Please comment. (graded) a) How can sales managers use the recruiting process to ensure that the salespeople that are hired are good team players? b) What kinds of questions can be asked in the interview to test if a candidate has strong teamwork skills and experience? c) What are some of the problems associated with poorly-executed recruitment and selection of sales people? MKTG 420 Week 4 DQ 2 Training The first and most important step in designing a sales training program is the assessment of training needs, which provides the starting point for setting training goals and designing the program.
Explain why teamwork is central to good customer service. Identify the service offer of your organisation. Identify the part you play in delivering customer service. Identify who are your customers. Describe the main characteristics of typical customers that you deal with.
Step one will be in welcoming the new employee to make them feel wanted in the new position. Next would start the philosophy of the retail store, and explain the operations and different levels of authority with the relation to each other. Then go in what is expected of the new employee explain the importance of what is expected in how it relates on the company and how customers, and other employees see the company. Explain what type of attitude, reliability, emotional maturity, and personal
Training Plan Introduction The current training plan will merge the current sales force teams from EnviroTech and from InterClean as soon as feasibly possible, as this will require a significant need to create and administer an in-depth, detailed training program. As defined by the text, Cascio (2006, p. 286) explained training to be “planned programs designed to improve performance at the individual, group, and/or organizational levels”. Nevertheless, there is the need to provide a full service, solutions based training plan that is efficient while also effective to the customer. A new training and mentoring program will be introduced and will be tailored to the needs of the combined sales team along with the specific needs of the company. As stated by Clay, T. (2009), a law firm had introduced a new training and mentoring program to improve the revenues produced by individual lawyers.
Abstract In order to run an effective human resources department, you must devise a strategy for achieving key human resources needs. The key needs are employee recruitment, retention, motivation, development and engagement. Plastec with the help of Paul, the Human Resources Manager, can achieve these goals by using the strategic management process. Paul, along with the managers of Plastec can use this process of determining an organization course over the next year, as well as setting measurements of success. Case Analysis Paul at Plastec has found himself in a tough predicament because he is the first HR manager in a booming company.
After the meeting, Thomas decides to develop a highly skilled team of strategic partners (SPs) who will build strategic business partner relationships with the company’s business leaders. He realizes he will have to coach this new team to success and begins by instructing them on the first steps in building a strategic relationship. One of Thomas’s new SPs, Karen Johnson, catches on quickly and is selected as the first person to practice the techniques she has learned by building a partnership with the sales department. Her ultimate goal is to consult with sales leaders to uncover ways she can help them increase sales revenue. Eager to begin, Karen sets up a meeting with a high-performing sales operations manager, Jacob Reynolds, who was referred to her by a friend in sales.
1. Recruitment Guide for Store Associates Job: Position: Store Associate Reports to: Store Manager Qualifications: {Guidelines determined per region} Relevant labor market: Regional Midwest Timeline: Continuous Recruiting Methods Activities to undertake to source well-qualified candidates: Enact a company culture class to stress the importance to managers and new hires of company cooperation and culture. Trim hiring process to decrease hiring lag. Retention of acceptable candidates is important and this gap needs adjusted. HR is to alleviate the administrative burdens by conducting employee background checks and references.
Case 1: Tanglewood Stores and Staffing Strategy To: Daryl Perrone, Staffing Services Director Marilyn Gonzalez, Vice President of Human Resources In this report I will be doing a Strategic Staffing Analysis that will focus on the key requirements about acquisition, development, and retention of Tanglewoods workforce with some ideas I believe will be beneficial to the company. The Strategic Staffing that I will be discussing in the report are: Staffing Levels • Acquire or Develop Talent • Hire Yourself or Outsource • External or Internal Hiring • Core or Flexible Workforce • Hire or Retain • National or Global • Attract or Relocate • Overstaff or Understaffed • Short –or Long-Term Focus Staffing Quality • Person/Job or Person/Organization Match • Specific or General KSAOs • Exceptional or Acceptable Workforce Quality • Active or Passive Diversity Acquire or develop Talent Tanglewoods strategy has been to listen to its employee’s opinions and ideas about improving the company. Develop the talent of current employees and training them to managers will end in a great overall performance of the company. Hire yourself or outsource Definitively outsourcing is not a smart decision for the company. An outsource recruiter does not know well the company’s culture and value as well as an internal recruiter.
Crumpler believes that acquiring good staff is an essential aspect of the success of the business. It is the responsibility of the staff to design and sell the produce. Acquisition for Crumpler occurs through the traditional means of print media recruitment and, more recently, the use of online position advertising. One priority for Crumpler has been recruiting staff from different cultural backgrounds, to get a wide range of perspectives and viewpoints. Development involves preparing employees for future responsibilities within the organization due to a change in the businesses strategies or a growth in the size or market share.
• Questionnaires- Sent in the post (for example a customer feedback form sent to people who have recently bought a product or service). • Focus groups and consumer panels – a small group of people meet together with a “facilitator” who asks the panel to examine a product and then asked in depth questions. This method is often used when a business is planning to introduce a new product or brand name. The main advantages of primary researches are: • The data is up to date. • Specific to the purpose.