Job Analysis | | | Job analysis performed with designed workforce planning and selection of key team members to the Sales department. | | Desiree Cooper | 10/11/2010 | |

Job Analysis

October 11, 2010

After reviewing the company’s new strategic plans for the direction of success a complete job analysis has been done for the Sales department. As part of our continuing efforts to be the most dynamic sales force in the industry we have collected data based on job performance and observation to determine what we need to do going forward in our process. Job performance and observations were the main data sources for this particular portion of the analysis.

To better understand what needed to be done I underwent a job performance study to determine what it is that our sales department daily tasks are and how it is evaluated. Part of this study included performing the job hands on and getting a feel of the overall sales process. This includes generating leads or new business, consultations, and securing or closing the transaction while building long lasting relationships and gaining possible referrals. This is no easy tasks and I can see where our team and new hires will need development training and maybe quarterly performance evaluations. These will be key to our sales team progress and success as well as beneficial to the company’s overall objective and service initiatives. Training and development are key to the ongoing efforts of this process. While job performance was key to understanding there was another benefit in observation.

Observation allowed me to see sales team members in full swing in their daily routine. To see it in action with top performers was equally important as the job performance study. The observation process made it easier to comprehend how to put the daily tasks in play and the best practices to use to ensure