...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...
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...Running head : SELECTION OF SALES MANAGER FOR A FORTUNE 500 COMPANY (TITLE OF THE PAPER ) (AUTHOR’S NAME ) (AFFILIATED INSTITUTION) SELECTION OF SALES MANAGER FOR FORTUNE 500 KEY PLAYERS: Mr. Jake, CPA Changing to sales: As my resume states, I was an accountant but have made a career switch to sales. I think working with people in sales would be more interesting than sitting at a desk all day crunching numbers. I am single and want to devote time to my career in order to be successful. Mr. Lynn, IT Manager: As my resume states, I was a math major and I minored in computer analysis. I am very good with people and I am working on improving my English-speaking skills. I graduated first in my class and I wrote a paper on fiber optics in relation to cell towers that was recently published in a peer-reviewed journal. I am a leading expert in the fiber optics field. Mr. Karen, Sales Representative: As my resume states, I have been in sales for five years. I have been awarded the Sales Representative of the Year at my last company. Currently I am relocating to Atlanta because I will be getting married next month. My credentials are stellar and I graduated at the top of my class in fiber optic engineering. Ms. Jyoti, Manager of Wireless Retail Stores: I began assisting in sales at my last job and did extremely...
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...Paper: Sales Management Practice Timothy M. Smith Marketing 4030: Sales Management Purpose This term paper exercise is designed to have you study the specific sales practices of a company of your choice. You are to study a company directly, that is, by personally interviewing one or more key executives (for example, the regional sales manager). This will be a group project. You will select a company for your study according to several criteria: 1. Personal interest : your group finds the company intriguing 2. Convenience: a family member, friend, or a member of your group can provide access. 3. Availability of supplementary library material: Is the company one that the business press writes about? Whatever your reason, the selection of your company is up to your group. Important Concepts The following is a format for constructing and presenting your term paper on Sales Management Practice. Please remember that your own creativity and style are critical in any report. C ompany and Industry Background: Describes the context in which the sales function operates. Includes a brief company history, a description of company objectives, management philosophy, strategy, etc. You must do a library search on the industry and compan y and present an original strategy overview relevant to the sales position (in other words, identify key marketing strategies and the role of personal selling within them). Description of the Sales Manager's...
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...Executive Summary To maintain the Six Sigma status it is recommended that Riordan Manufacturing, Inc. overhaul and upgrade their IT infrastructure. The Riordan information system is fragmented and redundant; which created inefficient policies. It is necessary to align the staff with technology that will ensure a more efficient and accurate job role. It is recommended to integrate all of the locations by purchasing and ERP and CRM system and ensure security of all data transferred. The most crucial change is to verify that all the new hardware being used is compatible with the inventory database. Riordan Manufacturing, Inc. Information Systems Analysis Riordan Manufacturing, Inc. is an industry leader in the manufacturing of polymer plastics. The company began as a research and development (R&D) company, which created innovative patents, but later expanded to plastic beverage containers and fan production. The information systems vary in each plant; which are antiquated and decentralized. Most information is manually recorded and transferred, allowing for input errors and indefinite data. The variety of legacy systems is labor intensive and unsecure; which affects the company revenue and stability. Operations Riordan Manufacturing completes numerous processes through operations. The procedures include the procurement of raw materials, tracking products while manufacturing, shipping and accounting of the finished product. Raw Material Receiving Process ...
