What are the duties and job responsibilities associated with the position led by the individual you interviewed?

Interviewee: Mike Jameson Job Title: District Product Sales Manager Mike is a District Product Sales Manager. During his interview he expressed that his job is to drive profitable sales and market share growth in focused products and areas as determined by his company. His position is accountable for analyzing market and Dealer activity within a District to determine and execute a course of action to ensure target share is achieved. His position works closely with the Business Managers as well as the Sales Support group to ensure alignment and full use of all available support.

Here s the list he provided during his interview: Increase Market Share, provide dealer/end-user product training, Provide Market and Competitive Intelligence, Forecasting, Assist in new product development or product improvement, Attend Trade Shows, Travel and assist Dealer on Sales calls, Conduct Product Demonstrations, Sales goals and Market Share Goals (Jameson, 2015). 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities?

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Mike also discussed that areas of knowledge, skills, and abilities to be successful in his job are as follows: Communication, Negotiating, Psychological, Analytical, Fore-Front Thinking Passion/Belief in Product and Industry, Background in Sales/Mechanics with large machinery, Proficient with Microsoft Word, Power point, and Outlook (Jameson, 2015). Mike also discussed the requirements for knowledge and experience for his position which are as follows: 10 years of experience in the construction equipment industry with a strong familiarity of equipment types, segments, and applications.

Strong understanding of construction equipment distribution practices, product and customer applications, sales and results driven, reflections maturity, developed business and Customer service skills, minimum Bachelors degree in engineering, marketing or related field, ability to work with others in an office, team and/or field environment, able to perform duties effectively in a fast paced environment whether working autonomously or under direction, and extensive travel (up to 70%) may be required. . Does the position require any physical tasks? If so, describe the physical tasks and state their frequency. Is there any additional information about the job that would be beneficial to include in the job description? There are some requirements for physical tasks for this position.

They include lifting and operating machinery that is not handicap accessible on a daily basis, ability to Travel 70% of the time, driving daily, extended hours of standing at a trade shows 2 or 3 times per year, and extended reading of product information and Technical Bulletin. JOB Description Compose a 350- to 500-word job description based on the data acquired in your interview. This job position is required to drive profitable sales and market share growth in focused products and areas as determined by the company.

The position will be accountable for analyzing market and dealer activity within a district, determine and execute a course of action to ensure target share is achieved, drive focus to segment and specific customer acquisition, improve participation in the market, build dealers’ product/application with value based selling competence, improve dealer/enterprise share of mind with company’s offering, engage dealers and develop action plans for sustainable revenue and discuss improvements, provide market, pricing, and product intelligence, and improve/maintain dealer product competency.

The main asks and responsibilities associated with this position are to drive sales, market share, and price targets; monitor and build dealer competence through activities and resources; increase participation rates and customer satisfaction results; assist dealers in customer questions that may include participation in the sales process; knowledge of competitor products and activities; report competitive situations; keep company informed on updates, news, and bulletin ins; develop action plans; responsible for individual dealer training events; support training; support trade shows as needed.

Key skills accessory for this position would include: Sales competency and sales process knowledge / customer AC question Ability to analyze market and competitive data, identify trends and develop strategies to improve sales and market share A demonstrated ability to accomplish tasks through others uses influence vs.. Assigned authority. Product application and knowledge Industry and segment competency Business / commercial mindset Rest Its driven Knowledgeable with training and demo procedures and practices Understanding the Customer’s Business and needs Building and Maintaining Dealer & Customer Relationships

Understanding Dealer Operations Understanding the Company total Product offering understanding Supporting Company Tools & Systems Interpersonal Skills Representing company Values and Vision Ability to make decisions in a timely and consistent manner Team player Networking and relationship management Excellent communication skills including: verbal, written, presentational speaking and effective training techniques Must be proficient in use of personal computers, including familiarity with Word, Power point, Excel and Outlook Over time, must understand the Volvo soft products tools such as Caretaker, BAD, Matrix,

LATIN, etc Along with the skills the knowledge needed to successfully complete this position are as follows: 10 years of experience in the construction equipment industry with a strong familiarity of equipment types, segments, and applications. Strong understanding of construction equipment distribution practices, product and customer applications. Sales and results driven experience. Professional maturity and developed business and customer service skills. A minimum Bachelor’s degree in engineering, marketing, or related field is preferred. Additional Important Requirements

Ability to work with others in an office, team and/or field environment Able to individually or under direction Extensive travel (70%) may be required Recruiting Strategies 1 . What are three recruiting strategies that could be used to recruit for this job position? A. Internal Recruiting b. External Recruiting through the Internet/Ads c. Employment Agencies 2. In 350- to 500-words, compare and contrast the recruiting strategies you have chosen. Which recruiting strategy would you use to recruit for this position? Why? When choosing between the three types of strategies, the best one for this ignition would be Internal Recruiting.

Internal Recruiting can allow the company to be efficient and is generally the most effective. The costs related with recruitment are extremely reduced because advertising can be done by announcements, word of mouth, employee referral, company emails, or flyers posted around the building. Training is typically easier and less expensive for someone already familiar with the culture of the business and its vision and values. Internal recruiting is also good for employee morale. It is a great way to reward employees for working hard, their loyalty, and Roth with the company (Decency, 2013).

Attraction/lenient/Ads would be the second choice. This is the most common practice used today. The expectation is to attract top potential candidates. Professional association directories that list qualified individuals and their credentials can serve as the best possibility to find the right candidate along with internet ads. This approach could be time consuming but it is an effective recruiting strategy to make sure that the right selection is made. Posting jobs on company websites, or through specific job-search websites such as indeed. Com and Monster. M, can help human resource managers reach a larger group of potential job applicants. This approach also allows the employer to know that the candidate is qualified in technology skills (Decency, 2013). Employment Agencies would be the final attempt for recruiting in this position. Utilizing an Employment Agency can be costly but effective because of the time saved in advertising and sorting through applicants. The negative aspect with utilizing employment agencies is that there is no guarantee they will find you the right candidate or even consider all the criteria you think is important for the job (Decency, 2013).

As stated before, Internal Recruiting for this position would be the best option. The costs would stay low, the employee is already familiar with the work environment, training is minimal, and rewarding your employees allows them to feel like their work matters to the company. There is value to the job they are doing. This will create a long term employee and allow less down time during regular training periods.

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