It is a written declaration listing the essentials of a particular job or profession. Description of the responsibilities related with a given job. Now you will get what all are the requirements for this particular opening. A job description normally is a narrative that identify a job title, a brief summary of the job, a description of essential job tasks and duties e.g., purpose, duties, equipment used, qualifications, training, physical and mental demands, working conditions, etc.
- How, what, where, and when job tasks are done.
- The equipment, machines or tools are used.
- Minimum qualifications and skills required to perform the job.
- Direction and direction for the position.
- How the job interacts with customers, fellow workers, or others.
- Actions related to the job.
- Communications requirements.
- Other information required to appropriately define the job.Â
Job Description for Product Promotion Executive
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Job Title - Product Promotion Executive Company Job Code: PPE/0021
Department - Sales and Marketing Department - Sales and Marketing
Location - Concerned region Reports to - Regional Director
Responsible for all promotional activities in assigned accounts or regions. Manage quality and consistency in promotions and offers. Delivering quality service to the customers to maintain long term relationship.
Visit supermarkets on regular basis
Set up and maintain special promotional display
Prepare and offers samples of product
Inspect shelf positing of company products
Monitor the movements of products from shelf to sale
Maintain good relationship store mangers
Prepare weekly reports on stock levels of products and customer response to product promotions.
Participate in marketing events such as seminars, trade shows, and telemarketing events.
Evaluations of Post promotional programs.
Negotiate and research with third party properties, events and media organizations.
Manage planned promotional events and programs for customers.
SKILLS AND QUALIFICATION REQUIREMENTS
Maintain a professional appearance and providing a positive company image to the public.
Associate degree or Bachelor degree in marketing or equivalent applicable with 2 years work experience.
Willing to work a flexible schedule and occasional overnight travel.
Good organizational skills, negotiation, and problem solving skills, creative self-starter.
Excellent communication skills, both written and verbal.
Able to present effectively to large groups.
Team player with good people skills.
Able to effectively handle multiple tasks and projects simultaneously.
Work is mainly outdoor. Work requires significant local travel and may require occasional overnight travel and weekend and/or evening work.
It is a mission statement that identifies the objectives and plan of recruitment for a particular position. It includes the recruitment announcement, recruitment timeline, advertising plan, interview schedule, assessment tools, back ground checks, interview plans and final references. It should be continually revised and updated according to the current situation.
Recruitment can be done in two ways:
Trade or professional associations
Job Listing Banks
Internal Job posting
Promotions and transfers
Recruitment Plan for the company
PURPOSE AND SCOPE
The company's recruitment plan identifies and coordinates the strategies, process, activities and tools to recruit field product promotion executives. The company's Committee members and recruitment leaders will use these strategies and tools to recruit new employees to the company.
The additional key strategies that company supports:
The development of identified product promotion executive as company faculty through a guided employee development process.
The identification and development of company executives.
The development of standardized curriculum and resources for new employees.
RECRUITMENT GOALS AND OBJECTIVES
Recruitment leaders have access to tools and resources to support recruitment activities.
Standardized company recruitment tools and resources are accessible and available to support recruitment activities.
Recruitment officers should feel confident in the delivery of the company message to participant groups they are engaging.
The recruitment should be done in such a way that team includes, with proportional representation from rural or non metro candidates.
Always on Time
Marked to Standard
The recruitment officers and facilitators can engage the candidates in pre collaborative activities.
3.0 RECRUITMENT TARGET AUDIENCES
Retail Sales person
Field Sales advisors
4.0 SOURCES OF RECRUITMENT
As I am advising you to select Newspaper as the media for recruitment. Below are some of the reasons why newspaper should be selected as the media for recruitment.
It permits the advertiser to reach a large number of readers within a specified area.
As an advertiser we have the flexibility in terms of ad size and placement.
We can advertise according to our budget requirement and according to our scope of advertisement.
Printed documents are far more tangible, people check into further details clearly.
Almost all readers are well educated, so the scope for more educated candidates will be more.
The job description advertisement has to be given in newspaper in order to target large scale of newspaper readers. Newspaper will have wide range of reach among the people.Adverseiment can be reached to target audiences. Immediate results can be expected through these advertisements. Credibility and trust is there in newspaper advertising.
