Running head: Atha Executive Plan 2

Table of Contents
Cover Page 1
Table of Contents 2
Executive Summary 3
Human Resource Functional Area 5
Human Resource Organizational Chart 6
Sales and Marketing Functional Area 7
Sales and Marketing Organizational Chart……………………………………………………………………………………………….8

New Hire Interview Questions…………………………………………………………………………………………………………………9

Performance Standards…………………………………………………………………………………………………………………………11

Personal Insight…………………………………………………………………………………………………………………………………….15

References…………………………………………………………………………………………………………………………………………...17

Appendices………………………………………………………………………………………………………………………………………….18
 Running head: Atha Executive Plan 3

Executive Summary

Here at the Atha Corporation, our main objective goals for the upcoming fiscal year are too; double our

sales and increase our consumer market, increase employee productivity among our current

employees, and to hire several new employees for each department to add to the sales and

productivity for the coming year. The Atha Corporation has secured financial backing from a

venture capital firm that will be allocated appropriately amongst each department to aid in the

efforts of our future sales goals. Our management team is imperative to the implementation of all

new ideas. All department managers are working together in conjunction with the Human

Resources Department to ensure the proper management, performance, and moral amongst the

employees. Two Human Resource Generalists and one Human Resource Assistant will be hired,

rounding out the total number of H.R. employees to seven. The Human Resource Department is

dedicated to upholding the organizations standards and ethics to ensure that the needs of the

employees and the company are met. Constant changes in business and economic climates will

require human resources to innovate and adjust to fit the company’s needs. If our company is to

stay competitive we must hire, train, and retain employees. Hiring practices will be focused on

hiring skilled workers with the most experience in their field. Human resources have developed a

training manual for each department. All department managers are required to attend bi-weekly

training sessions so that they are equipped to then train the staff in their department on new

policies, quality control, and work requirements. The new training models have been designed to

increase knowledge as well as job satisfaction. We want our current employees as well as all new
Running head: Atha Executive Plan 4

hires to stay with our company and receive on the job training to enhance their skill as well as

add skilled workers to our workforce. Our Sales and Marketing Department will be working

hand and hand with our Human Resources Department. Our evolved sales plan includes the

hiring of seven additional employees rounding out the total number of Sales and Marketing

employees to nineteen. Two additional Field Sales Representatives will be hired as we extend

our outside sales regions, and one Inside Sales Representative will be hired to round out our in

house sales team and help handle the additional work that comes with a larger sales region. One

additional Customer Service Representative will be hired to help handle the increase in customer

calls due to the influx of new customers, and calls from existing customers. One Marketing and

Sales Strategist will be hired to help create, develop, and implement new ideas, and procedures

for the sales team as well as for the entire department. Two Sales and Marketing Administrative

Assistants will also be hired to assist in day to day operations of the department. Proper

communication and cooperation between management and employees is vital to the success of

all departments. Hiring of new employees to help implement new ideas and double sales is also

required to help meet our goals. Investing in the expansion of our various departments is critical

to meeting our sales needs and the needs of our customers.

 Running head: Atha Executive Plan 5

Human Resources Functional Area

The Atha Corporation Human Resource Departments purpose statement is to: Provide professional

support to the organization while creating a safe and stable work environment for employees. We

believe our purpose statement will help motivate our employees and help to provide trust

amongst our employees as the statement informs them that we are committed to their safety and

well being. Strategic changes must be implemented to ensure that the Human Resources

Department does its part to ensure that the company’s goal of doubling sales in the next fiscal

year is reached. In order to fulfill The Atha Corporation’s restructuring needs the human

resources functional area goal is to: hire and train employees, reconfigure company policies, and

distribute new job responsibilities. Implementing new human resource policies and practices will

allow new and old employees to show understanding of the department's vision, mission, values;

and a strong commitment to our company (Guide 1996). The consolidation and reorganization of

the Human Resources department is sure to display The Atha Corporation’s greatest asset:

human capital. It is also our goal to structure the Human Resource Department to serve as a

model to all other departments within the organization to follow proper chain of command within

the department. We have created an organizational chart that clearly shows the chain of

command of the Human Resource Department as well as provides a brief idea of what each

individual within the departments responsibilities are. This chart includes both the executive and

management level employees as well as the individual employees the heads of departments are

responsible for.
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Human Resources Organizational Chart

