Staffing A New Sales Force.HRM..

Presented By:
Mamta Sharma(B45) Archana Kumari(B46) Ujjwal Luthra(B48) Shivansh Sood(B49) Shrisak Singh(B50) 4/1/12

Introduction:
Midwest Education is the major supplier of the educational materials in the United States.

The company was started by Henry and Mary Dalton in 1985.

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The company develops and provides the books, manuals, videos software and hardware used in the fields of technology education, instructional development and business applications.

Dr. Henry Dalton was an industrial arts teacher and has done M.B.A.

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Mary was a software developer who also taught business seminars.

Dr. and Mrs Dalton are in semi retirement now and travel extensively but remain major shareholders in the business. They personally hired new CEO Judith Lund.

The company started with about 50 employees and now it has grown and has a total of 416 employees.

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Brief About the Case

It emphasizes on the staffing of human resources effectively and efficiently so that the company sales target can be achieved.

The Vice President for Human Resource..LAWRENCE WILSON and the Vice President of Sales and Marketing..CAROL ALPHONSE came together to get started on a better Staffing Plan.

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The managerial function of staffing involves managing the organization structure through proper and effective..SELECTION, APPRAISAL, and DEVELPOMENT.

The company classified their sales people as inside sales and outside sales. The inside sales deal with the order who would actively call on customers through the telephone or non face-to-face methods. On the other hand,4/1/12 outside sales would call on the

Before the company did not have their own sales team to move their product but now they wanted to have their own sales team to move their product.

The company is also considering external sources for the recruitment of the best human resources, so that they can put right people at the right job and at the right place.

Many worry that extensive testing could be seen as an invasion of privacy and would thereby discourage good candidates. The company also see realistic job previews (RJPs) providing an opportunity for the candidate to experience the job and to ask sales people questions.

The first target coverage of the company is the Kansas City.

The company has made a decision of not providing the physical office space for the district managers or for sales people, rather, they will be provided with the necessary equipment

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Recruiting & Selection Process Screening Applicants:

It is planning to recruit their sales team through headhunting firms (Head-hunters, an informal name for an employment recruiter, sometimes referred to as executive searcher) because they have access to the pool of potential applicants and are experts in screening applicants.

Test:

It believed that the various test that are generally carried out these days need to be limited. Sales managers worry about those who know the right answers to provide on tests that really dont reflect the candidates true feeling or behaviour. Extensive testing could also be seen as an invasion of privacy and would discourage good candidates.

Personal Interviews:

It is one of the critical stage and should be considered as a screening and as a selection tool. It is most effective when 4/1/12 candidate is interviewed by several interviewers.

Advantages:

Experienced Employees.

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Advertisements.

Education Institutions. Technology.

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Disadvantages:

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Problematic Recruiting.

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Conclusion:
The case study is consistent with the challenges experienced by many organizations. The organization has determined team selling that Click to edit Master subtitle style would help increase the sales. It has worked together to overcome the new challenges and are very confident towards its strategies.

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Thank You
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