Memo
TO: The Vice President CapraTek
FROM: The Human Resource Manager
DATE: 3/18/2020
SUBJECT: Job description
I am writing to let you know that the human resource department is striving to ensure that the workforce is expertly sourced, deployed, and managed. The company will soon be launching Alfred, and with the product launch, there will be a need for four regional sales representatives. The sales representatives will be responsible for pushing sales in their territories, following up with sales, helping clients choose products, and finding prospective buyers for Alfred. However, before this is achieved, we have resorted to potential sourcing candidates to fill the positions (Arthur, 2012). We have used the O*Net Online platform to identify potential employees and develop the necessary strategies for recruitment. However, we realize that we cannot get the right candidate without carrying out a job analysis. As part of conducting a job analysis, we will develop a job description and job specification.
Coming up with a quality job description is essential, and the most foundational step in the staffing process. A job description gives a brief overview of the position and how the position is related to the vision of the company. It includes the key responsibilities, job requirements, and qualifications required for one to secure the position (III, Judge and John Kammeyer-Mueller, 2018). Secondly, a job description outlines the areas needed for training of staff and the needs of position in terms of staff development. Moreover, a job description will provide value to the organization by outlining the values that we expect the candidates to portray during the selection process. These values should be aligned with the organization’s culture as well as the mission and vision of the company.
Furthermore, developing a job description will allow the company to set a threshold of the experience, knowledge, skills, and abilities required for the four regional sales representatives that will be hired to fill the positions (Arthur, 2012). A job description also helps in structuring and developing quality job advertisements. A job description allows the organization to develop a strategy to reduce the number of applicants by clearly portraying the needs of the organization in advance. A job description also provides information about the compensation and benefits that the successful candidate will enjoy once they get the job (Arthur, 2012). Moreover, a job description will give a sneak view of the expected working conditions as well as the dangers and benefits that will be there for the position. A job description will allow the H.R. department to rate the skills depending on the market position fairly. As a result, the H.R. department can strategize on the hiring process much accurately. Don't use plagiarised sources.Get your custom essay just from $11/page
One of the most important skills a regional sales representative should have is product knowledge. In this regard, we recommend a product training session for all our employees who will be in the sales and marketing department for Alfred. The second significant skill is strategic prospecting, which requires the regional sales representative to make cold calls, follow up on sales, ask for referrals, and develop a rapport with customers. As a result, we expect the marketing sales representatives to develop active listening skills, efficient communication, effective time management, and objective handling of cases (Arthur, 2012). Demonstration and presentation skills will also be required among prospects to ensure that they can present product capabilities and highlight business value.
Wage information and employment trends in Kansas
One of the States the sales representatives will be located is in Kansas. The State has experienced job growth in the past two years. In the past year, 2,820 people were employed as sales representatives. This represented a 6.1% increase from the year before. The hourly mean wage rate was estimated at 70.78 for a sales representative with an annual mean wage of 147,230 dollars. This represented a 3.8% increase from 2017, which shows that the business service sector has been actively growing over the past decade. The State will see an increase in population with a diverse urban population over the next five years (Kansas, OES State Occupational Employment and Wage Estimates, 2018). The work demands at least 40 hours of work a week for an average sales representative. A field allowance is offered whenever they are on the field, taking customer orders, meeting customers, traveling for official duty, and pitching company products. However, much of the growth will depend on the health of the economy and trends in the industry, such as disruptions.
The main components of a J.D. are the job title, pay grade, the number of working hours expected, and the hierarchical relationship between the employer and their boss. Secondly, the J.D. provides a summary of the job in terms of roles and responsibilities, key tasks, and the performance-based expectations of the employee (Kayo Sady, n.d.). The third component is the level of education. The J.D. highlights minimum educational requirements for entry into the position to allow candidates to gauge if their skills are aligned with the position. The fourth component is the special demands applicable to the job in terms of the working condition. This allows the employee to know what type of environment they will be required to operate in. For example, for this job, traveling is required.
A job analysis is crucial for any recruiting because it allows the organization identifies and determine details, requirements, and the importance of a job. One of the most important court rulings is the Griggs v. Duke Power (Job Analysis: Law/Legal Issues: Court Cases, n.d.). This particular ruling required organizations to analyze the job for selection purposes. In the case, the court emphasized that employee selection should provide a measurement of a person for the job before recruitment is done. Job analysis helps in determining the kind of person required to carry out a particular job by showing education requirements, level of experience, the relevance of skills and how to fit the right person in the right job (Kayo Sady, n.d.). It also provides the goals, training, and development needs as well as the compensation plan for the role.
References
Arthur, D. (2012). Recruiting, Interviewing, Selecting & Orienting New Employees. AMACOM Div American Mgmt Assn.
III, H. G., Judge, T. A., & John Kammeyer-Mueller, P. (2018). LooseLeaf for Staffing Organizations. McGraw-Hill Education.
Job Analysis: Law/Legal Issues: Court Cases. (n.d.). Job Analysis Homepage: from HR-Guide. https://job-analysis.net/G001.html
Kansas OES State Occupational Employment and Wage Estimates. (2018). U.S. Bureau of Labor Statistics. https://www.bls.gov/oes/2018/may/oes_ks.htm#13-0000
Kayo Sady, Ph.D. (n.d.). UGESP SERIES #6 – THE PURPOSE AND IMPORTANCE OF JOB ANALYSIS RESEARCH. DCI Consulting Blog. https://blog.dciconsult.com/blog/ugesp-series-6-the-purpose-and-importance-of-job-analysis-research