Proposed solution to problems
STRATEGIC MANAGEMENT
Challenge one:
Solution
ETI should be take their existing sales representatives as employees to improve the relationship with them, once inside the company as employees and having all the benefits that ETI offer, they may feel part of company, this could improve their sales performance, at this time they will work just for the company.
At the same time, ETI may hire new sales employees to be part of the new sales force to cover new areas that at the moment are not cover.
Recommendation
Company should use base plus commission as compensation package, to negotiate with the new create sales force, this should be a motivation for the sales force having guarantee based salary also to earn a commission base on the sales quota according with the company.
Design a sales plan and clarify with their sales force what is the …show more content…
Action plan
Identify which areas are needed to be fill and create the job description for each area, taking into account the experience, skill that will be expected from the candidates.
(Appendix 4: Recruitment plan for ETI)
Select the committee that will evaluate the candidates at least 6 people depending on the position.
Check all applicants and create a short list
Execute the interview trough the committee selected and ensure that they know the questions that will ask to the interviewers as well to reduce travel cost ETI could induce virtual interviews.
Finally, hire the right person for the position: once the interview has been completed, the committee will discuss which candidate fit with the require position.
Problem three:
Solution
Evaluating ETI employees Input and keeping a clear communication with them will be a strong motivation strategy.
Allow ETI employees to give open opinion and engage the employees to take part in the responsibilities and to help move the company will be a good way to motivate the
STRATEGIC MANAGEMENT
Challenge one:
Solution
ETI should be take their existing sales representatives as employees to improve the relationship with them, once inside the company as employees and having all the benefits that ETI offer, they may feel part of company, this could improve their sales performance, at this time they will work just for the company.
At the same time, ETI may hire new sales employees to be part of the new sales force to cover new areas that at the moment are not cover.
Recommendation
Company should use base plus commission as compensation package, to negotiate with the new create sales force, this should be a motivation for the sales force having guarantee based salary also to earn a commission base on the sales quota according with the company.
Design a sales plan and clarify with their sales force what is the …show more content…
Action plan
Identify which areas are needed to be fill and create the job description for each area, taking into account the experience, skill that will be expected from the candidates.
(Appendix 4: Recruitment plan for ETI)
Select the committee that will evaluate the candidates at least 6 people depending on the position.
Check all applicants and create a short list
Execute the interview trough the committee selected and ensure that they know the questions that will ask to the interviewers as well to reduce travel cost ETI could induce virtual interviews.
Finally, hire the right person for the position: once the interview has been completed, the committee will discuss which candidate fit with the require position.
Problem three:
Solution
Evaluating ETI employees Input and keeping a clear communication with them will be a strong motivation strategy.
Allow ETI employees to give open opinion and engage the employees to take part in the responsibilities and to help move the company will be a good way to motivate the