Job Advertisement for the Post of Sales Administrative Assistant - Research Paper Example

Recruiting plan for human resource Recruitment Plan Job Advertisement for the post of Sales Administrative Assistant The Sales administrative assistant would be supporting the Zonal sales manager for the West area of America. The incumbent would be responsible co-coordinating and administering day to day field activities. The job role will involve acting as a liaison between the sales manager, key executives and other key members of the team. The sales administrative must maintain high level of confidentiality. The role will need to work under pressure, scrupulous attention to minute details. The person recruited would be responsible for providing support as well as the growth of the sales force. Job Responsibilities To provide administrative support to the team leaders To maintain work calendars for sales manager To process expense statements and corporate card settlements To maintain the area organizational chart and e-mail distribution list To accurately enter data into departmental databases To read and carefully analyze the incoming submissions, memos and various report to decide the respective significance Regularly update pricing configurations Coordinate training and area events To provide support to the customer QBR preparation Qualifications and Requirements Bachelor’s Degree preferred 1-5 years experience in the domain of administrative support Problem solving and analytical skills Excellent verbal, written and interpersonal skills Good typing speed; at least up to (50) wpm Job Type: Administrative Schedule: Full Time Primary Location: California, USA Organization: ABC Ltd. Factors Influencing Recruitment ABC Ltd. is in expansion mode. The company has very recently set up a new zonal office in California. In order to backup the expansion strategy of the company additional manpower is required. Such circumstances have generated demand for manpower. Initially the company had the provision for one sales administrative assistant. But now the company has provision for one more sales administrative assistant. Recruitment Time Frame The office in CA has been opened very recently. Hence it would take round about one month or so make the plans and procedures operational. Therefore the recruitment is planned to be conducted for 20 days. The ten days have been kept as provision for certain contingencies that may occur. As far as training is concerned the company looking to recruit experienced candidates and hence on job training will be provided. Recruitment Place The recruitment process will be conducted in the both the offices of the company. However, the job posting would be in California only. Selection Method The initial phase of the recruitment and selection procedure would be initiated by inviting application from the prospective applicants to create an applicant pool. This process would continue for one week. The sources of the applications are internal database, newspapers (print media), job portals, professional social networking sites and references. References made by the employees if gets converted successfully in the form of selection the employees making the references would be rewarded. Once the application bank is ready the HR department would conduct a screening. The screening would be conducted for three days. Based on the screening the shortlisted candidates would be interviewed telephonically. Candidates selected through the telephonic interview would be appearing for a face to face interview and excel test. The scores of the test and the face to face to face interview would be provided cumulatively. Stages in Selection Process Time Frame (In Days) Inviting Applications 7 Screening 3 Telephonic Interviews process 3 Face to Face Interview and Excel Test 7 Performance Evaluation Report Responsibilities Desired Result Actual Results Feedback Rankings Typing Speed 50 WPM 50 WPM Typing Speed is really impressive and up to mark 5 Typing Accuracy 100% 92% Accuracy While 92% accuracy is quite good. It is important to reach as close as possible to 100%. If it is felt that the person dictating is going too fast, it important to ask him or her to slow down 4 Filling Accuracy 100% 95% 95% accuracy is quite good. But still it is important to reach as close as possible to 100% to decease lead-times 4 Answering Phones Answer within three call on Average Answered with in two calls This is impressive to say the least. It is important to continue the good job to ensure that customers get solutions quickly 5 Interpersonal skills Excellent ability to solve problems and co-coordinating with team leader and member Co-workers are very satisfied with the interpersonal skill Great feedback from all the key executives and touch points. 4 Managing the Calendar of the Sales Manager Appointment Bookings based on availability and prioritizing customer meetings Sales manager satisfied with calendar management. It has been really impressive. All the appointments have been made accurately and always required customer priorities are met 5 Literature Review Recruitment is the process of drawing, screening and screening applicants. The stages of an ideal recruitment process involve analyzing the job, sourcing. The beginning point of the recruitment process is the job analysis. It is often called task analysis. Job analysis is conducted to find out the key requirements of the job. The job analysis is used to create job description and specifications. Job descriptions are an integral part of the job ad to be produced on several mediums. Sourcing is identifying different sources to get relative applications. This may involve external as well as internal sources. The external sources may include new papers, job portals, consultancies, etc. The internal sources may include references made by the employees, internal database of the company (Goswami, 2010) Selection is the process of selecting the most appropriate person from the application pool crated. Selection is the process of distinguishing between candidates in order to recognize those having better chances of success in the job. The first stage in the selection phase is the screening. Screened candidates usually have to go though certain written or psychological tests. The written tests could be general aptitude tests, technical aptitude and (or) psychological tests. Candidates selected in the written exam usually face the interview. Applications crossing the mentioned stages usually have to go through medical checks to prove physical and mental fitness for the job. Then the candidates are requested to provide two to three person that know the candidate well. In the end the selected candidates are usually handed over the appointment/offer letter in the form of final approval (Bhattacharya, 2009). However here it needs to mentioned that recruitment and selection are two different processes. There is a misconception that both the recruitment and selection are the same. But that is not the case. Recruitment is the process of attracting as many candidates as possible to create a large application pool. Selection, on the other hand is the choosing the right candidates from the application pool. Recruitment as a process focuses on the sources of human resources. On the other hand selection is all about selecting the right candidates for the job. Therefore it is often said that recruitment is a positive process where as selection is a negative process. Performance evaluation or Performance review or performance appraisal is a method trough the performance of the employees is evaluated. Performance appraisal is an integral part of the carerr development process. The performance evlaution is usually done of half yearly or yearly basis. 360 degree performance evaluation is probably the most widely used method of performance evaluation (Mondal and Shastri, 2009). References Bhattacharya, D. (2009). Human Resource Planning. India: Excel Books. Goswami, R. (2010). Organizational Behavior. India: Matrix Educare. Mondal. S and Shastri. K. (2009). Human Resource Management. U.K: Matrix Educare. Read More