InterClean, Inc. is a major player in the $8 billion dollar institutional and industrial cleaning and sanitation industry. The industry has seen recent changes in the requirements of consumers to meet there needs based on regulatory criteria. InterClean's future profitability depends on addressing these changing needs. David Spencer, CEO of InterClean has announced a new company strategy to develop full-service solutions packages for their customers. This new strategy will require the reorganization and retraining of the sales staff. This paper will discuss issues and opportunities affecting InterClean, Inc. and their stakeholders. Several alternative solutions to outsourcing will be evaluated based on generic benchmarking and an optimal solution presented.
Situation AnalysisIssue and Opportunity IdentificationInterClean is transforming from a product based selling environment to a consumer solution based technique. This change is designed to fulfill a need in their market and gain a competitive advantage in the industry (University of Phoenix, n.d.).
There are many changes that the organization will experience as a result of this new direction. The Human Resource Department will play a major role in facilitating these changes from staffing, training and development, employee and department evaluations, payroll plans, and employee motivation (University of Phoenix). For the organizations transition to be a success, the Human Resource Management (HRM) must be a sustained competitive advantage for the company. Dave Ulrich and Dale Lake argue that for contemporary businesses to gain a competitive advantage they must supplement their traditional business plans with organizational ability - the ability to manage people to gain competitive advantage (Dreher & Dougherty, 2001, chap. 1). HRM practices influence an organizations "human capital" and the job related behaviors of the company's talent pool (Dreher & Dougherty, chap. 8).
InterClean conducted a skills inventory to help prepare for the launch of the companies...