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...{PROBLEM NAME: TYPE THE NAME OF THE PROBLEM HERE IN ALL CAPS, DOUBLE SPACE, 2 INCHES FROM THE TOP MARGIN} {4 spaces after the previous text} A Thesis {Proposal} Presented to the Faculty of Informatics International College Cainta, Rizal {4 spaces after the previous text} In Partial Fulfillment of the Requirements for the Course{s} {Bachelor of Science in Computer Science and Diploma in Computer Studies Major in Computer Science} {4 spaces after the previous text} {Martin E. Chua, BSCS Jose H. Mercado, BSCS and Myrna O. Perez, ADCS Major in CS} {1 inch from the bottom margin} {March 11, 2007} THESIS APPROVAL SHEET {2 spaces after previous text} This Thesis entitled {2 spaces after previous text} {NAME OF THESIS} {2 spaces after previous text} By {2 spaces after previous text} {Martin E. Chua, BSCS Jose H. Mercado, BSCS and Myrna O. Perez, ADCS Major in CS} {2 spaces after previous text} After having been recommended and approved is hereby accepted by Informatics International College, {Campus Location} Recommended: _________________________ {Name} Thesis Adviser Approved by the Panel: | | | | | | | ...
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...will no longer sell only cleaning products, but will also provide full-service cleaning solutions for organizations in the health care industry. As a midlevel sales manager, part of my jobs and responsibilities are to select new members for my sales team and create a development plan to help my team succeed with the company’s new strategy. In other to accomplish these objectives, certain things have to be in their right places. For example, a job analysis has to be conducted, an outline of a workforce planning system has to instituted, and new competent team members have to be selected. A job analysis is a description of work to be done, the skills needed, and the training and experience required for various jobs (Cascio, p. 157). A job description can be referred to as an overall written summary of task requirements, while overall written summary of worker requirements is called job specification. The result of the process of job analysis is a job description and a job specification (Cascio, p.158). In order to effectively conduct a job analysis, I need to identify the analysis method (s) that is appropriate, so as to achieve and attain the Interclean’s short and long term goals. These analysis methods are: Job Performance, Observation, Interviews, Critical Incidents, and Structured Questionnaires. Sound HR management practice dictates that thorough job analysis always is done, for they provide a deeper understanding of the behavioral requirements of jobs. This in turn, creates...
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...Case: How to Motivate Fred Maiorino Introduction Fred Maiorino had been a successful sales manager for Schering-Plough Corporation for thirty-one years before Jim Reed was named general sales manager over the South Jersey sales district that included Fred’s sales territory. Afterwards, Reed implemented several changes to try to boost sales including a new performance appraisal system and a hands-on coaching style to motivate his sales staff. The problem arose with Reed’s inability to motivate Fred (Buller & Schuler, 2003). Major Issues The major issue is this case is Reed’s inability to motivate Fred, which inevitably led to the dismal of a long-time loyal employee. The major issues associated with this motivation problem include Reed’s unsuccessful leadership attempt, the de-motivating factors of the appraisal system, and the violation of the psychological contract. Reed’s Unsuccessful Leadership Attempt One major issue is Reed’s unsuccessful attempt at leading Fred. One could describes Reed’s leadership style as a directive leadership behavior of the path-goal theory that one typically uses with a new employee or a transactional leadership style that is used by many sales persons according to Dubinsky, Yammarino, Jolson, and Spanger (2001). “Sales managers generally employ transactional leadership behavior which can “induce adequate attitudinal and behavioral responses in employees, transformational leadership has found to engender even higher results”...
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...ILE 335 Engineering Ethics Alexandra Velichko 20121545 2013-2014 Business Ethics in the News LLOYDS BANKING GROUP: The Pitfalls of Performance-Based Pay Case Study Wednesday, Lloyds Banking Group was fined £28 million ($46 million) by the U.K. Financial Conduct Authority for “serious failings” in the bonus and pay structure for its sales staff. The incentive structure, which ranged from substantial pay increases (and cuts), cash bonuses, and even bottles of wine, resulted in widespread instances of sales representatives pushing products that customers did not necessarily want or need. The FCA said that the incentive structure was so extreme, at times increasing or cutting a sales representative’s pay by 50%, that sales staff were likely driven to sell ill-suited products to customers. The FCA also expressed concern over a conflict of interest, as sales managers, whose compensation was tied to the performance of the sales staff, were in charge of administering the incentive structure. When do performance-based pay structures result in improper practices? How could Lloyds adjust its incentive structure to alleviate these concerns? Case Study Solution Lloyds Banking Group is in such status of capacity that enabled them to cripple to their customers by pushing products that customers did not necessarily want or need. This is an example of unethical or socially irresponsible behavior. There is a sort of negative impact within the firm, when unethical environment may...
