(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. (graded) a) Discuss the methods of assessing sales training needs.
Question 1: Recruitment Guide for Sales Associate Question 2 Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted”, who do you think they target? The best “targets” for the position of sales associate would be high school students, college students, high school graduates that have not continued their education, people looking for supplemental income by working a second job, and retired individuals that are re-entering the work force. These types of employees are willing to “start at the bottom” and accept the starting wages of the sales associate position.
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.
Assignment 2: Job Analysis/Job Description Elizabeth Fletcher Dr. David Fountaine HRM 530 Strategic Human Resource Management July 25, 2014 Undercover Boss is a reality television show where executives from companies go undercover to learn about the company ailments from the frontline. They work with employees to deliver service to customers. In the process they learn about personal concerns employees are faced with at home. The key to the show’s success is it helps organizations identify and make changes to support employees and their line of business. In order to make effective changes executives must analyze the different roles employees have.
After one completes the application, the candidate will be asked to the hiring office to take a pre-employment assessment. They must pass this assessment to continue in the hiring process. After this is completed and passed, the candidate will be asked back to the hiring office for a one on one interview by managers. The candidate will be asked skill based questions about the job and previous experience. If they pass this interview they will be considered for the open position.
Business Service Training Learner Guide BSBADM502B Manage meetings Tony Rocca May 13 SECTION 1: PREPARE FOR MEETINGS Assessment activity 1 1. What are the different types of formal meetings that might be held in a workplace and what purpose do they serve? * Performance reviews: to discuss a staff member’s performance with a view to improve on, and also to praise any achievements. * Productivity Meetings: to discuss with staff how to maximize profit through all areas of a business. * OHS Meetings: to discuss and action any issues concerning the well being of the staff and visitors.
HR will select individuals based on there experience, performance appraisal and a pre-screening interview. If applicants pass the pre-screening by HR the Vice President will interview the candidates. Employee records will be readily available as all candidates are being hired internally. The Vice president and HR are in the process of developing a compensation and promotion plan that will consist of a base salary and bonus structure. The training program will focus on the new sales strategy and center around the short and long-term goals of the company.
3.2 Explain the main points of agreed procedures for handling complaints Where a complaint can not be resolved immediately, care workers and/or customers are asked to complete a contact events form and all external complainants are asked to put their complaint in writing and they will then follow our company complaints procedure which consists of 3 stages; First stage, informal: The complaint is handed to the deputy manager and a meeting would be arranged to establish whether the complaint can be dealt with through negotiation, arbitration or mediation. This meeting and the outcome will be recorded. If the complainant remains dissatisfied or it could not be dealt with through this channel it will move to stage two. This first stage should be dealt with within 72 hours of the complaint being logged. Second stage, Formal: A manager will be appointed who will meet with the complainant and establish the nature and gravity of the complaint, they will investigate the complaint and produce a report.
Lannan as to what his duties are that are related to Labor Relations, the size of the organization he is employed at, the number of collective bargaining agreements (CBAs) and employees he represents and his participation in the Alternative Dispute Resolution (ADR)/Mediation process. Other topics that will be discussed are the definition of a grievance, the grievance process steps at the NPC, who makes the final decision on the grievances administratively, and what stipulations in the CBA call for Arbitration. As a wrap-up for this interview a brief explanation of how Mr. Lannan got started with the union and how long he has been a union member will be included. The end of the paper will include the author’s view of the Union Strategy and a quick overview for the
Human Resources are a major aspect to every business. Management's presentation in human resources will say whether or not a business will be flourishing in the long run by recruiting with the right people for the right positions. A lot of businesses and their managers undergo the pressure to be completely staffed and take on people without actually evaluating their potential for quality effort as well as being a good fit for the atmosphere the managers desire the workplace to have. ACC has experienced employment issues in recent times since they are devoted to maintaining a definite standard of quality when offering a spot to a new member of staff and are reluctant to just settling for the regular. Managers at ACC have to cautiously examine their respective workers and decide if they require the need for extra people and if they do the managers have to estimate the different personalities they manage and what type of personality would fill the open spot effectively.