Vice President of Human

Resouce Dept.
(Oversees Entire H.R.
Department)

Human
Human Resources
Resources Manager
Manager
(Manages
(Manages Day
Day to
to Day
Day Functions
Functions
of
of all
all H.R.
H.R. Employees, Policy
Employees, Policy
Development)
Development)

Human Resources Generalist

Human Resources Generalist 44
Human Resource Generalist
Human Resource Generalist 11 Human Resource Generalist
Human Resource Generalist 22 Human Resource Generalist
Human Resource Generalist 33 (Organizational Development,
(Organizational Development,
(Recrutting &
(Recrutting & Staffing, Employee
Staffing, Employee (Recrutting
(Recrutting &
& Staffing,
Staffing, (Organizational Development,
(Organizational Development, Organizational
Organizational Statistics
Statistics &
&
Relations,
Relations, Employee Saftey
Employee Saftey Compansation
Compansation & & Benefits,
Benefits, Proceedual
Proceedual Development,
Development, Retention,
Retention, Organizational
Organizational Code
Code
Proceedures)
Proceedures) Training
Training &
& Development
Development )) Employee
Employee Risk
Risk Management)
Management) & Ethics)
& Ethics)

Human Resource Assistant

Human Resource Assistant
(Assist
(Assist All
All H.R. Generalist with
H.R. Generalist with
Day
Day to Day Administrative &
to Day Administrative &
Clerical Duties)
Clerical Duties)
Running head: Atha Executive Plan 7

Sales and Marketing Functional Area

The Sales and Marketing Departments purpose statement is to: Perform and create all sales and

marketing procedures and duties that are in the best interest of the company and our

consumers. We believe this purpose statement will help to motivate our employees and

help to provide trust amongst our employees because the statement advises that we take

into consideration the best interest of the company as a whole and our customers. In order

to provide the client the most marketable product, the Sales and Marketing Department

must work closely with production in order to define what the features, advantages, and

benefits are of The Atha Corporation are. How does it compare with another company of

similar status? Conversely, sales and marketing can provide “in field” information from

the field representatives about what the client loves, and would love to improve, about the

company. This also can lead to new product lines the production team will develop to

meet changing wants and needs dictated by market. As we have been working closely

with the Human Resources Department, we have modeled an organizational chart for the

Sales and Marketing Department that follows the example of chain of command

displayed by H.R. Our organizational chart includes all executive and management level

employees as well as the individual employees those heads of departments are

responsible for.
Running head: Atha Executive Plan 8

Sales and Marketing Organizational Structure

Sales and
Sales and
Marketing Vice
Marketing Vice
President
President

Director of Sales
Director of Sales
and Marketing
and Marketing

Market
Market Research
Research Customer
Customer Service
Service
Manager
Manager Manager
Manager

Marketing
Marketing && Market Research
Market Research Customer
Customer Service
Service Customer
Customer Service
Service
Sales Statagist
Sales Statagist Associate
Associate Representative
Representative Representative
Representative

Administrative
Administrative Customer
Customer Service
Service Customer
Customer Service
Service
Assistant
Assistant Representative
Representative Representative
Representative

Sales Manager
Sales Manager

Field
Field Sales
Sales Field Sales
Field Sales
Representative
Representative Representative
Representative

Field
Field Sales
Sales Field Sales
Field Sales
Representative
Representative Representative
Representative

Inside
Inside Sales
Sales Inside Sales
Inside Sales
Representative
Representative Representative
Representative

Administrative
Administrative
Assistant
Assistant
Running head: Atha Executive Plan 9

New Hire Interview Questions

The following questions are designed for The Human Resource Departments interview process.

These questions are just a few examples of the questions that are posed to candidates

applying for employment within the Human Resource Department.

Why are you seeking this position?

This question is asked to try and get some idea as to what intentions and motivations this
person may have for this position.
 
    Why are you leaving or have left your previous employer?
This question is asked to gage this candidate’s loyalty towards the people or person that
they work for.
 
Where do you see yourself in five years?
This question is asked to see if this candidate wants to remain with the organization long
term.
 
How would you handle a situation where an employee came to you to report conflict
with another employee?
This question is asked to gage this candidate’s prior experience in the H.R. field.
 
