It was found that the existing sales force of “Inerclean” and “Envirotech” are comparatively different in nature. On one hand where the “Interclean” sales force are focused more on closing the deal than anything else. The “Envirotech” sales forces on the other hand, are more customers centric, constantly looking for better relation with customers. The merger between the two organizations has created a need for more sales force under its fold. Thus, after various review and consultation session a decision was taken to recruit four “outside sales representative” and “one sales manager”, in addition to the existing combined sales workforce. The purpose of this additional sales force would be to reinforce the existing sales workforce in addition of bringing the much needed innovation in the existing workforce.
A recruitment and Selection process has to be undertaken for recruiting the new sales force. However, the first thing needed to be done is - “Job Analysis and Job Description” so as to help the company select the best fit sales force accordingly. After the whole “Recruitment and Selection” process is completed, a comprehensive career development plan has to be made so as to motivate the team to achieve its objectives.
“Job Analysis” and consecutive “Job Description” are necessary before undertaking any “Recruitment and Selection” process. It is necessary to understand the characteristics of the candidates the organization is looking for and the type of candidates who is best fit for the job.
Job Analysis may be defined as a written document of a job/ position and the corresponding duties associated with it. Various elements like Job Title, Job Details and Job Criteria are few of the elements of Job description. Job Analysis helps an organization in determining the key knowledge, skills, abilities and other characteristics also known as KSAOs, needed for a particular position. Job