MBA530r4Wk3ProblemSolutionInterClean

MBA530r4Wk3ProblemSolutionInterClean - Problem Solution...

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Problem Solution: InterClean, Inc. 1 Running head: PROBLEM SOLUTION: INTERCLEAN, INC. Problem Solution: InterClean, Inc. Nicholas Belcher University of Phoenix
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Problem Solution: InterClean, Inc. 2 Problem Solution: InterClean, Inc. InterClean, Inc. ran into some problems in attaining their goals of becoming an all-inclusive service company. Internal communication problems between the human resources and the employees have put a hold on moving in the right direction. In this paper, the situation will be addressed more thoroughly. A look at all the stakeholder’s perspectives and the ethical dilemmas that are present are described. The real problem that is affecting the End-State vision and the alternative solutions will be revealed. The alternative solutions will be analyzed. The probability of the risks and the mitigation techniques used (if the risks become a reality) are put into perspective. The optimal solution is derived from the analysis, and a new plan is drawn up. The implementation strategy provides the means for InterClean to reach their goals. Situation Analysis Issue and Opportunity Identification Several issues stand in the way of InterClean’s organizational change effort to become a “solution based” company. However, with each issue that comes up, more opportunities will present themselves. The first issue that must be addressed is the need to integrate staffing practices with strategy. The HR department was chosen to lead the change efforts at InterClean. HR will have to transform InterClean’s workforce in order to achieve long range goals. They must establish the optimal size and composition of the sales force. HR will need to determine the cost of training and development. Finally, they will need to develop a staffing audit process, and identify phases of execution. By implementing a strategic audit on InterClean’s human
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Problem Solution: InterClean, Inc. 3 resource department, the company will be better prepared to become an innovator in the industrial services industry. All these changes are necessary for InterClean to become the first company to introduce all-inclusive service. “Prospectors attempt to be the first to market with new products and services. These firms rely on innovation, flexibility, and speed. They exploit new market and product opportunities” (Dreher & Dougherty, 2001 p. 9-10). Another issue facing InterClean’s human resources department is measuring the behavioral impact of the human resources strategy. In a memo sent from David Spencer, President and CEO of InterClean, it was revealed that the HR department would be leading the new staffing review effort to determine any needs for any internal organizational changes. The human resources department must measure the performance of their current employees and the incoming EnviroTech employees. “When these studies are designed to control for competing reasons for a pre/post increase in performance, it is possible to estimate the degree to which the training program accounts for the change in performance” (Dreher & Dougherty, 2001 p. 21).
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MBA530r4Wk3ProblemSolutionInterClean - Problem Solution...

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