In order to advertise in different parts of the country Times Of India newspaper can be used. Times Of India news paper top the worlds top ten English Dailies. This daily has lots of regional readers. As we recruiting for regional area this will serve our purpose. According NRS, which polled over 2.84 lakh households across 7,000 cities and villages, The Times of India is now the capital's No. 1 daily and the newspaper of choice for 20.74 lakh readers. This shows that scope of reach of advertisement is more in The Times Of India. The advertisement charges is 635 Rs per square cm.For advertising the job description will cost up to Rs 35000.We can expect applications from 1200 candidates. The advertisement can be done for quarter page.
Employment Advertisement in Newspaper
In the below (Table - 1) is the advertisement to be published in the newspaper
JAB CO LTD We are Hiring!!!
Job Title - Field Product Promotion Executive
Candidates interested in product promotion activity, the opportunity comes here. Young, energetic, dynamic with excellent communication skills, should be assertive and possess good persuasion/convincing ability.
Qualification and skills required
UG - Any Graduate - Any Specialization
A minimum work experience of 2 years
To develop customer base/ trade relations
Successful candidate will be assured a fun working environment and good career progression.
Remuneration: Basic Salary + Incentives
Interested candidates please apply online with recent passport size photograph or Walk-in to our regional offices before August 20. Only shortlisted candidates will be notified.
Newspaper advertisement for the Job opportunity
Recruitment of promotion executives will take a variety of forms, including:
Hosting interview sessions by geographic region
Holding telephonic sessions
The budget includes all the expenses that incurred for the recruitment process. It includes Travel expenses, Advertisement, Stationary etc.The budget will be allocated from the HR department.
Recruitment Budget Expenses
Travel and Officers time to presentations
Recruitment Tool development and distribution
7.0 MEASUREMENT AND EVALUATION
Success will be measured by enrolment mapping.
Goals are to:
Increase the number of participants in the recruitment process
Increase the number of involving people
Generate ongoing interest in the company
Recruiting and selecting the right employee for a position is important for the long-term benefit of our company. So selecting the appropriate candidates makes an important role.
Following is the selection guide provided to select the candidate for the company. This rules has to be followed for the selecting the appropriate candidates. The regional directors should follow the appropriate steps while selecting the candidates for the job.
The regional directors should look for the following competencies for the selection. The candidates should need following competencies in order to perform the job. This will increase the efficiency in doing the work.
Competencies Required For Field Product Promotion Executive
This Essay is
a Student's Work
This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.Examples of our work
Communications Skills (Oral & Written)
Decision Making Skills -
Planning and Organizing Skills
Team Building/Team Work
Getting qualified and interested applicants is a common concern. Selecting the right candidate and rejecting the wrong candidate has a positive approach. But selecting the wrong candidate and rejecting the correct candidate is a negative approach. Selecting the most suitable candidate is the objective of selection. It is not better to select than selecting a bad candidate.
Please follow the selection process prescribed below.
Flow chart - 1 Selection Process
The above Flow chart (1) explains the steps by step for selecting a candidate for the organisation.
Resume / CV Review - In this stage the HR officer can go through the curriculum vitae of each candidate and examine the data provided by them. According to requirement provided in the job description we can reject the ineligible candidates who do not meet the required qualification.
Analyse the application blank - The application given to the candidate can be analysed and we can segregate the candidates according to the specified skills and qualification.
Conducting Test and Evaluating performance - Aptitude Test can be done in order to find out the level of thinking of the candidates and to find out his ability to solve the problems. We can eliminate those candidates who do not perform well.
HR Interview - This should be done in order to find out the communication skills ability and the behavioural aspect of the candidate.
Departmental Interview -This Interview can be done by the manager, under where the candidate is going to be placed. Here the knowledge level, his attitude towards the job etc can be checked. According to the performance of the candidate we eliminate the ineligible.
Guidelines for good interview
Interview should done in such a way that interviewer should be able to understand the behavioural, intellectual, emotional aspect of the candidate. We should be able to get a clear picture of the candidate. We should also be able to understand his attitude regarding the job.
