Professional Documents
Culture Documents
Table of Contents: About PakWheels.com --------------------------------------------------------------- 3 PakWheels.com Site Layout Screen Shot ----------------------------------------- 4 What is Job Title ----------------------------------------------------------------------- 5 What is Job Specification ------------------------------------------------------------ 5 Information contained in Job Specification ------------------------------------- 5 Purpose of Job Specification ------------------------------------------------------- 6 What is Job Description ------------------------------------------------------------- 6 What is Job Description (Continued) --------------------------------------------- 7 Job Analysis --------------------------------------------------------------------------- 8 Job Analysis (Continued) ---------------------------------------------------------- 9 Job Description of Sales Manager ------------------------------------------------ 10 Job Description of Sales Manager (Continued) -------------------------------- 11 Job Description of Sales Manager (Continued) -------------------------------- 12 Job Analysis of Sales Manager ---------------------------------------------------- 12 Job Analysis of Sales Manager (Continued) ------------------------------------ 13 General Responsibilities of the Sales Manager -------------------------------- 13 Sample Sales Manager Job Opening ---------------------------------------------- 14 Sample Sales Manger Job Opening Continued --------------------------------- 15
PakWheels.com
PakWheels.com was formed in 2003 and has become the largest community based automobile website in Pakistan with more than 150,000+ registered car and motorcycle enthusiasts. Around 20 Million+ pages are viewed on the site every month, with people searching classifieds, researching about brand new cars and motorcycles, discussing auto-related issues with other members, sharing information, pictures, videos, etc. By becoming a PakWheels.com member, you can Search from a huge pool of used car/bike listings and contact sellers. Advertise your car for FREE and reach thousands of buyers! Research about brand new cars and motorcycles available in Pakistan. Discuss car related issues with other PakWheels.com today, it's absolutely FREE! community members. Join
1. Clarifies employer expectations for employee 2. Provides basis of measuring job performance 3. Provides clear description of role for job candidates 4. Provides a structure and discipline for company to understand and structure all jobs and ensure necessary activities, duties and responsibilities are covered by one job or another 5. Enables pay and grading systems to be structured fairly and logically 6. Prevents arbitrary interpretation of role content and limit by employee and employer and manager 7. Essential reference tool for discipline issues 8. Provides important reference points for training and development areas 9. Provides neutral and objective (as opposed to subjective or arbitrary) reference points for appraisals, performance reviews and counseling 10. Enables formulation of skill set and behavior set requirements per role 11. Enables organization to structure and manage roles in a uniform way, thus increasing efficiency and effectiveness of recruitment, training and development, organizational structure, work flow and activities, customer service, etc 12. Enables factual view (as opposed to instinctual) to be taken by employees and managers in career progression and succession planning
Recruitment and Selection: Job Analysis helps in determining what kind of person is required to perform a particular job. It points out the educational qualifications, level of experience and technical, physical, emotional and personal skills required to carry out a job in desired fashion. The objective is to fit a right person at a right place. Performance Analysis: Job analysis is done to check if goals and objectives of a particular job are met or not. It helps in deciding the performance standards, evaluation criteria and individuals output. On this basis, the overall performance of an employee is measured and he or she is appraised accordingly. Training and Development: Job Analysis can be used to assess the training and development needs of employees. The difference between the expected and actual output determines the level of training that need to be imparted to employees. It also helps in deciding the training content, tools and equipments to be used to conduct training and methods of training.
Compensation Management: Of course, job analysis plays a vital role in deciding the pay packages and extra perks and benefits and fixed and variable incentives of employees. After all, the pay package depends on the position, job title and duties and responsibilities involved in a job. The process guides HR managers in deciding the worth of an employee for a particular job opening. Job Designing and Redesigning: The main purpose of job analysis is to streamline the human efforts and get the best possible output. It helps in designing, redesigning, enriching, evaluating and also cutting back and adding the extra responsibilities in a particular job. This is done to enhance the employee satisfaction while increasing the human output.
Therefore, job analysis is one of the most important functions of an HR manager or department. This helps in fitting the right kind of talent at the right place and at the right time.
2. Coaching sales people. Meet daily with salesman. Offer them the coaching, counseling, advice, support, motivation or information they need in order to help them meet their sales objectives.
3. Manager sales department Making every effort to maximize both present and long term sales and gross profits. Keeping face-to-face contact with your sales people and you must stay current on financial data and inventory.
10
4. Maintain inventory control. Review the entire inventory daily. Be sure that each unit that is available for immediate delivery as soon as possible, and select units for special displays Maximize your merchandising efforts by seeing that units are attractive and attention getting. Use effective displays, and select appropriate options and accessories.
