Within the next 12 months, Kudler Fine Foods plans to increase customer loyalty by offering added high-margin services, leveraging a better understanding of customer purchase patterns, and providing more efficient operations. Kudler Fine Foods also plans to increase the customer base through social network marketing, word of mouth, and increasing profitability by cost reductions initiatives. In view of this strategic direction, Kudler Fine Foods needs to restructure and set up of a sales and marketing team. Aim This proposal aims to provide justifications and recommendations on the restructuring plans including job descriptions and qualifications for the sales and marketing team, training programs to introduce and enhance skills and qualifications, methods for evaluating performance and challenges, incentive, and benefit packages, strategies for managing career development, and an appropriate compensation plan. Job Analysis The job analysis identifies that Kudler Fine Foods does not have a sales and marketing team to champion the strategic direction and spearhead all sales and marketing initiatives. A sales and marketing team will also improve the identification and development of new business opportunities, give input on sales and marketing plans, and manage any sales and marketing initiatives. Workforce planning Upon completion of the job analysis, this proposal considers the workforce planning requirements. Workforce planning is an effort to anticipate future business and environmental demands on an organization, and to provide
References: Baker, M. (2008). The Strategic Marketing Plan Audit. US: Cambridge Strategy Publications Ltd. Brousselle, A., & Champagne, F. (2011). Program Theory Evaluation: Logic Analysis. Evaluation and Program Planning, v34 n1 , 69-78. Cascio, W. (2006). Managing human resources: Productivity, quality of work life, profits. New York: McGraw Hill. Christopher, M. (1992). Logistics: The Strategic Issues. London: Chapman Hall. Economics. (2004). Paul A. Samuelson, William D. Nordhaus. London: McGraw-Hill Education - Europe. Gillespie. (2007). Foundations of Economics - Additional chapter on Business Strategy. OxfordUniversity Press. J.A.Miller, & D.M.Osinski. (1996). Training Need Assessment. SPHR . Latane, B., Williams, K., & Harkins, S. (1979). Many Hands Make Light The Work: The Causes and Consequences of Social Loafing. JPSP , 822-832. Mary Beth Chrissis, M. K. (2006). CMMI Guidelines for Process Integration and Product Improvement. New Jersey: Pearson Education (US). Nagurney, A. (2006). Supply Chain Network Economics: Dynamics of Prices, Flows, and Profits. Cheltenham Great Britain: Edward Elgar Publishing. Robert Tannenbaum, W. H. (2009). How to Choose a Leadership Pattern. Boston: Harvard Business School Publishing. W.F.Cascio. (2006). Managing human resources: Productivity, quality of work life, profits (7th ed.). New York: McGraw-Hill. W.French, C. B. (2005). Organization Development and Transformation: Managing Effective Change, 6th ed. New York: McGraw Hill.