Recruitment and Selection Strategy Assignment Example | Topics and Well Written Essays - 2000 words

enlisting and Selection Strategy - Assignment ExampleThis research totallyow begin with the duties and tasks of a gross revenue manager. The study duty of a gross revenue manager is to establish goals for the sales team and to come up with plans to hand them. He should come up with innovative strategic methods to increase the market base and market share. It will be the duty of the sales manager to take an active role in recruiting and forming new sales team. He shall will the adequate training and educational programs that they need. The sales manager should be able to hold to the global standards and manage the budget for his department by minimizing expenditures. He should be able to adapt to utilizing online sales support clay. He should be able to strongly understand the customer and market dynamics and their requirements. He will directly report to the Sales Director and submit the sales report every month. He will discuss the goals set and his strategy for the future m arket with the sales director. Monitors the performance of each score Executive, analyzes their strengths and weaknesses, and provide them with appropriate feedback and tips for further improvement. He shall establish programs to motivate the accountant executives. The manager will support appropriate presentations and reports regarding products and sales performance to clients and executives. He should have 3-5 years experience in sales solicitude with excellent oral and communication skills. He should have the ability to lead, guide, and motivate a diverse sales team. Also, he must be willing to be exposed to global divisions. A proven leadership and ability to drive sales teams is a chief requirement. This study will present most useful methods of attracting applicants. As indicated earlier, job neb refers to the practice of publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, such as criteria of knowledge, quali fication, skill, and experience. The purpose of posting vacancies is to bring to the attention of all interested persons (inside or out of the organization) the jobs that are to be filled. Selected attributes of the job, for example, skill or experience, will change there are sufficient qualified, dominance applicants serving in other positions within the organization who may be potential candidates for that job. Also necessary is the availability of a functional human resource information system that supports recruitment. An effective, computerized system for medium and large scale would flag imminent vacancies throughout the organization to ensure that the recruitment play is timely ensure that no candidates are lost but, instead, move through the process and are unbroken informed of their status ensure that good candidate whose applications are pending are kept in touch to maintain their interest in the organization assist in analyzing hiring, transfer and exit trends and pro vide other data that are helpful in planning, evaluating and auditing the recruitment process identify any ominous impacts of the recruitment process on vulnerable groups (for example minorities, especially where Equal Opportunity/Affirmative transaction legislation exists) As the sales manager position requires better understanding about the companies market goals, principles, and strategies, it would be better to look for internal candidates also who are more experienced and are having sufficient potential to perform the job.