the managers of InterClean. This report focuses on the different career goals that an individual can have, and how InterClean can help them to get there. It also focuses on the performance standards and goals that should be set for employees and what can be done to meet those goals. As the two strategies have such a profound effect on the employees, by ensuring that their employees are taken care of in the future, InterClean will also be putting themselves in a position so that they are taken care of in the future as well.
The Importance of Career and Performance Management Strategies With the merger of InterClean and EnvironTech, employees now have a new set of responsibilities and a new set of career paths laid out in front of them. Accordingly, they must now have new performance management and career management strategies to help them succeed in this new company. Because InterClean has changed what it does since becoming a full service cleaning organization, new fields and new opportunities in existing fields have opened up. This presents the employees with a host of new opportunities for them in regards to where they want to take their career. Once their career goals have been determined, it becomes time to develop a performance management strategy that will help them accomplish that. In order to ensure that employees are living up to the new responsibilities that they have, we must set standards for them and help them to develop performance goals that are in line with their career goals. If the employees perform within the standards and
The merger of InterClean with EnvironTech and its subsequent transition into a full service cleaning organization has brought about several changes in how they company does business. Therefore, updated career management strategies and performance management strategies must be developed in order to keep the employees competitive within their fields, and also to help develop the employees to one day become the managers of InterClean. This report focuses on the different career goals that an individual can have, and how InterClean can help them to get there. It also focuses on the performance standards and goals that should be set for employees and what can be done to meet those goals. As the two strategies have such a profound effect on the employees, by ensuring that their employees are taken care of in the future, InterClean will also be putting themselves in a position so that they are taken care of in the future as well.
The Importance of Career and Performance Management Strategies With the merger of InterClean and EnvironTech, employees now have a new set of responsibilities and a new set of career paths laid out in front of them. Accordingly, they must now have new performance management and career management strategies to help them succeed in this new company. Because InterClean has changed what it does since becoming a full service cleaning organization, new fields and new opportunities in existing fields have opened up. This presents the employees with a host of new opportunities for them in regards to where they want to take their career. Once their career goals have been determined, it becomes time to develop a performance management strategy that will help them accomplish that. In order to ensure that employees are living up to the new responsibilities that they have, we must set standards for them and help them to develop performance goals that are in line with their career goals. If the employees perform within the standards and
References: Cascio, Wayne F. (2005). Managing Human Resources: Productivity, Quality of Work Life, Profits. New York: McGraw-Hill. Retrieved on July 4, 2009 from https://ecampus.phoenix.edu/content/eBookLibrary2/content/ereader.aspx?assetmetaid=6dd1de0b-dd7d-4182-b336-8cfad1141f8e&assetdataid=7b5b0cee-4c73-42e9-adfc-31202c3b1672 University of Phoenix. (n.d.). InterClean Scenario. Retrieved on July 4, 2009 from javascript:materialLinks( '40 ',%20 'hrm531r4_Week_1_InterClean_Scenario.doc ',%20 'IC-Materials ',%20 'HRM531R4 ',%20 'ST ',%20 'True ')