Following are the some of the guidelines for a good interview.
Explain the purpose of the interview.
Explain the format of the interview
The questions should be predetermined and related to selection criteria and it should be derived through job analysis.
Ask questions related to behavioural aspects which require applicants to describe how she/he would perform the various duties by outlining how she/he has performed in the past.
Ask situational questions i.e. ones which describe a situation the employee may face and asks how they would handle such an issue.
Ask she/he to talk about themselves, this will help to find the communication skills of the candidate.
Review the field of candidates to be interviewed and clarify anything panel members may raise, eg. Missing information.
Avoid unnecessary questions which hurt the candidate.
Ask questions related to subjects, in order to check the in-depth knowledge of the candidates.
Ask questions regarding the strength and weakness to find out the ability of the candidates.
Ask about the previous job profile in order to understand the area he had experience, and to check whether it suitable for the job profile does.
After the interview explain the responsibilities of the job.
Reference Checks - We have to check with references which are provided in the resume. This will help us to get more information about the candidates. We can verify the things which are mentioned in the resume and we will be able to collect more information about the candidate.
Job Offer - If the candidate is eligible or matching the profile, we can select candidate and sent the letter of selection. If the candidate does not match the profile, letter of rejection can be sent to the candidate.
Placement - According to skills and ability of the candidate we can place into the particular position.
Employment decision framework - After each round of selection, ineligible candidates will be rejected accordingly. The rejection is mainly done on the basis of performance given by the candidates in the particular rounds. Here elimination method can be used to reject the candidates. As there is lots of applicants for the job elimination method is useful.
Standard letter for inviting candidate to interview
Candidate name and address
Thank you for your application for the post of Field product Promotion Executive in the Department of sales and marketing I am writing to request you to attend for interview at <time> on <date>.
The interview will take place in <building> which is located in <place>. On arrival you should report to HR Department. I am enclosing a map showing the location of the company in relation to the City of Bangalore.
The interview panel will consist of <members of interview panel>. The interview will last around <time duration>.
I would be most thankful if you could confirm that you are able to attend on <date>. If you have any requests in respect of admittance or facilities, should be grateful if you could also let us know.
Please bring to the interview an original document, i.e. your passport and/or your national identity card, indicating your nationality and your right to take up employment in the India. This will be copied and verified by a member of the Selection Panel.
Please let me know if you have any further queries.
Letter informing Candidates about bei1ng selected and completion of further formalities
Congratulation!Â Welcome to JAB co Ltd!
Â Â Â This is with reference to your discussions with us. We are pleased to inform that you have been selected at ABC LTD. Details of the compensation offer are attached in the mail. If you need any further clarifications please call on the number given below. Please note that this offer is valid subject to successful completion of your background/reference check. Please do revert to us with your acceptance at the earliest, to document the same for official purpose.
Please go through the attachment with regard to the Documents you need to carry on the day of Joining You are required to submit the following documents to us, on your Date of Joining(24-Sept-2008) which is mandatory.
Â Â Â Venue for Induction: Capitol Hotel, Opp to GPO, Next Vidhan Soudha, Raj Bhavan Road, Bangalore - 01
Â For any query with regard to compensation or documents do call me on the numbers mentioned below
Thanks & Regards,
HR - Staffing, Bangalore - 17
Email ID:firstname.lastname@example.org : Mob # - 98565412535Â
Letter informing candidate about not being selected
City, State, Zip
Thank you very much for interviewing for the position of ________________in the _____________(department/unit) at the JAB CO LTD. I am sorry to inform you that the position has been offered to and accepted by another candidate.
Thank you for your interest in this position. We wish you success in your job search.
Name (HR Dept)
The above Job description, recruitment plan and selection guide can be used to select the particular candidates for the field product promotion executives. Job descriptions include the whole details of job requirements which will be useful to select the candidates. Recruitment plan states the whole details how to bring out the candidates to the company. Each step include the details how to start and end the recruitment process. The selection guide will help to do the selection process properly. From the start receiving the resume to the placement of the employee is described. The letter formats can be used to the candidates according to the need. This details can be used by the regional director to do the recruitment and selection process.