Human Resources Management Plan and Job Aids
Executive summary
The insurance industry has in the past faced a lot of challenges especially in the area of sales and marketing thus Soltak insurance company seeks the need to recruit new expertise who will lead the company to its success. The company will greatly rely on the established skills of its founder to take advantage of the growing need for new strategies in the current market. Continuously, the technologies have continued to evolve giving insurance businesses no option but to work smartly in order to achieve the intended goals and objectives. It is vital to note that increased opportunity comes at the cost of increased complexity hence new tactics ought to be employed in order to meet the required standards. Research has established that tactful marketing is the secret to the growth of insurance companies globally and Soltak has the potential of capturing a significant segment of the local market (Kevin et al, 2010).
The company is projected to return a considerable profit margin by the end of the year following the implementation of the new strategies and it will differentiate itself from its competitors through specialized expertise. Therefore, the company has come up wit a human resource management plan which will direct the recruitment process. The human resource management plan will assist the company in meeting its objectives and it includes presentation of job analysis, tips for the selection process, script for orienting new employees and the training proposal. The company intends to focus on its strengths and customer value thus it is optimistic that the sales will rapidly increase by the end of the year thus this management plan will lead the way. It will renew the company’s vision and strategic focus, increasing value to the target market segments and will also provide a steady means for improving the gross margin, sales, gross margin, and most importantly profitability.
Tips for the selection process
The type of selection methods that will be used are; presentation, selection tests, work samples and panel interview. The presentation method will enable the human resource team to identify special qualities like confidence and fluency which are fundamental for sales representatives. The ability to also work as a team will also be tested through the presentation method. The selection tests will exam the amount of knowledge that candidates have in sales and marketing since such knowledge is required in almost all operations of the company. Work samples on the other hand will enable the human resource team to determine whether the candidates have some kind of experience in sales and marketing. Regarding the panel interview, candidates will only be interviewed though in some cases which are exceptional, a second interview might be required. After the selection process, the human resource team will forward all applications received to the head or chair of the panel for the purpose of short-listing and the applications will be accompanied with a shortlist form and memo. The shortlist form and memo will contain reasons explaining why some applicants were not selected for the interview (Abrams, 2003).
After receiving the shortlist form and memo, the short listed candidates will be contacted by the human resources team who will update the candidates on details concerning the interview. At this particular point, some departments will be free to contact the applicants directly but only after consulting the human resources advisor and this is to make sure that the correct documentation is forwarded. Another reason for informing the human resources advisor is for maintaining communication with regard to the progress of the recruitment. It is mandatory that all selected candidates be interviewed preceding employment to make sure that they are suitable and eligible for this particular post. A maximum of ten candidates will be short listed in order to make the process controllable and also to ensure that only those candidates that meet the requirements are recruited. Incase of circumstances that will call for a larger list, it is procedure that the chair of the human resource team be informed before the interview letters are sent to the candidates.
Script for orienting new employees
New employees will be required to undergo the orientation process where they will be educated on matters concerning company procedures, policies, goals and objectives, rules, culture and most importantly company history. The new employees will be given a company tour which will be followed by training on the job and the whole process of orientation will last for a maximum of two weeks. The purpose of this orientation process is enable new employees have a clear picture of the whole organization and become knowledgeable about the operations of the company. In addition, the new employees ought to be informed about the company’s challenges and objectives so that they are prepared both physically and psychologically for the job. The orientation process will be conducted by company officials who will only take a few hours of their time since they also have to attend to their duties. Company officials also benefit from this orientation because they refresh their minds on the company overview which enables them to carry out changes where necessary. The orientating process will not only be for the purpose of educating employees but it will enable them to meet top company officials such as the director of quality and the chief executive officer.
Training proposal
The sales representative job has no minimum educational requirements and at the same time there is no formal educational requirement for this kind of job hence mostly the determining factor relies mostly on the kinds of products being dealt with. For instance, those jobs that concern themselves with scientific and technical products require a bachelor’s degree. For this company however, applicants will only require to have a high school diploma or its equivalent and previous sales experience will be an added advantage. Those candidates that have taken an extra course in sales and marketing, communication or even learnt a foreign language will also have an added advantage since this will provide them with the extra edge required to make sales. New sales representatives will have to attend formal training programs initiated by the company and these programs will only take a short time approximately six months to cut on cost and expenditure. Trainees will take formal classroom instruction which will be followed by training on the job and will be supervised by the field sales manager who will ensure that the trainees attend the programs. New employees will also be trained by experienced workers who will accompany them on their sales duties and as they become familiar with the company’s operations, the new employees will be given more responsibilities (Stphen,2002).
The company policies and procedures require the sales representatives to be, convincing, goal oriented and posse’s excellent communication skills and the desire to sell. A decent and attractive appearance and personality and the ability to solve problems will also be advantageous for the sales representatives since they are the key factors to completing a sale. The company will provide certificates to those employees who successfully complete the program and pass the tests and they will also be in a position of getting promoted to a higher rank. Those employees with excellent records in sales and leadership ability may be promoted to a higher position such as sales overseer or assistant president of sales. Other promotions such as sales trainers will also be offered to successful candidates who will have the opportunity of training others on the selling techniques and company policies.
Summary/conclusion
The concept of business success is not a predictable one thus a human resource management plan or rather a business plan in general, is one of the key elements that contribute to the success of any business or organization. Planning for any activity whatsoever enables businesses to run smoothly and also to be able to prepare for any difficulties that may arise. Any type of business needs to have a business plan whether it is large or small and this plan serves as a tool through which potential customers are convinced that the business idea is a practicable and marketable one. The department of human resource in any business or organization is responsible for the process of recruitment hence this process cannot be efficiently undertaken without a proper plan. A human resource management plan saves businesses the trouble of pursuing a fruitless venture. Employee recruitment is not an easy process and caution ought to be taken during this tricky task because it is the level of expertise that determines the future of any company (Paul, 2007).
The corporate world today has become tremendously complex and intricate and that is why businesses need employees that are up to the task of ensuring the thriving of the business. It is significant to note that this does not however mean that employees only need to do a good job, but it also means that every employee must be assigned work according to the area of specialization. This therefore means that that every employee working at his or her own position is the best potential candidate for that particular job. It is again significant to note that the difficulty experienced in small businesses in relation to employee recruitment is not the same as that experienced in large businesses. This is because small businesses can have direct contact with employees and top officials as opposed to large business which may have several branches country wide or even international. Therefore, the human resource department helps in maintaining employees who happen to be a fundamental asset in any business and protects their rights as well. The human resource team on the other hand, cannot perfectly undertake its c complex duties without a comprehensive plan.
References
Kevin Hollenbeck and Nancy Hewat .( 2010). Employment Research Evaluation of Regional Collaborations for Economic Development: Lessons from the Employment and Training: New York: Administration’s WIRED Initiative, – Vol. 17, no. 3
Rhonda Abrams, Eugène Kleiner.(2003).The successful business plan: secrets & strategies: New York:The Planning Shop, 2003
Paul Young. (2007).Business plan: Chicago: Global Media,
Allan Bandt, Stephen G. Haines.(2002).Successful Strategic Human Resource Planning :New York:Systems Thinking Press
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