Due to the changing state of Interclean activities, Interclean has just merged with EnviroTech. Interclean will no longer specialize in selling cleaning materials but will provide full service cleaning solutions for healthcare industries. The two companies’ strategic plan has changed and a new sales team will be recruited to carry out the sales job for the new company. This paper seeks to address issues of job analysis for the new salespersons’ positions in Interclean, workforce planning system and the selection procedures to be used in recruiting the new team.
The job analysis will be conducted to provide a base for the need for the need for human resources and training for the new team, promotions to be given to the new sales team and the transfer procedures. The job analysis method used is interview. The main merit of this method is that it is helpful to tackle complex questions and deeper questions can be probed on the response. This produces a higher response rate. Its disadvantage is that its time consuming and it can affect data if the interviewer is not consistent which does not go down well with workers.
The main job duties for the new sales team will include; initiating new leads, creating awareness on the products of the company, services, following deals and closing sales. They will conduct follow-up with promising clients and display a clear knowledge of the products and services. They are expected to stay current with the market trends at all times. They should also develop and maintain a clean customer relationship so that the customers can develop a lasting relationship with the company.
Workforce Planning Strategy
This system will be supported by the job analysis procedures, operational plan and the strategic plan. Job analysis will enhance employee selection for the new sales team. These employees must be those that fit the company goals. Job tasks, duties of sales persons, skills, abilities and knowledge of the employees will be listed. The requirements of the job will be defined and positions clarified. We shall have a strategic level of workforce where the company will redefine the position of the business, state the vision statement and the business strategy. The manager will then look at the issues of business strategy such as staffing, management, products and pricing. After that the workforce strategy will be combined with the implementation.
The skills of the employees will be categorized into hard and soft. Hard skills refer to the technical or administrative skills such as sales administration. These skills can be observed, quantified and measured. Soft skills are people skills that are hidden in the behaviors and are hard to observe. They are connected to sales persons since they are needed as the sales person creates a relationship with the customers. We shall consider the communication skills, listening skills, dialogue skills, feedback, problem solving skills and conflict resolution. These skills will be of help when the sales person is handling the clients.
The business needs requires an assistant sales manager and four sales representatives. The action plan will include, determining the key requirements for the position, the salary range for the sales team, posting the advert for people to apply, arranging for interviews, selecting the right candidates and arrange for training (Waterhouse, 2003). The training is important since the sales team must master the products they are to sell. The selected employees will be required to assist in promotion of the products and development of new products introduced into the market. Compensation details will be decided and contracts signed.
Goals for the team will be discussed amongst the team members. The team’s goals include increasing sales per week so that they can earn more money. They will also be required to create a prospectus list of customers and make sure that the list is built day by day.
The talent inventory will be used to categorize the employees based on their talents. The inventory will be based on the communication talent where a track of how they use words, conversing, public speaking, and teaching. The artistic talents table will be categorized into designing, use of color among others. Performance standards will be categorized into moderating, giving presentation, group performance and time management. Management talents such as creativity, time, use of space and supervision should be categorized. Based on this, the new team’s talents can be monitored and built so that one is given what he or she can do best.
The staff selection method will be based on the interview done and the work experience criteria. This is because the work experience makes the candidate able to work under pressure since the challenges faced are the ones that may be he experienced in another company.
Assessment of Employee’s Abilities
Donna Wilson is 27 years old who has two years experience of working with Interclean, able to work in a team, aggressive in closing deals, poor at maintaining customer’s relationship but good at creating new businesses. Mark Price is aggressive in sales, has a good reputation in the local market, and has good communication skills. Susan Burnt has numerous successes in the company, has meet goals as a sales rep, good at closing sales, good at after sales services. Dennis White has been in locomotive sales, aggressive in hunting for new business leads, good at convincing customers. Eric Borden good reputation in serving customers, assists customers get the best products, he is current and updated. These are the people who are selected to take the sales representative job. This people are selected based on their skills and job experience. The selection was biased towards the former employees since they already know the products and have database of prospectus. This will reduce the cost of training and orientation. However, a new assistant sales manager Mr. Price Kuu is selected due to his connection to the external market, strong communication skills, management skills and his aggressiveness in creating new business.
Selecting the right people for a position needs a well laid procedure. After a careful evaluation of the job analysis procedures, workforce planning systems and recruitment of the new sales team, we believe that the sales team will work hard to ensure that the sales department creates new business for the company and growth will be realized even after the two companies are merged.
Waterhouse, S. (2003). The Team Selling Solution: Creating and Managing Teams That Win the Complex Sale. New York: McGraw-Hill.