Career Development Plan Part I - Job Analysis and Selection
According to upper management the merger of InterClean, Inc. and EnviroTech is about to take place and with that there will be more responsibilities the sales department will have to handle. InterClean take pride into our company and like David Spencer, CEO of InterClean stated in his memo the sales team will be going into a new direction:
Obviously, though we have a talented sales team, its operation will have to adapt to fit our new direction. Solutions-based selling will require our sales force to be more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. Instead of merely knowing how a product works, they will need to understand the legal, environmental, safety, ethical and regulatory issues that affect sanitation and cleaning in varied industries and settings. They’ll need to develop customized packages of cleaning solutions and systems -- not just a patchwork of tools and services -- which include products and processes that meet our clients’ needs. Finally, since our clients themselves may need staff education and training, our sales force must become conversant in the language of each client's industry as it relates to cleaning and sanitation.
To make the new direction successful the management must expand the sales department. This paper will clarify how the department will expand the department by explaining the job analysis information, describing the workforce planning system and identifying the selection method used to select 5-7 employees chosen to represent the sales team.
A job analysis is the process of obtaining information about job. The job analysis has five methods that are used to complete a job duties and specifications. According to Cascio: Managing Human Resources: Productivity, Quality of Work Life, Profits, the five methods are:
Job Performance An...