5. Supervise the sales floor. Make sure your salespeople are doing everything they should be doing to successfully sell your dealership's products. Ensure that the sales floor operations functions smoothly.
6. Develop sales forces Recruiting, hiring and training your people. Developing the most well trained, professional sales force possible.
7. Handle complaints from customer, sales agents. Constructively handle (or supervise the handling of) all customer complaints related to your department.
8. Conduct sales meetings. Prepare in advance and conduct regular sales meetings. Review the performance of your salespeople and to motivate and stimulate them to even greater achievements.
9. Maintain a self-development program. Constantly strive toward continuing professional growth. Work to improve your sales skills, managerial skills, business skills and product knowledge.
10. Involve in customer follow up. Supervise the proper use of the Customer Log by each salesperson. Also review the Customer Log for trends that indicate where additional assistance might be needed. 11
11. Assist salesman in the selling operation. Assist your salespeople in selling by stimulating floor traffic. Motivate them to perform well. Assist them in the selling process whenever needed.
12
Professional and Personal Skills The Sales Manager must be self-motivated and success-driven. The job entails close cooperation with top management. The Sales Manager must be willing to accept challenging work assignments and must be able to focus on his/her work even in a challenging work environment. The Sales Manager must possess systematic, resourceful, and innovative work behaviors. The Sales Manager must display courtesy at all times and must be able to inspire harmony in the workplace. The candidate must be able to relate and to build strong relationships with customers, suppliers, employees and higher-level management. The Sales Manager must be presentable and properly groomed. Moreover, excellent written and oral communication skills is needed in order to perform his/her job. General Responsibilities of a Sales Manager A Sales Manager is one of the key people in the organization with direct connection with the external people (customers, suppliers) and internal people (employees). The Sales Manager is responsible for creating and managing a successful sales program. The Sales Manager is also responsible for creating and developing a highly effective sales team. The Sales Manager will manage the sales team and will be the one to direct the goals and aims of the team in accordance with the organizational objectives. The Sales Manager will work with various people including key clients, top management and suppliers. The Sales Manager needs to be well informed about the various activities and products of the organization. The Sales Manager must be able to create and maintain a personal network that will ultimately benefit the organization. The Sales Manager will also be responsible in managing the business aspects of the sales department. This may include planning for sales, budgeting, staffing, deployment of outside representative and reporting to the top management. The Sales Manager is also responsible fort making an annual sales plan and budgeting.
13
SAMPLE
Company: PakWheels.com Job Title: Sales Manager Reports to: General Manager Job Description: Coordinate sales distribution by establishing sales territories, quotas, and goals and establish training programs for sales representatives. Analyze sales statistics gathered by staff to determine sales potential and resource requirements and monitor the preferences of customers. Train, Develop and hire sales representatives in the Pakistan. Reports to: General Manager Sales & Marketing Based at: Main Bouelvard Gulberg, 3. Lahore. Job purpose: To plan and carry out direct sales activities, so as to maintain and develop sales of PWs product range to major accounts, in accordance with agreed business plans. Job specification of Sales Manager.
1. 2. 3. 4. 5. 6. 7. 8. 9.
3 years of experience in sales management. Experience with enterprise software solutions and large, complex organizations. Extensive experience in all aspects of Supplier Relationship Management. Proven track record in managing and directing a highly skilled, motivated, successful and results-oriented sales force Strong leadership qualities with good communication and interpersonal skills Strong understanding of customer and market dynamics and requirements. Willingness to travel and work in a global team of professionals. Proven leadership and ability to drive sales teams. Able to operate in a fast-paced and changing market environment
14
Key responsibilities and accountabilities: 1. Maintain and develop a computerized customer and prospect database, using SugarCRM. 2. Plan and carry out direct sales activities to agreed budgets, sales volumes, values, product mix and timescales. 3. Develop ideas and create offers for your team. 4. Respond to and follow up sales enquiries by email, telephone, and personal visits. 5. Maintain and develop existing and new customers through planned individual account support, and liaison with internal order-processing staff. 6. Monitor and report on activities and provide relevant management information. 7. Carry out market research, competitor and customer surveys. 8. Maintain and report on equipment and software suitability for direct marketing and sales reporting purposes. 9. Liaise and attend meetings with other company functions necessary to perform duties and aid business and organizational development. 10. Manage the external marketing & marketing agency activities of telemarketing and research. 11. Attend training and to develop relevant knowledge and skills.
15