In this section of our strategy worksheet we are trying to find which of the two companies, InterClean or EnviroTech, is having the exceptional compensation structure that better supports the new business strategy and goals of the new merged organizations. It is now time to develop a strategy that combines the two workforces together in a fair and equitable manner.
A job analysis is essential at this point; it can be used as a starting point for developing a variety of human performance management and development programs, including employment tests, performance evaluations, and determining training needs. Some job analysis methods can be helpful such as Observation in which a trained observer from InterClean observes a worker from EnviroTech, recording what the worker does, how the work is done, and how long it takes. This method will help build a clear vision about the salesperson performance. Another method that can be done in addition to Observation is Interview, so InterClean managers can interview EnviroTech salespersons in order to widen their vision about their performance in order to decide whether this person will add value to the new merger. During the interview process, job descriptions can be used to focus the questioning on tasks and qualifications that the job requires.
Accurate and concise job descriptions are critical for the new merged personnel management. First, the job description is used to recruit applicants that are qualified and who are capable of performing all of the duties that make up the job. Once an employee has been selected and hired then they should be given a copy of their job description so that they know exactly what they are expected to do. They should also be given a form to sign stating that they have received a copy of th ...