In 1998, the Ontario government passed Bill 35 to deregulate competitive aspects of the gas and...

 

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In 1998, the Ontario government passed Bill 35 to deregulate competitive aspects of the gas and electricity industry. Before this time this sector was highly regulated by the Ontario Energy Board for all services related to gas and electricity distribution. After de-regulation, companies separated into regulated (primarily the storage and distribution services) and de-regulated (primarily energy purchasing, service, and equipment sales) components. As a result of this change, consumers had more choices concerning the companies they chose for their energy services and products. As a result, companies (e.g., Consumers Gas, Union Gas) that operated in a regulated environment for their services and products now had to compete with other firms for a significant portion of their business (e.g., selling gas and gas appliances). This competition was a new and significant change in their approach to sales and service. Although they had Sales Representatives in the regulated business (and a job description), they were concerned that the job may need to change due to the increased competition and number of products and services after de-regulation. In response to these changes in the regulations, one gas company has decided to re-organize itself into two new companies: one operating in gas storage and distribution and the other in the competitive gas, service, and retail equipment business. You have been hired on a consulting contract to assist in the identification and placement of sales employees into the two new businesses. How would you determine the characteristics needed for the new sales job? What job analysis and/or competency modeling approach would you consider and why? In 1998, the Ontario government passed Bill 35 to deregulate competitive aspects of the gas and electricity industry. Before this time this sector was highly regulated by the Ontario Energy Board for all services related to gas and electricity distribution. After de-regulation, companies separated into regulated (primarily the storage and distribution services) and de-regulated (primarily energy purchasing, service, and equipment sales) components. As a result of this change, consumers had more choices concerning the companies they chose for their energy services and products. As a result, companies (e.g., Consumers Gas, Union Gas) that operated in a regulated environment for their services and products now had to compete with other firms for a significant portion of their business (e.g., selling gas and gas appliances). This competition was a new and significant change in their approach to sales and service. Although they had Sales Representatives in the regulated business (and a job description), they were concerned that the job may need to change due to the increased competition and number of products and services after de-regulation. In response to these changes in the regulations, one gas company has decided to re-organize itself into two new companies: one operating in gas storage and distribution and the other in the competitive gas, service, and retail equipment business. You have been hired on a consulting contract to assist in the identification and placement of sales employees into the two new businesses. How would you determine the characteristics needed for the new sales job? What job analysis and/or competency modeling approach would you consider and why?

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