Have you ever been in a situation where an employee disliked you or had conflict
with you? If so how did you handle that situation?
This question is asked to see how well this candidate works with others.

The following questions are designed for the Sales and Marketing Departments interview

process. These questions are just a few examples of the questions posed to candidates

applying for employment within the Sakes and Marketing Department.

What motivates or drives you when trying to make a sale or close a deal with a
customer?
This question is asked to get some understanding as to why this candidate has chosen
this field of work.
 
What was your toughest customer sale? How did you make the sale?
This question is asked to some sense of this candidate’s style of sales as well as their
morals and ethics.
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How do you recover from making a mistake in front of a customer? Please provide
an example.
This question is asked to gage this candidate’s ability to bounce back from a bad
situation.
 
How would you handle a situation where your co-worker had an emergency and
had to leave and asked you to handle their biggest client? Keep in mind the meeting
with this client is in 30 min.
This question is asked to see how well this candidate works under pressure.
 
 How would you handle a situation where a long term client suddenly decides they
no longer what to do business with the organization you work for?
This question is asked to see how well this candidate handles rejection.
Running head: Atha Executive Plan 11

Performance Standards

The following performance standards are a part of the Human Resources employee job

description. These performance standards are required but not limited to the

descriptions listed here.

Human Resource Manager. The human resource manager is responsible for the oversight of all

of the company’s employees. This functional area is also responsible for establishing and

implementing company policies, managing payroll budgets, staff relations, and staff

training and development. The human resource manager must work in compliance with

company policy and federal law to ensure that all personnel are eligible to work for our

company. We suggest that the human resource manager have at least a bachelor’s degree

in human resources and at least three years of experience managing 100 or more

employees.

Human Resource Assistant- An assistant is responsible for the clerical responsibilities of the

department. The assistant will also provide help when needed to the department manager

as well as the H.R. Generalist. The assistant will help with employee background checks,

employee time card issues, maintaining employee files, and various other office related

duties as requested by the Human Resource Manager. This position should be filled by

someone with active knowledge of all office related clerical functions and at least a

minimum of two years prior experience in the clerical field.

Human Resource Generalist- The human resource generalist is responsible for a variety of roles

within the human resource department. Duties may include: selecting potential

candidates, conducting interviews, records keeping, and payroll. Human resource

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generalists must be computer savvy because this position requires a lot of clerical duties

including data entry. The position for HR generalist should be filled by someone who has

experience in the position, is college educated, and is highly organized.

The following performance standards are a part of the Sales and Marketing Departments

employee’s job descriptions. These performance standards are required but not limited to

the descriptions listed here.

Sales and Marketing Manager- Sells products by implementing sales plans and supervising sales

staff, determines annual unit and gross-profit plans by implementing marketing strategies

and analyzing trends and results, establishes sales objectives by furcating and

determining annual sales quotas for regions and territories; projecting expected sales

volume and profit for existing and new items, implements national sales programs by

developing field sales action plans, completes national sales operational requirements by

scheduling and assigning employees; following up on work results, maintains sales staff

by recruiting, selecting, orienting, and training employees, maintains sales staff job

results by counseling and disciplining employees; planning, monitoring, and appraising

job results, and contributes to team efforts by accomplishing related results as needed

(Retrieved 2014, monster.com)

Customer Service Manager- Maintains customer satisfaction by providing problem solving

resources; managing staff, achieves customer service human resource objectives by

recruiting, selecting, orienting, training, assigning, scheduling, coaching, counseling and

disciplining employees; communicating job expectations, planning, monitoring,

appraising, and reviewing job contributions; enforcing policies and procedures. Meets
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customer service financial objectives by forecasting requirements; preparing an annual

budget, scheduling expenditures, analyzing variances, and initiating corrective actions.

Improves customer service quality results by studying, evaluating, and re-designing

practices; establishing and communicating service metrics, monitoring and analyzing

results. Maximizes customer operational performance by providing help desk resources

and technical advice; resolving problems; disseminating advisories, warnings, and new

techniques; detecting and diagnosing network problems (Retrieved 2014, monster.com).