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...Appendix: Development of a Sales Commission Plan A series of steps are required to establish the foundation on which a sales commission plan can be built. These steps are as follows : A. Determine Specific Sales Objectives of Position to Be included in Plan For a sales commission plan to succeed, it must be designed to encourage the attainment of the business objectives of the component division. Before deciding on the specific measures of performances to be used in the plan, the component should review and define its major objectives. Typical objectives might be : * Increase sales volume * Do an effective balanced selling job in a variety of product lines * Improve market share * Reduce selling expense to sales ratios * Develop new accounts or territories * Introduce new products. Although it is probably neither desirable nor necessary to include all such objectives as specific measures of performance in the plan. They should be kept in mind at least to the extent that the performance measures chosen for the plan are compatible with an do not work against the overall accomplishment of the component’s business objectives. B. J Also, the relative current importance or ranking of these objectives will provide guidance in selecting the number and type of performance measures to be included in the plan. A plan that is difficult to understand will lose a great deal of its motivation force, as well as be costly to administer properly. For those...
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...Department of Defense, and beverage makers and bottlers. Executive Summary Riordan has three plants based in Albany, Georgia, Pontiac, Michigan, a joint venture in Hangzhou, China, and a corporate headquarters in San Jose, California. Because each location has its own separate finance and accounting system, Team C finds that it will be feasible and cost-effective to find ways to combine the systems with a seamless compatibility by addressing the accounting department first. The other three areas of Riordan that are integral in sustainability and growth of the company are in need of attention as well. The departments that Team C proposes to improve with the implementation of sufficient systems or subsystems are Human Resources, Legal, and Sales and Marketing. The HR department has information that is either not being stored properly, stored in unknown databases, housed in file cabinets or cannot be located. A newly proposed system will tie all information together in all locations and provide a secure central repository. The legal department is governed by...
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...An Atlanta based Fortune 500 Company has recently hired you as a Human Resource Manager. You are in charge of hiring new sales consultants for the fiber optics division of this organization. Due to the competitive marketplace, sales and revenues are at an all-time low. During your interview, you stated that you could serve as a valuable asset to this company. You noted your long-standing history of selecting the best candidates for sales positions and stated that you could bring the sales division back to its place as the leading resource of your organization. You want to perform well at this job because you have been unemployed for 12 months and need to pay off your consolidated debt in order to avoid bankruptcy. Your Role Your job is to hire a sales manager to sell your latest fiber optics to leading wireless manufacturers of five key companies. This job requires that the sales representative be articulate, sophisticated, and knowledgeable about fiber optics. The job requires travel Monday through Friday in order for the sales representative to work with those in the prospective company. This job also includes spending leisure time after 5:00 P.M. with prospective clients. Your Assignment Required: Read the case summary and accompanying character descriptions, then answer the following question: •Who would you hire for this position and why? Please state and explain your decision in a one-page summary. Make sure to include a title page. In your summary...
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...company, Wu had signed the region’s largest client and promoted AccountBack’s products and services among the Chinese business community in Plano. Despite these achievements, Wu’s review ended uncomfortably. Though they’d worked together for a year, Peterson struggled to bridge the distance between Wu and herself. Over lunch, Peterson praised Wu’s efforts to broaden his professional skill set by attending weekend sales seminars and networking with colleagues to better understand the business. These efforts, she noted, surely contributed to his success in retaining his large, but only, client. Peterson then reminded Wu of her concerns. “Fred, I’d like to remind you that your primary focus should be on new business. It seems as if you are spending too much time managing your one client, and that’s not your job.” Peterson continued, “As I’ve mentioned before, I’d like to be kept abreast of your development efforts, so I know when and if you need help from me, or someone else in the company. I expect you to summarize your efforts every few days on our online sales tool, like everyone else on the team. If you spent more time in the office, I’d have a better sense of your business. Plus, I’m confident you’d glean some helpful selling techniques from your colleagues.” Finally, Peterson questioned the value of the expensive add-on services Wu had sold to his client so early in the relationship. Wu assured...
