Many companies are increasingly incorporating career development plans into their strategic plans (Greenhaus et al 276). The recruitment of the new staff for Interclean Ltd was just the first step towards developing a fully-fledged department and a vibrant company that is capable of delivering results. After the six-month training is over, the sales department members will be absorbed fully into the system of the company. They will form part of a large team that have built career out of the company. With the merger, the company is a lot bigger and one of the challenging tasks that the human resources department has to grapple with is the career management plan for the new employees. The HR is not the only department that will deal with the management of the employees’ careers. Other management teams will be fully involved playing their roles in the development of the new staff for the long-term benefit of the company. The plan will involve the setting and reviewing of the performance of the new staff while assisting them improve on their weak areas through continuous appraisal based on the feedback that they give. The plan will involve the submission of feedback to the employee, enhancement of the performance of the staff, provision and availability of advancement opportunities as well as educational opportunities and the scheduling of the working periods. It is important to not that the plan will, be geared towards preventing a big turnover rate for the sales staff of Interclean company. Feedbacks The necessity of employer feedback in any organization cannot be overstated (Schuman 76).This will be feedback that the Interclean management will give to the employee concerning their performance in the company. For effectiveness and goal achievement to be realized, it is not advisable to have a timetable for dissemination of these feedbacks. Daily attention will be needed from the management team in order to ensure closer observation from the managers. The observation will help employees to know which areas that the employees need to polish up so that they can hit their targets easily. In giving feedback, it’s important, for manager to give credit where it’s due. It’s a major morale boost for them. Additionally, the feedback should be accompanied by a candid explanation of why the manager feels the employee is underperforming and the tips how she /he should improve the performance. It’s important for the management if interclean to make a list of all employees and evaluate them according to their job descriptions. The best opportunity that the management is going to give to the employees after feedback is the chance to make an improvement. Performance Feedback that will be given to employees of Interclean is meant to help them improve performance in their specific sales jobs. The management has a crucial role to play in the realization of good performance. The sales leadership of Interclean will address five issues that will enable the sales staff to perform. The leadership will define the clear meaning of performance generally and for Interclean Ltd employees. This will help the sales staff know their expectations and work towards them. Secondly, regular feedback between