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Career Development Summary

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Career Development Plan Part IV-Compensation
HRM/531

Abstract
InterClean-EnviroTech is going to implement a compensation plan beneficial to the five sales team members as well as the organization goals to keep on the new sales team motivated. Part of the compensation plan is to offer the sales team the legal requirement that is Social Security, Medicare, Unemployment compensation, Workers compensation and Family and Medical Leave. The added on option would be to contribute a percentage of before taxes money toward a retirement with InterClean-EnviroTech matching that percentage, listing of health care providers that the sales team can have choose for themselves among other extra non-legal required benefits.

Career Development Plan Part IV-Compensation
InterClean-EnviroTech has hired five new sale persons for the new improved sales department. All the employees have been given a job title and a detail of what are their duties. With the new appraisal system in place and the training that is, going to help them enhance their sales skills the next direction InterClean-EnviroTech is taking is to offer the sales team a compensation plan that is geared towards their individual needs. As president and CEO David Spencer, Vice-President of Human Resources, Janet Durham, Vice-President of Marketing, Tom Jennings, and Chief of Compliance, Sam Waters, and I sit down to look over the proposal of the compensation plan that is to be approved by Human Resources (HR). Second level manager in detail will explain the compensation plan to the sales team with the reason why the pay system that is going to be put into place, describe what reward system motivates the team. So that the team can reach their full ability and describe the plan’s benefits to each one of the sales team along with the company as a whole.
Compensation
The compensation structure is going to…...

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