Career Development Plan Part Two Essay

1459 words - 6 pages

Career Development Plan Part Two
Development of A Training and Mentoring Program
University of Phoenix
HRM/531
Patrick J. Stluka
Week Three

Development of A Training and Mentoring Program
The new West Coast Sales Division is comprised of individuals who will excel in all aspects of InterClean’s business. We have strong sellers, relationship builders and demonstration organizers; everyone will be trained or retrained in these areas of expertise as well as customer relations to insurance a balanced team.
The new training and mentoring needs for our team, are basic customer service needs the art of the sell and complete follow-up. With the power shift of the customer, our customer ...view middle of the document...

288). As with any company or team there are some members who are stronger in some areas then others. The stronger team-mates may be called upon to mentor other members and help in their growth process. The West Coast sells division needs to operate as one entity, the company culture will change and we must all bend with our new intertwined company.
Each member was chosen because they are experts in some of the methods previously discussed. The performance standards have not changed all members are expected to demonstrate an excellence that reflects brilliantly on InterClean. With training it is also expected that any weak areas be honed in and corrected to the best of the team member’s ability.
Jim Martin, Vice President of Sales, prides himself on meeting and exceeding his sales plan each year and is not afraid to try new ideas to achieve sales. He has a reputation for taking extra steps to care for the customer. Jim may give advice in regards to creating a sales plan to works for each individual team member.
Tom Gonzalez, Sales Manager, has proven his ability to lead a team and for his expertise in developing solutions-based products for the customer. Tom understands the art of establishing long-term relationships and he enjoys being the point person for customers with problems. Tom would be an excellent choice for discussing the development of solutions-based products.
Susan Burnt, Sales Representative, Susan is “aggressive in closing the sale and she understands the importance of providing excellent “after the sale” service” (University of Phoenix, nd, Para. 6). Susan may help those who are not experts in the follow- up procedure, whole working on her ability to demonstrate what our products can do.
Eric Borden, Sales Representative, has served as team leader on several special projects and had a solid reputation for excellent customer service. His interest and knowledge of the latest industrial cleaning and sanitation industry developments and the regulations and compliance issues that affect the industry should be shared with the team.
Ving Hsu, Sales Representative, “Ving enjoys working with customers and performs training seminars on a regular basis in order to help train the employees of his customers. Customers know that if there is a problem they cannot handle, they can contact Ving. He knows how to obtain appropriate answers through his personal network of industry professionals” (University of Phoenix, nd, Para. 9). Ving will be an excellent asset in teaching his follow members how to perform training seminars.
Dennis White, Sales Representative, likes to hunt for new customers, convince the customer to try the product and close the deal. He is a strong sales associate and a good example of a candidate for a customer service mentor, Tom Gonzalez or Susan Burnt could offer guidance regarding cultivating long-term customer relationships.
Along with the alternative training methods mentioned above, where team members...

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