This project entails a comprehensive job analysis. Job analysis is the backbone of all HR systems. This job analysis includes the dutics performed in their job, as well as the knowledge, skills, abilities, and other characteristies (KSAOs) required to perform the job. Based on job analysis given, you will ETTHER (1) devise a plan to recruit people for this specific job, (2) devise a selection system that would help select well-qualified people for this job, (3) develop a training. (4) OR a compensation plan. Appendiess and supplemental materials will be attached to the back of your core document. Job analysis is a process for determining the key requirements an individual should have /complete to be a successful performer in a particular role or job within a specific organizational context. I-1) Job: head of sales within the L'Oral company. 1-1-1) Company background 1. L'Oreal is a French industrial group of cosmetic products founded at the beginning of the 20ah century. Since its creation, it has devosed itself exclusively to the beauty sector. This group is present in 130 countries and has 27 brands and 68,900 employees. In 2011 , the brand filed 613 patents and achieved consolidated sales of 20.3 billion curos. L'Orebal shares have been listed on the Paris Stock Exchange since October 8, 1963. Today, these shares are listed on compartment A of Euronext Paris and are included in the calculation of the CAC 40 index. In September 2012 , the market capitalization amounted to 58.79 billion curos. The capital is 30% owned by the Bettencourt family, the second sharebolder being the Nestle group. Concerning the history of the L'Orcal group can bosst a century of cosmetic expertise. The origin of the group dates back to 1907, when the young French chemist Eugene Schueller developed a hair dye called "the Aurea". (-1-2) Mission The LOral mission is to offer all women and men the best in cosmetic innovation in terms of quality, efficiency and safety. By responding to the diversity of needs and desires around the world. Since its creation by a researcher, the group has been pushing the boundaries of knowledge. Her unique research allows her to constantly explore new territories and invent the products of the future, drawing inspiration from beauty rituals from around the world. Facilitate access to products that contribute to well-being, mobilize its innovative strength to preserve the beauty of the planet, support the communities around it. So many demanding challenges, sourees of inspiration and creativity for L'Or'al. Leaning on the diversity of its teams, the richness and the complementanity of its brand portfolio, L'Oral has made the universalization of beauty its project for the years to come. L'Oreal vision is convinced that there is "not one and only one model of beauty, but an infinite diversity, according to eras, cultures, histories, personalities". For them, universalizing does not mean standardizing, but on the contrary draw inspiration from diversity to innovate. Research and Innovation is reinventing itself to create cosmetic products adapted to the great diversity of the world. In each region of the globe, they have set up Research platforms, true centers of expertise at the service of tailor-made beauty. These centers invent new products which can become global successes. I-1-3) Values The values of the company are: Integrity, Respect, Courage and Transparency. Integrity because acting is vital to building and maintaining trust and good relationships. Respect because what they do affects many stakeholders. Courage because ethical dilemmas are rarely simple but must be addiressed. Transparency because they must always speak the truth, be sincere and be able to justify their actions and decisions. 1-1-4) Link between head of sales and the organization's strategic goals The job of Head of Sales for a company is extremely important, especially for a company as L'Oreal that has most of its benefits through the sale of its products. The Head of sales defines. animates and supenises a commercial strategy in order to increase the sales of the campany and to increase the tumoner. The job holder works in B2B or B2C companies which are intended to sell prodocts or services. Hisher activities are very important for a company because they need to: 1. Develop trade policy: Identify market developments and the positioning of the company on this market; highlight specific development avenues for this market; determine the products or services to launch, maintain and discontinue, as well as their quantity set their pricing policy; define the means of developing the company's offer; submit an operating budget to General Management; identify the appropriate commercial targets and define the CA development objectives. 2. Manage and implement trade policy: Support the sales foree in the field to advise them, set up the bonus system; recruit new employees; plan training actions for his team: laise with other company departments. 3. Manage key accounts business development: Prospect and retain strategic accounts for the company; conduct negotiations under new contracts; participate in fairs, conferences, all external representation events. 