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The merger of Inter-Clean and Envirotech has given a start to a new strategic direction of the company’s performance. The company will start new services in the industrial cleaning industry: selling of solutions and services, along with the products.
In order to implement this new strategy the company needs to form a new team of professionals. This goal requires to hold a job analysis, create a workforce planning system and select the appropriate employees that best fit the criteria for the team.
It is necessary for the company to create a new sales team, and make development plan for its successful work towards the company’s new strategy.

Job analysis and selection is a system of recruiting of qualified staff which aims to meet the needs of organizations in the necessary number of specialists in a specific time framework . In general, human resource planning are organization’s activities aimed to ensure proportional and dynamic development of staff, the calculation of its vocational – qualifications framework, the definition of general and additional requirements for control over its work.
The first task of job analysis and selection is to determine the specific needs for skilled employees of company according to its existing goals and plans for the performance, so that to determine the number of necessary workers or specific qualification.
The process of job analysis and selection should be well planned, so it is necessary that the manager should provide answers to the following questions:
– How many employees the company need to select?
– How to attract the necessary number of employees?
– What level of skills of employees is required for the company?
– How to use employees in accordance with their abilities ?
– How to deliberately enhance the skills and knowledge of employees to adapt them to changing requirements (Planning of human resource development)?
– What costs will require the job analysis and selection actions?
According to these questions, HR department starts the process of staff planning that includes:
– Forecasting of future needs of the organization in employees (by selected categories);
– Study of the labor market (the market of skilled labor);
– Analysis of demand in employees;
– Development of programs and activities of staff training and educating.
In carrying out the workforce planning system the organization has the following objectives:
– To obtain and retain people of the right quality and right quantity;
– To determine the best way to use the potential of its staff;
– Be able to anticipate problems arising from the possible excess or staff shortages.
For convenience, we may assume that such planning process includes three stages:
1. Assessment of available resources.
2. The calculation of future needs in employees.
3. To make a program to meet these needs.
First, a manager needs to know how many people are employed in the department (in our case in the sales department) and how much are needed for a specific purpose. The second step is to analyze the number of employees for the sales department that are needed to implement the objectives of the InterClean company after the merger. The program of employees analysis and selection should already include specific detailed actions designed to attract, select, hire, train and promote employees required to implement the goals of the organization – to succeed with the company’s new strategy.
The demand for new employees who will implement the strategy of the company, tends to raise their autonomy and responsibility for their work, active participation in management decision-making, direct interest in the outcome of labor.
In this regard, a new meaning and content have such criteria of employees assessment as education, professionalism, personal culture and ethics. People are considered as the most valuable resource of the organization, and determine its successful performance.