Marketing and Sales Strategist- Work with Production Manager to identify new market

opportunities, and work with beta-customers to complete concept testing for new

products, conduct market research to analyze competitors; determine brand perceptions,

evaluate market penetration, and understand customer needs, analyze marketing metrics

to identify cause and effect relationships between marketing actions and financial

outcomes to increase profitability, complete competitive analysis to maintain our

competitive advantages, integrate market research data with our Sales and Marketing

software system to create new leads, monitor and track competitive advertisements, PR,

and website managing (Retrieved 2014, inc.com).

Field Sales Representative- Meet face to face with customers to market, explain, and sell

products and services; determine where potential sales leads are and compellingly

promote our products and services, create presentations that are tailored to the needs of

the customer; when a sales lead is found, the representative must help the customer

purchase the product and afterwards sales report must be completed and turned in to sales

management (Pearson, Charles. Retrieved 2014).

Running head: Atha Executive Plan 14

Inside Sales Representative- Must be an excellent listener with excellent time management,

verbal, communication, and presentation skills; self motivated and competitive, but also a

good team player; must have good problem solving skills and a high level of integrity;

must meet required sales quotas and have the ability to handle high call volumes, must a

minimum of one year prior experience (Grace, Natalie. Retrieved 2014).

Customer Service Representative- Serves customers by providing product and service

information; resolving product and service problems, maintains customer records by

updating account information, resolves product or service problems by clarifying

customers complaints and determining the cause of the customers problem; selecting and

explaining the best solution to solve that problem, following up to ensure resolution, must

have excellent verbal and communication skills, must have a minimum of one year prior

experience in related field (Retrieved 2014, monster.com).

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Personal Insight

While working on this project, I was able to learn through my readings and research a lot about

the sales and marketing field. Prior to beginning this project my past experiences where

in the field of Insurance Management and Human Resources. Because I chose Sales and

Marketing as my functional area in this project, I was able to learn and process new

information that I had not previously heard before. For instance, a sales manager has

various duties and obligations that don’t necessarily include making an actual sale. The

actual sales that are made through the department are usually made by an inside and/or

outside filed sales associate. I also learned that someone who specializes in research (a

market researcher or sales strategist) is responsible for predicting the changing markets.

At the heart of a marketing analyst's job is the need to conduct extensive research and

provide analysis that can be beneficial to his employer. Analysts need to have a penchant

for dealing with numbers and seeing patterns and trends. This requires someone who is

detail-oriented in the work that they do and is willing to commit long hours to research

and problem-solving. Because analysts sometimes work on collaborative projects with

other analysts and professionals in related departments, they must have excellent

interpersonal communication skills and must be able to convey complex data in an

accessible manner (Lewis, Jared. Retrieved 2014 ehow.com). It was interesting for me to

learn about this field and I feel as though some of the information I learned related to

Sales and Marketing can potentially help me in my future career in Human Resource

Management. I will have a better understanding of the types of employees the sales
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department looks for as well as a better understanding of the responsibilities required of

an individual in the sales field.

 Running head: Atha Executive Plan 17

References

Grace, Natalia. An Inside Sales Representative’s Job Description, Retrieved June 11, 2014 from

http://everydaylife.globalpost.com/inside-sales-representatives-job-description-

11668.html

Guide on Developing a HRM Plan (1996). Civil Service Branch. Retrieved from

http://www.csb.gov.hk/english/publication/files/Develop_HRM_Plan_e.pdf

Lewis, Jared. The Qualifications of a Marketing Analyst, Retrieved June 11, 2014 from

http://www.ehow.com/info_8043830_qualifications-marketing-analyst.html

Pearson, Charles. Job Description for field Sales Representative, Retrieved June 11, 2014 from

http://www.ehow.com/about_6532589_job-description-field-sales-representative.html

Unknown Author, Customer Service Manager Job Description, Retrieved June 11, 2014 from

http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-

descriptions/customer-service-manager-job-description-sample.aspx

Unknown Author, Customer Service Representative Job Description, Retrieved June 11, 2014 from

http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-

descriptions/customer-service-representative-job-description-sample.aspx

Unknown Author, Marketing Analysis Job Description, Retrieved June 11, 204 from

http://www.inc.com/tools/marketing-analyst-job-description.html

Unknown Author, Sales Manager Job Description, Retrieved June 11, 2014 from

http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-

descriptions/sales-manager-job-description-sample.aspx