Discuss about the HR Employees Enterprise Management.
The employees are the keys to an enterprise. It is important for them to hire the right and compatible personnel to perform the specific job roles. Any specific job role, especially the marketing team of a company needs to be provided with the best and typically compatible leaders or the managers. As the employees are not only the one who faces the effects of the right recruitment but also the company itself has to confront the upshots. Hence, it is important for a company to evaluate the hiring pattern and introduce the necessary changes to improve the recruitment process. Here, within the short span of this report, the author will discuss the recruitment objectives and other details for the post of marketing manager in the company named COCA COLA AMATIL in Australia.
As opined by O’Cass and Sok (2013), Marketing managers mainly focus on the pragmatic application and administration of an organization’s marketing maneuvers. If the micro and macro environmental analysis of the COCA COLA AMATIL can be done, it can be noticed that the company is facing the issues like strong competition in the soft drinks market with Pepsi (Ccamatil.com, 2016). It is international issue for coca cola and its associates. As mentioned by Bratton and Gold (2012), a marketing manager can be able to find the new marketing and business opportunities for the company. It will help it to find the space to grow for the COCA COLA AMATIL. As mentioned by Metzger (2014), the COCA COLA AMATIL is continuously facing the issue of low market selling of some of their products. It is needed for the company to make an extensive market research for the failure of these products and lay down some pragmatic strategic policies for the marketing of these products. Therefore, for the better market penetration, COCA COLA AMATIL needs to recruit a competent marketing manager.
The specifications of the performance standards for the applicants (KPIs):
Net contribution to the company: the cost to the company and the revenue generated will be measured. The result should be positive and 10% higher than before.
The sales growth: The sales figure has to up by minimum 10% by the end of the financial year.
The marketing qualified leads: It has to increase minimum 12% by the end of the financial year.
The employee engagement: The employee engagement has to increase by minimum 5% by the end of the financial year.
The customer loyalty: The customer loyalty has to be increase by 12% by the end of the financial year.
These can be identified as the KPIs for the job role of the marketing manager for the COCA COLA AMATIL.
The job specification:
The applicant is needed to identify the new business and marketing opportunities for the company “COCA COLA AMATIL”. As discussed by O’Cass and Sok (2013), it is important for a marketing manager to identify the local marketing opportunities like the new target population, the demand pattern of the consumers etc. It is important for the marketing manager to be able to work in a team. As he will be designated as the leader of the marketing team, it is important for the candidate to be able to perform the leadership roles. The manager needs to be able to conduct the market research and set the strategy for marketing in accordance with the company values and the market demand. It is also expected that he will be able to collect the information from the company’s customer database for consumer satisfaction survey. Thus, he is expected to initiate and promote a better customer satisfaction.
A job advertisement can be made available to the potential candidates for the said job role. The advertisement will include the followings:
About the company:
The coco cola amatil is one of the largest producers and distributors of beverages and ready to eat snacks in the region of Asia-Pacific. COCA COLA AMATIL directly employs around 14,000 employees and indirectly develops a number of jobs throughout the supply chain (Szybiak et al. 2013). The company needs to recruit a marketing manager for the development of their marketing strength.
The role:
Identify and utilize the new business opportunities.
Revise and manage the management system of the marketing team.
Successfully perform the market research and decide the new and innovative marketing strategy.
Maintain and present the related data to the higher authority whenever applicable.
Motivate and engage the marketing team for better performance.
Focus on the development of the brand popularity and the customer loyalty with the marketing strategies.
Lead generation n the market.
Other related tasks as directed by the higher authority.
The expected qualification:
The candidate needs to be a graduate.
He has to possess a prior experience of the industry.
He needs to have a positive attitude, high enthusiasm and leadership quality.
He has to have a sheer analytical power for analyzing the future market demand.
Proficiency in computer handling
The benefits:
The benefits will be according to the CCA pay role.
The applicants should make an online application with their updated CV in the company website within the last date of the next month.
Contact details:
The company website of COCA COLA AMATIL (Metzger 2014) can be contacted.
Interview:
The applicants have to go through a face-to-face interview. Here, he needs to come with all the related documents of his claims in the CV. The immediate higher authority of the said designation will conduct this interview solely.
A feedback form:
As discussed by Morecroft (2015), It is needed for a company to provide a time-to-time feedback to the employees for the performance appraisal. The following feedback from can be provided to the candidates of the post of marketing manager in COCA COLA AMATIL. It will help them to track the performance and improvement level of the employees.
This feedback form will be provided to the employees in every 3 months interval. As mentioned by Cameron (2012), a short-term feedback pattern helps the employees and the company to identify that fields of the employee skills those to be improved. COCA COLA AMATIL will follow a well-structured training module for the improvement of the skills of their marketing managers.
Figure 1:
(Source: Jiang et al. 2012)
For the improvement of the recruitment process, the following can be recommended.
1. For the posts like marketing manager in COCA COLA AMATIL, it is needed for the company to specify more details regarding the job role of the designation. It is also needed to be specific about the expectations of the company (Randle et al. 2013).
2. As discussed by Cottingham (2014), an autocratic hiring process cannot ensure best recruitment. The company needs to maintain an expert group for whole of the recruitment and feedback process. However, for the feedback, the immediate higher authority can also be consulted.
3. It is also important for the company to provide a better detail of the company performance, growth, development and the company culture to the applicants. Hence COCA COLA AMATIL needs to provide more company detail to recruit the best competent performer (Buller and McEvoy 2012).
Conclusion:
In the conclusion, it can be said that a company like COCA COLA AMATIL, needs to focus in their recruitment process with a better concentration. A company, which is operating worldwide, it is a pre requisite for them to follow a well structured interview and recruitment pattern and a process of feedback to the applicants so that they become well aware of their performance status. It will also be helpful for them to update their skills and performance and thus will lead to the overall growth of the company itself. A company like COCA COLA AMATIL, which is facing a tough competition in the market, it is important to hire the best competent marketing manger to obtain the competitive advantage in the Australian soft drink market. As discussed previously, to attain the causes of hiring a marketing manager, COCA COLA AMATIL also need to follow the provided recommendations.
References:
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Cameron, K.S., 2012. Positive leadership: Strategies for extraordinary performance. Berrett-Koehler Publishers.
Ccamatil.com. (2016). Coca-Cola Amatil | Home. [online] Available at: https://www.ccamatil.com/ [Accessed 14 Jun. 2016].
Cottingham, M.D., 2014. Recruiting Men, Constructing Manhood How Health Care Organizations Mobilize Masculinities as Nursing Recruitment Strategy.Gender & Society, 28(1), pp.133-156.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal,55(6), pp.1264-1294.
Metzger, K., 2014. The Import of Culture? The Coca Cola Company in America and Australia.
Morecroft, J.D., 2015. Strategic modelling and business dynamics: A feedback systems approach. John Wiley & Sons.
O’Cass, A. and Sok, P., 2013. Exploring innovation driven value creation in B2B service firms: The roles of the manager, employees, and customers in value creation. Journal of Business Research, 66(8), pp.1074-1084.
Randle, M., Leisch, F. and Dolnicar, S., 2013. Competition or collaboration? The effect of non-profit brand image on volunteer recruitment strategy. Journal of Brand Management, 20(8), pp.689-704.
Szybiak, M.A., Swanson, M., Shilton, T., Pratt, S. and Slevin, T., 2013. Coca-Cola media campaign: Securing the transnational bottom line in the name of obesity. Obesity Research & Clinical Practice, 7, pp.e30-e31.
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