Human Recources Management

Running head: INTERCLEAN INC-STRATEGIC ALIGNMENT-MBA-530

InterClean Inc-Strategic Alignment-MBA-530

Brian R. Duncan

University of Phoenix

Professor Roland Breanda

February, 2008

InterClean Inc-Strategic Alignment-MBA-530

Introduction

In developing human resources (HR) management approaches to the InterClean Inc. scenario, fundamental principals are necessary for the completion of a unified plan. The creation of business unit interdependence, based on a central company vision that is communicated throughout the organization is considered the primary key to achieving sustained competitive advantage. Rather than viewing the InterClean Inc. transition as a problem, this paper attempts to organize the process as an enterprise opportunity to address real issues necessary for the new products/services campaign. Included in this analysis through the 9 step PBL model, are concepts meant to support informed business decisions that have proven to help real world companies succeed in growing from change proposals, to achieving and maintaining effective HR practices.

Describe the Situation

Restructuring the framework of InterClean Inc. requires an organizational commitment towards accomplishing new objectives. The main focus for management should be to communicate clearly with all departments how important operational effectiveness and strategy is, for making the products services vision work. Each business unit must be aware of the necessity for activities to interrelate, while consistently accomplishing pro-active success cycles to satisfy measurement expectations. Issues such as employee motivation, behavior optimization, egalitarian perceptions, organizational commitment, and job security should be identified and dealt with as a function of the HR department. Due to industry pressures that have a tendency to confuse employee focus, staff self activation and conscious cyclical maintenance must be considered a communicated pre-requisite before accepting tasks.

While the InterClean Inc. scenario establishes a setting that generates goal deadlines for all employees. Management discourse, and staff remarks present potential problems that are better framed as opportunities. Often upper level executives feel obligated to please the owners by accomplishing profitability in the short term, while forgetting essential components for creating sustainable competitive advantage. In the process, the interrelationships required within the company strategic objective is generally compromised.

Though expansion and alignment is the new focus of InterClean Inc., key people involved will directly help the corporate horizons materialize. Main stakeholders such as customers, and all the way to top management need to be involved in re-configuring processes for developing a “virtuous circle.” (Milkovich, et al…Chapter 2, pg 24) Following business unit assessments, optimal and progressive behaviors are expected to enable a “single mindedness” to evolve and sustain.

The management team has very specific duties for equitable transitioning and risk mitigation to occur. All employees should be required to participate in general training and development exercises, which should stimulate healthy “learning organization” perceptions. (Porter, What is Strategy?. Pg 2) Additionally, job security concerns should be extinguished through clear information sessions meant to establish positive connections for the company future. A true structural fit must be well communicated, designed, and understood by all staff to encourage behaviors toward a new enterprise mission.

Frame the Problem

InterClean Inc. has an opportunity to re-create itself as a competitive entity in the industrial/domestic cleaning services industry. Considering the state of the company, many possibilities exist that might secure a place in a market (or not!). Considering currently tested strategy theories and HR practices, would be the most favorable way to develop realistic solutions. With that said, certain traditional systems should be deemed un-productive, while improved training and development practices should follow an agreed upon mission statement giving birth to the new corporation ideology. Although an optimistic reconfiguration might be criticized as an idealistic view of how to build an organization, factual cases support the previous argument (benchmark examples follow later).

Prosperous companies have different ways of generating growth, depending on market position and product/services differentiation. In the case of InterClean Inc., the company hopes to expand through extensive learning and by implementing staff alignment. Having recently acquired Envirotech, InterClean Inc. has a chance to assess needs drawing on the new alliance relationship, and gain from real cleaning service practices in the industry. At the same time, the company has a short timeline for implementation, training obstacles, and compensation issues to address.

Designing integrative solutions that have compliance guidelines will help the company establish a stronger foundation that is ready for un-expected variables. While sales are easy indications of financial gain, the performance and interrelationship of sub-units must also be measured. Appropriate skills, knowledge and abilities must be excepted criteria for evaluating progress, behavior performance should be connected to company objectives (Milkovich, Chapter 9, pg 2).

The question that needs to be asked by InterClean is: How can the organization create an HR directed framework that will encourage institutional intelligence, monitor continuous improvement, and inspire business unit interdependency? A consolidation of techniques from all kinds of successful businesses lead us to believe that pro-active learning organizations, built on fairness, security, and humanism, will succeed in developing a healthy HR system.

End State Goals

An important concept to enable employee achievements to occur is called “line of sight.” (Milkovich, Chapter 9, pg 7) Combined with the right group of tools to accomplish tasks, line of sight is an understanding of necessary knowledge