Job Analysis for Salesperson at Interclean
At Interclean, our people give us our major competitive advantage(http://tegacaysc.areaguides.net). Our employees are a vital part of an organization that is continuously growing (http://tegacaysc.areaguides.net). For the company to keep growing it is important that a job analysis be conducted to have the opportunity to make sure employees are in the jobs that fit them best, and if not to put them where they are best suited. Job performance and the interview method determined this job analysis. These two approaches were used to determine the primary functions of the job description for the sales force. The interview process is a very important part of the analysis due to the information that is provided by the employee. The type of information usually given in an interview from the employee is how productive the employee is, what type of personality they have and if they will be a team player. Through interview process the requirements for the job performance is built. The job performance method is an essential part of the analysis. It helps provide insight to the training that is needed and the development of tests for each employee.
Job Duties and Specifications
-Bachelor’s Degree required
-Customer Service skills necessary
-Must be knowledgeable in company products and services and must be able to understand client needs relating to the business.
-Leadership and Communication skills
-Achieve goals set by management.
-Organizational skills to achieve goals that are set forth each month
-Must be a team player
-Generate leads and thorough follow up
-Willing to educate self on competition to maintain competitive edge
-Time management skills
-Manage multiple clients
-Must know Powerpoint, Excel, spreadsheets, databases, word processing applications, and Office integration software
Development Plan for Sales Force
Talent Inventory
Employee Name and Current Position-Janet Durham,VP of Human Resources(Interclean) Prior Experience (Internal) 15 years in positions in sales and human resource
Prior Experience (External) Unknown
Strengths pragmatic and interested in using technology
Weakness loyal to long time employees and is a defender of status quo
Employee Name and Current Position-Tom Jennings, VP of Marketing (Interclean)
Prior Experience (Internal) 1 year as VP of Marketing
Prior Experience (External) Unknown
Strengths strategic system planning
Weakness lacks patience
Employee Name and Current Position-Sam Waters, Chief of Compliance (Interclean)
Prior Experience (Internal) 2 years a Chief of Compliance
Prior Experience (External) Unknown
The names and genders of all the Junior Executive Secretaries that were terminated along with Jennifer Lawson due to the downsizing.
The main objective of a job design is to identify the requirements and tasks set out for the particular job posting and determine the core competencies that is required to perform them. To gather sufficient data for the job design, it is necessary to interview with the subject matter experts (e.g. Department Heads, direct Supervisors/ Managers) to establis...
The primary purpose of this study was to determine the correlation between job tenure and sales performance for the outside sales representatives at Avatech. We hypothesized that the tenure of a sales professional has a positive effect on sales volume. We tested the sales performance of the employees in our 24 month sample and predicted a positive correlate with job tenure. This would provide reinforcement to the sales quota benchmarks that are established during the first 90 days of employment. We also sought to reinforce previous research which supports this theory.
Client Services Professional with experience serving customers, managing confidential information, and multitasking in a fast paced customer-focused environment.
Firstly, Job Analysis selecting a suitable job analysis method depends on the structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it. It involves collecting and recording job information, checking the job information accuracy using this information to determine their skills and abilities (Hrwale, 2011). The job description is basically an outline of how
To call customers with a broad knowledge of products, pricing, promotions, policies, and procedures they are selling. To ask appropriate questions and matching the right products with customer needed.
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
A job description is defined as “the characteristics within the job to be performed as it relates to the tasks, duties, and responsibilities that an employee must fulfill within the role of the specific job” (Youssef, C. 2015). In this paper, I will analyze the role of a Healthcare Administrator, thereafter I will create a detailed job description of the role. As a Healthcare Administrator, it is imperative they possess the skills and abilities required for organizational success, thus I will deliberate the most effective methods of assessment to attain the most qualified candidates and the reasoning for the assessment methods chosen.
Effective performance is a function of determining the outcome of knowledge and skills acquired by a person. It often comes from some form of learning, education, training or development. In application to the business world, there are certain performance expectations instilled within employees. Effective job performance is vital to meet business requirements and maintain competitive advantage in the market. A comprehensive and systematic model is to be used and completed accordingly for effective performance to occur. Needs Analysis is a step that drives evaluation of needs in an organization as it identifies the differences between what is and what is to be designed to improved performance. It makes judgements whether such activities such as training and development is necessary to address. Although needs analysis provides what is compulsory to better performance it can be detriment to the organization if the information and actions are dealt with carelessly. It is important that the needs analysis requirements must be satisfied because this ...
The hiring process is important to follow from the time one applies for the position to on boarding as a new employee. The applicant needs to pursue an optimistic and motivating attitude as they continue the job search. Each online job search or interview may be different. As an applicant one should ask themselves why we are considered for the job? or why the ...
The purpose of this report is to brief the management on the importance of employee satisfaction in achieving the competitive goals of the organization through increasing the retention of the employees.
There has been much discussion and written over the past 50 years about the determinants of salespeople’s performance. Churchill, Ford, Hartley and Walker study (as cited in Koh, Gammoh & Okoraofo, 2011) have conducted a search of the published and unpublished literature on sales management. Finally, the Findings concluded that the major determinants of sales person performance are:
Will be able to take inputs/suggestions from the employees and use the best to improve the business.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
Essential Requirement 1 - Excellent interpersonal and communication skills including the ability to manage expectations, advise and influence stakeholders and provide verbal and written updates to senior colleagues.