Job_Analysis_and_Selection_Memorandum

Memorandum TO: Human Resources FROM: Lisa Berens SUBJECT: Job Analyst and Selection The sales staff for the new proposed solutions/service model will be slightly different from that of InterClean. The team’s new role will be to support InterCleans high quality products with high quality service. A new function will be to develop a full range of service packages for the different contracts. Training will be offered to help the team engage with facility managers, health care professionals, and operational executives. The job analysis information process is important in hiring the new sales staff. The key analysis functions the management team will be looking at are organizational structure and design, selection, placement, performance management, and job design. The organizational structure and design will be used to clarify job requirements and responsibilities. The selection process will be asking test questions to the applicants and letting them know the expectations of the job. Placement will be used to make sure the applicants fit the needs of the new sales positions. The performance management tool will be helpful as this tells how the applicants perform at their current positions. If an employee is inefficient in his or her current job this could pose a problem in the new position. The job design will be addressed, this will help show how the applicant performs tasks currently. If the applicant can make improvements and change the way the job is completed this will benefit him or her as that shows adaptability. The methods that will fit best for hiring for the new sales positions are job performance and interviews. With job performance, we can go with the current sales staff that is applying for the positions for the day to visit and observe how they work with the clients. This way we can see the employee’s work ethics; there are also job performance reviews given to all employees who we will be able to review prior to making the selections for the positions. As for the interviews we can ask questions pertaining to the upcoming changes in the company and how the applicants think about the changes. This will also give us an idea of the drive and hunger the sales applicant has to succeed in the company. The main duties of the new sales department will be as follows: 1. The sales reps will be required to go to existing and new clients to sell new and existing products. The sales staff will be required to sell the new and existing products to both new and existing customers. This is how he or she will receive commissions and bonuses depending on their sales. 2. The sales reps will be required to learn the new product lines and to be fully trained on all new products. The sales staff will be required to take training classes to learn about the new and existing product. Training in sales seminars and other areas maybe required as needed. 3. The sales reps will be required to communicate with their clients regarding sales orders and any outstanding receivables. Client communication means the sales staff must be in contact with their clients to make sure he or she are happy with his or her products and also to take care of issues regarding past due accounts, credits, and refunds at the clients request. 4. The sales reps will be required to do training with the clients on new and existing product lines. The sales staff will be responsible for training and educating the current and new clients on the products we offer. The workforce planning system that will be used to ensure that we are on the right track to hiring the right people for the jobs needed. The plan will be to issue an analysis with the needs of the business both internally and externally and if there are any implications for the team. Next, we will be looking at the forecasting requirements to determine the amount of new staff will be required for the new sales staff. We will determine if the resources we have with InterClean and EnviroTech will be the right fit for the new positions. The last step in the workforce planning will be the action plans; this will be the recruiting, promotions and transfers as well as training and development and compensation and benefit programs for the new sales staff. A listing of 10 candidates for the new sales team has been given to the management team to review. The new sales department will consist of an executive manager, sales manager, and four outsides sales representatives. The management team has recommended that an executive manager and sales manager be part of the team, this is because the changes in the product line and the changes in the company. Having the managers in place will help to ensure the sales reps are doing their jobs and are continually trained in the new areas of the business. The sales reps will each have a territory they will be responsible for as the company grows to the global realm more sales reps will be added in those regions. The management team has reviewed the selection plan. The management team was given a list of the employees from both companies of those interested in the new sales positions. In the case with the employees who are interested because there is a mix from both companies all employees would need to be trained the new and old product line depending on which company they are coming from. A review of the employee’s resumes will be done along with all the reviews that have been done by his or her prior management. Once the employees are selected they will be given a package that outlines the training, promotion and development as well as the new compensation packages. The employees will be given a chance to review and either accept or deny the offer given to him or her. The executive manager and sales manager will both be paid salary with a year-end bonus depending on the level of sales for the company. The sales reps will be paid a base salary and will be on a quarterly bonus program depending on sales per quarter. Training will be provided at the company headquarters sight. Promotions will depend on the level of skills of the employee. Once the company goes global and expands promotions and placement will be in place. Currently we are staffing for only the needs the company has for the new product line. Once the product line gets on its feet the staff will be increased. The goals of the team will be to introduce to our current clients the new product line as well as go out and seek new clients to come sign with the company. The company has set sales levels for each group, our goal, as a new department is to exceed the goals of the company. We want to prove the new product line is successful by meeting and exceeding the sales quota for each quarter. We want to have a well diverse team that can help each other out if there are any problems or issues that arise. The staffing selection method that would be most appropriate for the team is the personality measures, this method can help determine the type of personality of each applicant to see if he or she fit the needs of the company. In sales personality of the staff is very important if the staff is not personable, they will not be very good at sales. The five candidates I have selected to work on the new sales staff are Jim Martin, he will be the executive sales manager, Tom Gonzalez will be the sales manager, Susan Burnt, Eric Borden, Ving Hsu and Terry Garcia will be the outside sales representatives. I believe these five employees are well rounded and will work well as a team. They have the key skills we were looking for the new sales group.