Career Development Plan Part I—Job Analysis and Selection

The purpose of this job analysis is in response to the current merger facing InterClean Incorporated and its employees. Welcoming this opportunity and supporting changes on this journey is encouraged. This report will explain the job analysis, describe the workforce planning system, identify the selection method, and the chosen employees.
Job Analysis for new Salesperson Positions in InterClean Job Analysis Methods:
The combination of the job performance and interview method could help InterClean design the qualifications and primary functions for the new sales position. The job performance method is well suited for the development of tests and interviews as well as the design of performance appraisals and training. Interviews can be a integral part of the analysis as the company endeavors to use the information to create job description and study job evaluations. The observation method would also be beneficial because direct exposure to jobs can provide a richer, deeper understanding of job requirements than workers’ descriptions of what they do.
Main job duties and specifications:
 Maintain a thorough comprehension of company products, services, and processes. This will help in knowing how to satisfy the customers ' needs and requests.
 Performs routine and regular follow up with potential clients and former clients. Establish and maintain outstanding customer services, which is geared for long lasting relationships with clients.
 Responsible for locating and establishing new leads.
 Convince new leads that InterClean can outperform their current full cleaning services by providing efficient, timely, quality, and expeditious services.
 Obtain a minimum of two new contracts per personnel per year.
Workforce Planning System
A successful workforce planning system helps to anticipate future business and environmental demands on an organization, and to provide qualified people to fulfill that business and satisfy those demands. It consists