Job Analysis and Selection Plan
According to the text Job Analysis is “To make intelligent decisions about the people-related needs of a business, two types of information are essential: (1) a description of the work to be done, the skills needed, and the training and experience required for various jobs, and (2) a description of the future direction of a business. (Cascio, 2006, p.157)
These two very essential forms of information are called job analysis and workforce planning which help to put into perspective and helps to anticipate “the numbers and skills mix of people” (Cascio, 2006, p. 157) that will be needed in future time periods. Job Analysis Information
The staffing needs should be one of the first considerations before one considers looking to fill jobs for ones company because if this is not done a company can risk loosing money on hiring “deadwood” (How to Write a Job Analysis and Description, 2010). Remember, as stated previously one has to know the necessities for the positions in ones company and also, consideration on the “personality, experience and education” (How to Write a Job Analysis and Description, 2010, para. 2) need for the job. While one is doing this they are making a job analysis and the developing it with considerations in theses topics; 1) The mental/physical tasks that range from judging, planning and managing to cleaning, lifting and welding, 2) Decide the methods and equipment to be used, 3) Explain job goals and how they relate to other positions in the company, 4) The qualifications needed such as training, knowledge, skills and personality traits (How to Write a Job Analysis and Description, 2010).
The merging of personnel with both companies, InterClean and EnviroTech, where reps will be grouped into multi-functional teams prepared to support InterClean‘s high-quality products with high-quality service. They’ll be instructed in development of full-range service packages tailored to individual accounts. They’ll be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers' organizations Teams will use solutions-based selling that will require our sales force to be more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards.
The selection method for creating teams is the Personal History Data. This method shows the successes of past projects. The advantage of using this method is that it is hard to fake successful work history and that history can be used to base future projects in the organization. The disadvantage of using Personal History Data is that not all information that is given can be proved. One way to challenge this is to ask pertinent questions about certain project a person has described in their résumés. MY Team
Jim Martin, Vice President of Sales is an experienced and knowledgeable sales manager in the industrial cleaning and sanitation industry and he has a reputation for taking great care of the customer. He prides himself on meeting and exceeding his sales plan each year and is not afraid to try new ideas to achieve sales’
Terry Garcia, Outside Sales Representative has the ability to communicate, educate, and she uses critical thinking skills in problem resolution. Terry understands the value in working as a team in order to get the final outcome.
Ving Hsu, Outside Sales Representative enjoys working with customers and performs training seminars on a regular basis in order to help train the employees of his customers.
Eric Borden, Outside Sales Representative has a solid reputation for servicing the customer and helping the customer get the best products for the best prices. During his 14 years with EnviroTech, while simultaneously performing his duties as a sales rep, Eric has performed the role of team leader on several special projects which contributed to the financial growth of EnviroTech. Eric prides...
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