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HARMANPAL SINGH MBA 1C 2012893

Punjab College of Technical Education

MBA- 1C
Human Resource Management Project Assignment (Phase 1 & 2)

Job Description & Job Specification,

Recruitment Process & Selection Process,
Appropriate Induction & Training Programme

BUSINESS DEVELOPER FOR BUILDING

MATERIALS IN JAPAN
Submitted To:
Ms. Namrata Bhalla, Assistant professor at Department of
Business Management, PCTE Group of Institutes, Ludhiana
Submitted By: Harmanpal Singh

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SUMMARY OF BUSINESS DEVELOPER FOR BUILDING MATERIALS IN

JAPAN

We are the leading manufacturer of custom machinery and building material in Japan and overseas. Our
business is growing rapidly, and we need a skilled Business Developer to acquire and manage new client
relationships. The ideal candidate will have experience in B2B and B2C sales, as well as skills related to
strategic analysis and marketing. In this role, you will be responsible for developing relationships with
our clients, negotiating contracts and closing deals. We will rely on you to partner with our marketing
department to conduct market research and develop a strategic business development plan. Travel
throughout Japan is required for this position.

BUSINESS DEVELOPER FOR BUILDINGS MATERIALS JOB DESCRIPTION IN JAPAN

A Business Developer has to perform following duties: -

Identify potential clients in the target market and complete appropriate research on the
prospective client’s business and equipment needs
Develop relationships with prospective clients, while maintaining existing client
relationships
Partner with sales teams to create contract-winning proposals for current and
prospective clients
Negotiate contract terms with clients and communicate terms to stakeholders
Collaborate with design and production teams to ensure contracted product
specifications are executed on-time and as agreed
Become a subject matter expert on our business products, processes and operations,
and remain up-to-date on industry news

BUSINESS DEVELOPER FOR BUILDING MATERIALS JOB SPECIFICATION IN

JAPAN

Qualifications needed to succeed in this position are:

Bachelor’s degree or equivalent work experience in related field

Demonstrated achievement in B2B sales
Excellent verbal and written communication skills, including facilitation of group
presentations
Proficiency in Microsoft Office applications, including Outlook, Word, Excel,
PowerPoint and Access and industry-specific analysis software
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Basic understanding of the industry, with the ability to become a subject matter expert
on the job
Innovation and problem-solving skills that include the ability to develop and propose
equipment-based solutions for clients

BUSINESS DEVELOPER FOR BUILDING MATERIALS RECRUITMENT AND

SELECTION PROCESS IN JAPAN

The selection or recruitment process starts with: -

 STAGE ONE : CAREER OPPORTUNITY AND APPLICATION

Identify the role that best suits your qualifications and career aspirations and submit your CV and
covering letter online.

 STAGE TWO : INITIAL TELEPHONE INTERVIEW

If your profile matches what we are looking for, a member of our recruitment team will contact you. If
necessary, an initial telephone interview will be arranged to enable us to find out more about you.

 STAGE THREE : FIRST-ROUND INTERVIEWS

If we consider that you are a potential candidate for the position, you will be invited to attend face-to-
face interviews. Conducted by a panel, including the hiring manager, this interview helps us to
understand your career interests, educational background, skills, competencies and experience, as well as
what motivates you to succeed at work.

 STAGE FOUR : ASSESSMENTS

We may invite you to participate in a psychometric assessment which allows us to better understand your
motivation and how you behave at work.

 STAGE FIVE : SECOND-ROUND INTERVIEWS

If you successfully complete the first round, you will be invited to participate in a second interview.
These interviews will enable both you and COMPANY to assess the potential for future collaboration
and for you to get an additional insight into what working with us is like.

 REFERENCE CHECK
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We will ask your referees to answer questions about your previous work performance, your skills and
behaviour at work.

 SELECTION DECISION AND OFFER

Our selection panel will identify the most qualified candidate for the post. Once you have been selected
for the role, your HR representative will send you an employment offer and answer any questions you
may have.

BUSINESS DEVELOPER FOR BUILDING MATERIALS INDUCTION

AND TRAINING PROGRAMME IN JAPAN

1. . Structure the induction training into core phases

First Phase – The welcome and General Administration for day one, including critical policies and
procedures
Second Phase – This should cover their department and job over the first three months. For example:
Organisation and department goals
Introduction to their department and the team
The job role and performance measurement
Safety policies and procedures
Systems and procedures
Information technology
Third Phase – Involves learning about the Organisation. Hence cover this gradually during the first
three months. For example, topics might include:
History and culture
Products and the people

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2. Induction/Welcome Pack

It is also helpful to provide the employee with an Induction Pack – a simple folder (hard or electronic)
with all the relevant written information that can be gathered in advance. This will help them acquire the
key points you have highlighted.

In addition, you can also include within this pack, any forms required by the organisation to be
completed. For example, include a glossary of terms (jargon and an explanation), as well as a “who’s
who” – ideally an organisation chart of all personnel, and any statutory procedures that need to be
followed.

3. Online learning modules

Use online learning modules in the induction process of new team members. This helps make the process
more fun, interactive and interesting, as the online learning often includes video footage and audio clips.
Hence, companies are becoming more inventive with the medium of learning, as a greater range of
technology becomes available to us.

4. Plan the role and responsibilities of an Induction Coach:

It is then helpful to consider who could support the effective implementation of the induction process for
a new employee. In addition, consider what role they will play within the programme.

Highlight someone in the department – say another employee, who could partner or coach the new
employee in the early stages. This approach usually proves helpful for everyone concerned. Then agree
and clarify the role they take on, with them. For example, it could include but not be limited to:

 Introducing each department team member

 Providing a tour of the department and staff facilities
 Explaining the workings of the department along with the departmental systems, policies and
procedures
 Detailing the department safety policies and procedures such as fire evacuation procedures,
acquiring first aid treatment
 Training core job related tasks
 Taking the team member to lunch and tea/coffee breaks
 Introducing the social aspects of the organisation

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5. Record the achievements within the induction programme

It is helpful to build in some form of checking and recording system for achievement against each key
part of the induction programme.

As a result, the new staff member and their line manager can check how they are progressing within the
induction programme phase. In addition, it will ensure that your organisation has a training record of the
new team member’s learning.

6. Conduct induction review discussions

In order to ensure the effectiveness of the induction and that the new employee is settling in well, it is
helpful to schedule a short review meeting into the induction programme on a regular basis. For example,
a good guideline for these timings is:

 First month – at the end of each week

 Months two & three – at the end of each month

7. Link the induction to your performance management process

These induction review discussions also help you link the induction to the performance
management/appraisal cycle. As a result, specific job objectives can then be set after say three months,
once you and the new team member are happy that they have achieved the goals within the induction
programme

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Elements &Checklists of an Induction Programme

 an introduction to the business, colleagues and important stakeholders (eg. team

leader)

 an overview of the organisational history, structure, visions, culture and values

 employee handbook briefing and reference to the code of conduct

 job description for the employee such as title, roles, and responsibilities

 roster or work schedule

 copy of their employment agreement, company handbook and HR manual

 Work Health and Safety information (layout of premises, including fire exits, first aid
facilities; overview of WHS policies)

 induction and setup of workstation and systems

 overview of upcoming key dates and events

 provided with tools of trade (ID, keys, name badge, swipe card, phone etc.)

 contact list of staff member