Human Resource Management and Job Descriptions

Questions: Discuss about the Human Resource Management and Job Descriptions. Aswers: Job Description Job Title Marketing Manager Team Sales and Marketing Reports to CEO Direct Reports Chief Marketing Officer Key Relationships Internal: Operations Manager, Administrative Manager External: Customers Role Purpose To help LPV Tertiary School strengthen its marketing activities for long-term sustainability. Key Responsibilities Deliverables/ Outcomes Conducting market research Carrying market research shall help the organization gain clear understanding. Identification of new market opportunities Gathering information on competitor schools[1]. Developing superior product and service offerings Development of marketing strategy and plan Increasing sales volume and growth in the international market Maintaining a competitive edge over the competitors Developing marketing strategy using marketing mix framework Managing the market budget Customer relationship management Creating a customer satisfaction survey Building lasting relationships with customers for long-term sustainability Conducting social media marketing activities on Facebook, Twitter and others Organizing events and producing press release Employee management Managing employees within the marketing and sales department Perform periodic performance evaluations Identifying new business opportunities Identify unexploited business opportunities Identify demand trends and estimate future performance Person Specification Essential Skills: Bachelor degree in Marketing At least 6 months experience in marketing Strong verbal and writing skills Excellent IT skills Able to respond to work pressure effectively Essential Attributes: Strong product and consumer awareness Strong creative outlook Has a confident and dynamic personality[2] Be persuasive and diplomatic Be organised and methodical Methods of Recruitment Internal sourcing- LPV Tertiary School may recruit a marketing manager internally who are already working at the institution. Internal advertisement or promotions may be done to recruit and select an employee from within the organization. The casual employees may be converted into permanent so that the top talents can be retained in the organization to carry marketing activities[3]. External sourcing- A few sources of external recruitment are social media recruitment, direct walk in, internal employee referrals, newspaper ads and magazines, website and recruitment agencies. These sources shall be helpful in recruiting efficient marketing manager suitable for the job. Selection Criteria for Short Listing To choose the best candidate for marketing manager of LPV Tertiary School, following are the criteria characteristics that shall be sought while short listing candidates- Qualification- The required set of educational qualifications will be able to demonstrate the level of education. It shall determine the abilities and knowledge possessed by the individuals. Skills- Skill sets such as proficiency in communication, computer applications, graphic designs and managing social media accounts. The skills shall be tested and verified without which the candidate wont be able to work. Experience- The previous job experiences shall portray candidates level of exposure and willingness to work in a team. The previous corporate experience, working environment and culture can be compared with the current to assess selection criteria[4]. Selection Method and Tests Online screening can help in filtering job experience and requirements. Structured interviews can be conducted where a set of questions can be asked by the panel members and scores must be given to the candidate based on answers. A psychometric test may be conducted where candidates have to qualify two levels- ability and aptitude testing and personality profiling[5]. Pre-Employment Checks The identification documents need to be checked that verifies candidates right to work in New Zealand. Criminal history screening shall be done to investigate the criminal background. Drug testing may be done in accordance with the state law to ensure trustworthiness and productivity of the candidates. Induction Program An induction pack shall contain the current organizational chart listing the teachers names, courses offered and roles played by people at LPV. Further, a copy of their job description shall be handed that describes leave policy, absenteeism, code of ethics and conduct. The copy of marketing materials, brochures and any other relevant documents related to marketing shall be handed over to the new candidate so that he can frame a marketing plan. Security access and evacuation procedures must be provided to the selected candidate[6]. On and Off Job Training Plan On the job training can be conducted using coaching, mentoring and job rotation. The weak areas can be identified while coaching the individual. Mentoring shall develop positive attitude in the individual. Job rotation shall enable to marketing manager to run through a series of related jobs. Apprenticeship is a system in which the Off the job training plan involves lectures and conferences where the marketing manager shall be motivated and provided with in-depth details. Role playing shall help marketing managers in dealing with complex challenges faced in the business environment. Benefits of Training After conducting training at LPV, the productivity is expected to enhance. Training programs shall increase skills of employees that would produce greater output. The supervision required shall be less as proper training shall enhance skills of the employees. Morale of the employees shall be boosted if the training is adequate. The dissatisfactions, absenteeism, training and turnover can be reduced as training enhances organizational support. LPV is expected to grow as it is in the growth stage and intends to strengthen its marketing activities. The training can enhance contribution to the employees and build their self-esteem. References Arthur, Diane,Recruiting, Interviewing, Selecting Orienting New Employees(American Management Association, 1st ed, 2012) Dessler, Gary,Human Resource Management(Pearson Education Limited, 1st ed, 2017) Edenborough, Robert,Assessment Methods In Recruitment, Selection Performance(Kogan Page, 1st ed, 2013) Fowler, Alan,Writing Job Descriptions(Industrial Training Service, Dept. of Labour, 1st ed, 2015) Hoyle, Robin,Complete Training: From Recruitment To Retirement(Kogan Page, 1st ed, 2013) Rudman, R. S,Getting The Right People(CCH New Zealand, 1st ed, 2013) Alan Fowler, Writing Job Descriptions (Industrial Training Service, Dept. of Labour, 1st ed, 2015).Gary Dessler, Human Resource Management (Pearson Education Limited, 1st ed, 2017). R. S Rudman, Getting The Right People (CCH New Zealand, 1st ed, 2013).Diane Arthur, Recruiting, Interviewing, Selecting Orienting New Employees (American Management Association, 1st ed, 2012). Robert Edenborough, Assessment Methods In Recruitment, Selection Performance (Kogan Page, 1st ed, 2013). Robin Hoyle, Complete Training: From Recruitment To Retirement (Kogan Page, 1st ed, 2013).