Problem Solution Interclean, Inc.

Problem Solution: InterClean, Inc.

InterClean, Inc. is a company with a new vision of creating an expanded, global market in the cleaning and sanitation industry, providing the complete solution to its customers. InterClean recognizes the importance of being an industry leader, and to help accomplish its goal, they have acquired EnviroTech, Inc. With this considerable change in business function, executives and managers are faced with the task to develop strategies to implement change within the organization. One of the most important departments that effect the alignment of organizational structure with change is the Human Resource (HR) Department. Through the development of a comprehensive human resource staffing strategy, HR will need to assess current skills from InterClean, Inc. and EnviroTech, Inc. employees in order to determine the best organizational fit. This analysis will use a problem-solving approach for HR to implement and develop a comprehensive staffing strategy to meet organizational effectiveness and make InterClean, Inc. a continued market leader through a solution-based selling strategy.

Situation Analysis

Issue and Opportunity Identification

InterClean is facing a new challenge as they enter a new strategy and new market. They have always been able to fill gaps and sell products in certain areas, but as they move towards a full solution provider, they will encounter an internal training and development need to provide employees the skills and knowledge they need to support the new vision. The acquisition of EnviroTech, Inc. will help ease some of these needs, but with the plans for expansion and target markets, training and workforce enhancement will become necessary. InterClean, Inc. has begun the process of starting a skills inventory of current sales force.

Sound strategies and effective communication strategies involving the people involved is a key to success. Communication across all levels of staff is essential to instilling and maintaining employees' strong sense of organizational teamwork, pride, and commitment that will contribute to its ability to provide affordable products for its customers, job security for its employees, and profitability to its investors (Brostek & Cruise, 2000). InterClean needs to make sure its people are accounted for with systems in place for continuous improvement. InterClean is at time in the organization when it is most critical to retain the top performers and prevent high amounts of employee turnover. The leaders in the organization must evaluate the job skills required and analyze the costs associated with turnover to the potential benefits of a new workforce (Dreher & Dougherty, 2001). InterClean will face many challenges during the merger regarding aligning the organization with strategy, HRM strategies, recruiting and selection, and training and development.

As InterClean, Inc. enters the global market, the Human Resources Department will play an integral role in the company's success by updating policies to accommodate the new culture. The Human Resource Department will need to realign the company's structure and policies to accommodate, reflect, and uphold the organizational strategy of the newly merged company. Human Resource will need to implement HRM practices, directly linked to strategy. These can add value to the newly joined organizations and provide them competitive advantage. Learning and Development must analyze solutions to training issues and opportunities that exist, which is especially critical for the Sales team who seems to have been impacted most significantly with the acquisition. There is also a need to provide cultural training as well as change management training to at least members of management.

Stakeholder Perspectives/Ethical Dilemmas

A number of stakeholders are involved in this scenario, and although all seem to have valid perspectives, their viewpoints do not necessarily conform, which leads to significant ethical dilemmas. The stakeholders in this situation, customers, the Board of Directors and the leadership team, employees, and shareholders, Human Resources, and operations all have competing and shared interest, rights, and values that need to be considered. The customers have a right to receive high quality product and service in a timely fashion. To remain profitable, InterClean, Inc. must satisfy customer demand by offering a broader selection of full-service solutions. The Board of Director's have a right to an adequate return on their investment and the organization has an obligation to the shareholders to remain profitable. The newly joined organizations want to achieve global expansion by implementing the appropriate strategy that will improve its market position and profitability.

Conflicts occur when management implements projects that are not in line with the current business strategy. The leadership team, tasked with implementing new strategies, wants to ensure the decisions they make are appropriate for organizational success. Ethical dilemmas occur when management has a strong vision for the company but does not consider the needs and rights of its employees'. As the company expands, there is a potential cultural barrier the will exist in conducting business in other countries, and with employee laws and regulations of those countries. The employees have a right to be fairly treated for their job performance to date, and they are concerned with job security because of the changing requirements and skills needed to support the organizational vision. Employees also have a right to know that they are adequately meeting company expectations. The strategic plan can now be aligned with business goals, human capital policies and principles, and operational goals to achieve the end-state vision.

Problem Statement

InterClean, Inc. will achieve market penetration and gain competitive advantage by developing human capital by using a project approach to optimize an HRM strategy that is succinct with long-term strategic goals to meet the needs of the customer and organization.

End-State Vision

The ideal future end-state for InterClean, Inc. is to provide its global clients with high quality, full-service industrial and sanitation solution packages that satisfy consumer demand. The desired end-state goal is for InterClean, Inc. to implement a comprehensive human resources management strategy to ensure long-term profitability in the industry, while building human capital resources to support the growth initiative.

Strategic implementation and alignment of business objectives is critical for the success of an organization. A recent study