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...opportunity. Summary of the position are to include and limited to managing sales of the company’s products and services in the general area. You have to ensure consistent, profitable growth in sales revenues through positive planning, deployment and management of sales personnel. You have to possess and identify objectives, strategies and action plans to improve short- and long-term sales and earnings. The following are the duties you will have to perform to the best to your ability. Sales Manager Job Duties: * •Determine annual unit and gross-profit plans by implement marketing strategies; analyzing trends and results. * •Establish sales objectives by forecasting and developing annual sales quotas for regions and territories; projecting expected sales volume and profit for existing and new products. * •Implement national sales programs by developing field sales action plans. * •Maintain sales volume, product mix, and selling price by keeping current with supply and demand, changing trends, economic indicators, and competitors. * •Establish and adjust selling prices by monitoring costs, competition, and supply and demand. * •Complete national sales operational requirements by scheduling and assigning employees; following up on work results. * •Maintain national sales staff by recruiting, selecting, orienting, and training e employees. * •Maintain national sales staff job results by counseling and disciplining employees; planning...
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...of the California Alcoholic Beverage Control and in danger of being out of business for 45 days. In order to come to a solution for Mr. Patton, we must first discuss the specifics of the fraud and what can be done in the future to prevent such an incident. Given the myriad definitions of fraud in accounting and legal literature, this act qualifies as such because it was intentional, mislead the company’s shareholders about a material fact, and caused financial damage to the company. The specific fraud schemes employed were an expense reimbursement scheme by submitting fictitious expenses, inventory larceny in the form of fictitious sales by claiming $100 more in sales than was collectible, and inventory misuse by misusing a neon display sign. Further, the three components of the fraud triangle were present. First, the system set up for sales and expense reporting created the opportunity for the fraud to be committed. Both George and Carter faced relaxed expense policies with no controls put in place to verify their claims. Second, the three could rationalize the act. Carter states in his letter to Vince Patton that he felt he was trying to achieve the “scenarios” that Vince and Elizabeth envisioned, therefore carrying out the company’s wishes. While George’s views are not known, one can imagine he felt...
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...Human Resource Management Final Project HR Manuel-HBM Pharmaceuticals Lahore Submitted To: Mr. Haroon Shabbir Submitted By: Muhammad Kashif 063832-045 Submission Date: 25-8-07 University of management and technology table of Contents: 1. Company overview 5 2. Job Analysis: 7 2.1. Job Description of SPO: 7 2.2. Proposed Job Description of SPO: 8 2.3. Job Description of Store keeper: 9 2.4. Job Description of Accountants Manager: 10 2.5. Proposed Job Description of Accounts Manager: 11 2.6. Job Description of Director Sales & Finance: 12 2.7. Job Description of CEO 13 3. Recruitment and Selection Policy: 16 3.1 Recruiting phase: 16 3.1.1. Employee referrals/recommendations: 16 3.1.2. External searches: 16 3.2. Selection phase: 17 3.2.1. Initial screening: 17 3.2.2. Completed application: 17 3.2.3. Employment test: 18 3.2.4. Comprehensive interview: 18 3.2.5. Unconditional Job offers: 18 4. Socialization and Orientation Plan: 18 4.1. Socialization Process: 19 4.2. New-employee Orientation Process: 19 4.2.1. The CEO’s Role in Orientation: 19 4.2.2 HRM’s Role in Orientation: 20 5. Training and Development Plan: 20 5.1. Employee Training: 20 5.1.1. New employees: 20 5.1.2. Existing employees: 20 5.2. Determining training needs: 21 5.2.1. SPO: 21 ...
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