Information Distribution Manager: Job Characteristics - Report Example

Dream Job Introduction The paper purpose is to ascertain and describe dream job characteristics. This purpose has been served by obtaining some basic information from relevant and authentic sources. For examples, performance appraisal basic information has been obtained from scholarly journal articles. Based on the theoretical framework, the dream job characteristics have been developed and described. Information Distribution Manager would work as a liaison between marketing and manufacturing department. The potential candidate for the job would be required to understand the basic but essential characteristics of the job. In the following parts, job description, purpose statement and key responsibilities have been provided. It is followed by person specifications mentioning experience, qualification, skills, attributes and abilities. Subsequently, hours of work, perks and benefits along with their rationalization has been provided. Before the conclusion part, design of performance appraisal and rationalization of performance appraisal have been included. Job Description Job Title: Information Distribution Manager Department: None (Unique Position in the Company) Responsible to: Head of Communication and Marketing Department Location: Head Office Purpose Statement Support to generate the desired results in the company by assisting the related staff members to make appropriate and informed decisions, planning and management of production and marketing activities Key Responsibilities He or she shall be primarily responsibly to: Obtain marketing related information from the marketing department Forward the obtained marketing information to manufacturing department Collect production related information from the manufacturing department and forward the information toward the marketing department Analyze information from the marketing and manufacturing departments and forward that information to the Head of Marketing Department and to the Head of Manufacturing Department Collect independent product related information from the available online and offline sources and compare that information with the information supplied by the marketing and manufacturing departments Recommend possible alternative ways to decrease cost of production to a possible extent Person Specifications Qualification The potential candidate should have Management Information System (MIS) degree from a well-reputed international university. Understanding of marketing strategies and production costing would be mandatory. Experience Providing information in a professional manner Previous experience may not be mandatory but he or she must have strong analytical skills essential to meet the job description requirements. Skills, Attributes and Abilities Initiative Highly computer literate Ability to work unsupervised and as part of a team. Excellent interpersonal and organizational skills Hours of Work 40 hours per week would be required. However, to meet with certain immediate and urgent requirements, he or she would be required to work outside the normal working hours to meet the job requirements. Compensation and Benefits Package Salary $ 60,000 to $ 80,000 per annum would be offered to the potential candidate. Performance-based Bonuses The potential candidate would be entitled to receive performance-based bonuses if he/she meets certain standards of performance or meet objectives in a given period of time. Perks and Benefits Company would provide accommodation for the candidate and the family. The company would also provide pick and drop service to the potential candidate. Rationalization of Compensation and Benefits Package The company would offer market-based salary. In the market, the competitors offer salary less or equivalent to the one being offered by the company. The company management believes that it does not recruit employees for a limited period but hire them for long term basis, making them to realize that the company belongs to them by developing a sense of ownership. This kind of approach has numerous positive effects on the current and potential employees. First, they would consider themselves as an integral part of the organization. Most of the time, employees fail to properly work and translate their potential capabilities into practical manifestations due to the threat of job vulnerability. As a result, the gap between expected performance and actual performance widens instead of diminishing. This threat has not been made part of this organization. Performance based bonus is another lucrative plan motivating employees to put their maximum efforts to meet the expected level of performance. Such type of incentives encourages employees to give a top priority to job-related tasks. By giving top priority, employees would be able to meet the requirements of job description in the required manner. Consequently, this type of incentive works as a way to merge interests of both employee and employer for attaining a particular set of objectives. Motivation and strong commitment are highly essential for entertaining the job description requirements. Offering accommodation would motivate the potential candidate and this motivation would enable him/her to put the best efforts in order to entertain the job-related expectations. Design of Performance Appraisal Performance indicators, job analysis, performance ratings, periodical performance developments and task completion rates are the main inputs in the performance appraisal system. These parameters would be employed as benchmarks and employee performance would be compared with these standards. A competent authority would be eligible to conduct performance appraisal of Information Distribution Manager. Rationalization of Design of Performance Appraisal Performance appraisal has been defined as measuring, evaluating and influencing an employee’s job-related behaviors, attributes and level of absenteeism with an aim of discovering at what level the employee is presenting performing on the job inside the organization (Farahmand, 2011, p.38). Additionally, performance appraisal should also include risk taking steps, innovation and frequent self evaluations (Ibraheem and Mohammad, 2011, p.29). Along with these steps, it is also important to mention the point of who should evaluate employee performance should be taken into consideration (Gupta and Singhal, 1993, pp.41-42). Performance indicators include feedback from various related individuals. For example, the marketing manager and the manufacturing department manager would be required to provide their feedback on the performance of the Information Distribution Manager. Additionally, job analysis would be carried out in which the level of complexity involved in the job would be critically examined by the competent authority. Subsequently, the competent authority would be required to determine standard met by the Information Distribution Manager. Performance ratings would also be obtained from the relevant department managers. In which, they would be provided certain benchmarks and they would be required to tick the most appropriate box representing performance of the Information Distribution Manager. Additionally, training manager would be contacted to provide feedback and performance ratings. Here, the training manager would use training objectives and standards and the performance of Information Distribution Manager. In the task completion rate, the performance would be measured against certain standards. For instance, practicality of recommendations made by the Information Distribution Manager and their success rate would be employed. The ultimate objective is to compare the performance with the job-related objectives and company objectives. In which an aggregate practical performance of employee would be collected and would be compared by the competent authority. The competent authority may be the Head of Human Resource Department. The Head of Human Resource Department would take into account the job-related objectives and the actual performance of the employee and the related ratings, feedback and opinions from the related department managers. Conclusion Information Distribution Manager is required to analyze information obtained from marketing, manufacturing and from independent sources. After collecting the information, he/she would be required to analyze the information from different aspects. The ultimate objective of analysis is to facilitate marketing and manufacturing department managers to make informed decisions. In order to understand the effectiveness of this job, a performance appraisal system has been designed in a way to compare the actual performance of Information Distribution Manager with the established performance appraisal parameters. References Farahmand, N.F. (2011). Organizational Technology Management by Human Ware as Important Technology Factor. Research on Humanities and Social Sciences, 1(3), 33-47 Gupta, A. and Singhal, A., 1993. Managing human resources for innovation and creativity. Research Technology Management, 36(3),41-8 Ibraheem, S., Mohammad, S. (2011). 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