4. Track sales team results: Take stock of individual and collective results; validate the achievement of objectives; ensure reporting to General Management. I-2) Job description and Job specification 1-2-1) Job identification The head of sales is part of the direct business of the company. The person is supervised by the general manager. The first role of this person is to provide leadership over the sales department. She has to manage hisher team to achieve sales and rentability objectives. The Head of sales might have to travel frequently in many countries to provide financial information and to create commercial relation with the company customers. The second role of Head of Sales is a data-driven role that requires commercial expertise and a deep understanding of the consumer base. The person works on a computer most of the time, that's why s/he must demonstrate high proficiency in Microsoft Word and PowerPoint, which are necessary for the creating both visually and verbally reports and presentations. S/he is in contact with other department of the company. Every day with the financial and supply department and less frequently with the Human resources and the information technology department. Hisher The Head of Sales must possess exceptional communication that are especially important in enabling effective communication between his interactions with consumers and external partners. A candidate for this position needs to demonstrate exceptional leadership. He will have to manage a large group with people with different visjon and targets. We can conclude that the principal skills that are required for this job is the motivation, the leadership and the communication. 1-2-2) Tasks, Duties, Responsibilities - Use analyties tools to report sales strategy sucecsses and weaknesses - Developing sales target for the department and examining growth opportunities. - Coordinate people to achieve sales and rentabilities objective. - Build strong relationships with the external partners and consumers. - Prepare the figure and rentability reports. - Know how to use computer software. - Interact during meeting with his work team and customers. Instruction Decide whether you would like to develop a recruitment, selection, Iraining, or compensation system. Below is the information that would be included in each of the components. Note: Only complete one HR system... de net more than one HR system. Please consult the course textbook and scholarly articles cited in the textbook for guidance on how to develop a valid recruitment or selection system. The deliverable for this step should be about 3 pages in length. Option A: Recruitment. Using the information of the job analysis take the role of an HR professional charged with recruiting for this job. Deseribe in detail your strategy for attracting a large number of well-qualified candidates. Included in this at a minimum you should be addressing the following issues: - Who are you going recruir? Why? Justify your strategy. + Where are you going to recruit? (loternal vs. External, and if External, where exactly, eg. college campuses, lutereet). Why? Justify your strategy. - What methods are you going to use to advertise? Why? Justify your strategy. - What information will be conveyed to applicants about the opening? Why? Justify your strategy. - Are there any ethicallegal issues that should be considered? Option B: Selection. Using the informatios of the job analysis take the role of an HR professional charged with selecting employees for this job. Describe in detail your strategy for selecting the best person of persons for this job. Included in this at a minimum you shoold be addressing the followisg issues: - Review potential selection toolsimethods for selecting candidates for this position. o Describe at least 3 potential toolsimethods that could be used to select candidates into this job. Be sure to describe the costs and benefits for using cach of these Option B: Selection. Using the information of the job analysis take the role of an HR professional charged with selecting employees for this job. Describe in detail your strategy for selecting the best person or persens for this job. Included in this at a minimum you should be addressing the following issues: - Review polential selection lools/methods for selecting candidates for this position. - Describe at least 3 poteatial tools/metbods that could be used to select candidates into this job. Be sure to describe the costs and benefits for using each of these tools/methods given what we know about these tools/methods. Note, you do not actually have to use all of these tools'methods in your actual selection strategy. - Based on the information you gathered about the job and organization clearly and comprehensively describe the selection systemistrategy you would pursue. Why? Justify your strategy. (Be sure to make your selection strategy practical). - Are there any ethicalllegal issues that should be considered? Option C: Training. Using the information of the job analysis take the role of an HR professional charged with training employees for this job. Deseribe in detail your strategy for training the employees for this job. Included in this at a minimum you should be addressing the following issues: - What will be the focus of the training program? Why? Justify your choices. - Clearly and comprehensively describe your training program. For instance, what method(s) will you use to train? (Be sure to make your program practical). Justify why you are advocating the particular training system you deseribe. - How will you ensure transfer of training? - How will you evaluate training to ensure it is effective and not a waste of organizational resources? Be sure to explain. Option D: Compensation. Using the information of the job analysis take the role of an HR profession charged with developing an incentive plan for this job. Describe in detail your compensation/incentive plan for this job. Included in this at a minimum you should be addressing the following issaes: - Review a variety of possible iscentives that could be used for this job. You may consider financial and nonfinancial incentives. - Clearly asd comprehensively describe what specific incentives you would recommend for this job that would be belpful for recruiting, motivating, and retaining employees (and would be practical for the organization you selected). You must include at least two different incentives in your incentive plan. Be sure to justify your decisions. - How would you determine the salary/wage for this job? - Based on what you know about this job, do you think this would be an exempt or non-exempt position? What, if any, implications does this have for your incentive plan