Sales Training AIU Online MGMT 438 Unit 2 IP September 8, 2013 Abstract An email to Jorge Muňoz, Director of Sales at XTZ Company; the email discusses the training objectives for sales representatives during the month of October. In addition, the email discusses the trainee’s knowledge about sales. To: Jorge Muňoz (jmuňoz@fifitybelow.com) From: Charlotte Taylor (ctaylor1234@applecity.com) RE: Sales Representative Training Every individual will depend on some one-on-one time with his
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RECRUITMENT AND SELECTION The AB Bank recruitment process is a strict and rigid multi-step process based upon certain core principles used by the bank and its Human Resource (HR) division. When recruiting among the number of factors taken into consideration, Core Competence is given the highest amount of weight. Core Competence is the basic knowledge of the job and potential to maximize that knowledge. Other factors taken into consideration are adaptability, learning potential, ethics and integrity
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TRAINING TRAINING NEEDS ANALYSIS PLANNING THE TRAINING DEVELOPMENT AND DELIVERY EVALUATION OF TRAINING Definition Training is the use of systematic and planned instruction activities to promote learning. Training has a complementary role to play in accelerating learning. ‘It should be reserved for situations that justify a more directed, expert-led approach rather than viewing it as a comprehensive and all-pervasive people development solution’. (Reynolds
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companies should follow this 3C guideline which is consumer, challenge and change. Also, company should match consumer’s customize demand so that the company can accelerate adapt the development of marketing’s changing. Under the new external environment, e-commerce companies need to adjust their development strategies, restructuring their business processes and organizations, also need to use modern information technology, enterprise information management. In this context, electricity providers
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Human Resource Managers. These include recruiting and selection, training and development, compensation and benefits, labor relations and global HR. This report will provide a summary of each function, the role of the Human Resources Manager plays, and the laws that affect each function. Recruiting and Selection One of the most important functions of the Human Resources department is the recruitment and selection process. The process, good or bad, has a direct affect on the business. The Human
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1. Introduction This seminar paper deals with the Learning and Development Strategy of Dashen bank vis-à-vis the best practices and best fits recommended by scholars in the field. Our assessment covers the literature review analysis on the best practices and best fits as provided by the tool kits. We have also reviewed the Dashen bank’s business as well as Human Resources Management Strategies, HR Training Policies and Procedures and the Bank’s Profiles. The paper presents the literature review
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the five step talent strategy of First Bank Nigeria (FBN) PLC, the effectiveness of the sourcing and talent management strategies, and recommendations that will potentially increase the outcome of the process. 2.0 Talent Management Wellins et al., 2009 define talent management as a critical process that ensures organisations have the quantity and quality of people in place to meet their current and future business priorities. Therefore talent management strategies focus on five primary areas: attracting
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manufacturer are no longer useful; it is not flexible, scalable or robust enough for our company in which it needs to go forward. Today our employees are doing many functions of their jobs out of the system and it has become a manual and cumbersome process. Relying on the human knowledge makes the functions our end users every expensive to train and maintain, along with increasing the transition costs having a very specialized workforce. Being a
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needs. The HR Planning Process HRM Planing Process Factors considered when forecasting future HR requirements. * Demand for the organization’s good/services * Plans goals and objectives * Method of productions * Retirement, transfers, resignations * Death * Retrenchments (2)Recruitment This is the initial attraction and screening of the supply of prospective Human Resources available to fill a given position/s. In other words, it is the process of involving the attraction
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information concerning jobs : tasks / duties / responsibility You do this job analysis with : questionnaires, interviews, direct observation, and logs or diaries. The uses of job analysis : legal, recruiting, selection, performance, compensation, training, career dvpt. B. Job description ! document that identifies and defines a job in terms of its tasks, duties, responsibilities, working conditions, specifications. - Identification information : non-discrimination / up-dated / agreed - Job summary - Job
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