Research Paper: Recruiting Managers (Research Paper Sample)

Research paper
Name
Institutional affiliation
Introduction
Business organizations, companies and other firms normally use various factors of production in order to produce final goods and services. Products sales to customers are according to various pricing techniques structured by the management. The factors of production include land, labor, capital, and entrepreneurship. These factors receive rewards at the end of a certain period according to the level of performance or other perceived traits. Key among these factors of production is labor; it is very vital in the sense that it consists of workers, management, and even consumers of the products of the firm (Robins, 2001).
The thesis of this research paper is: The outgoing or promoted managers should be tasked with the responsibility of recruiting their successors to ensure continuity in the organization. According to Ajman (2004) various firms use these factors of production in different quantities; quantity determination is by market value of factors, availability, product mix, and government policy regarding the use of various resources in an economy. When it comes to human capital or labor, factors like availability, level of skills and experience, motivation, and terms of service plays a vital role in determining the supply.
According to Gist (2004), business organizations are always on the look out to ensure that they get employees who have the necessary skills and experience. The supply of skilled people determines the nature of the remuneration that companies organizations pay to employees (Ross, 2003). In a situation where the supply of such people is low, firms will respond by offering better terms of employment to attract the required work force. For an organization to hire an employee, many factors have to be put into consideration. Apart from skills and experience, a firm will look at the role of the incoming individual, his/her contribution to the overall objective of the firm, and terms of service that the individual will demand.
In this paper, I as a senior marketing manager promoted from the post of a marketing coordinator will select an individual whom I think is most qualified and up to the task. I will take responsibility of supervising whoever I chose as my successor. For me to be able to play my new role well in to achieve the set goals, I have to engage in a thorough job analysis exercise and produce a job description. I will use the job description to develop a recruitment plan and selection strategy.
The selection strategy shall involve testing and interviewing; I will have to assess the capabilities of the applicants in order to come up with the best candidate. I will hire the best candidate with regard to capability and merit. I shall come up with evaluation techniques that I will use in monitoring the progress of the new marketing manager. Basing on my experience and understanding of that post, I will determine the amount of salary and explain to both the management and the incoming manager the reasons as to why I recommend the amount.
This paper is about job analysis; it refers to a comprehensive, rigorous approach to highlighting significant aspects of a job. It is a detailed statement of work behaviors and other information relevant to the job. It is also a purposeful, systematic process for collecting on the important work-related aspects of the job (Adams, 2000). Sounders (1997) describes it as a dynamic study of a job or job family.
To be able to achieve the goals set by this paper, the scientific management theory of organizational behavior is considered to achieve expected outcomes in this paper. Scientific leadership theory of organization behavior is an early theory which focus on how jobs are carried out to improve efficiency. According to Cross (2004) the first step in scientific leadership is to determine the objectives of the firm. Next, performance levels definition is necessary to replace the older components. Here, it assigns workers to specialties because managers believe that the selected individual is the best. The optimum method of operation determination occurs after that a standard time for job performance definition. Companies then select workers according to their fit to these new job requirements and nurture them to standard work methods.
My company, Universal Technology, is in search of a new marketing manager since I as the former manager got a promotion to the post of senior marketing manager. The company deals in software and hardware manufacturing for computers. Its products meet the needs of both domestic and international clients.
Qualifications of marketing manager
Be a holder of an undergraduate degree specializing in marketing. MBA will be an added advantage.
At least 5 years working experience in a busy marketing environment.
Must have a post graduate diploma in computer related aspects or its equivalent
Must be a member of any registered professional marketing body
Must have a good understanding of global marketing and be able to in a multi-cultural environment.
Job Requirements
Evaluating and researching new product opportunities, demand for potential products, and customer needs and insights.
General marketing strategy and execution of plans for existing products.
Working with product development department to manage new products.
Managing campaigns for launching new products.
Managing channels of distribution for products.
Ensuring effective marketing communications regarding the company website and advertising.
The job of the marketing manager involves the above specifications of which the best candidate must portray high levels of understanding before I recommend him/her for the job. My recruitment plan bases its mandate on the academic and professional outlay of a given candidate. The plan includes advertising the vacant position to the public; in this case I will use the print media and the web to pass the message. The message shall include the specific academic and other skills required, nature of the job, and dates of interviews.
The job of the marketing manager is open to both the current employees of this firm or any other person who meets the minimum requirements. The candidates shall avail themselves on the stipulated time and venue to be able to participate in both interviews and testing. With six senior marketing experts from leading marketing consultancy firms,  I will arrange interviews of all shortlisted candidates.
There shall be a panel of seven members in a recruitment board. The selection process will involve both the tests and interviewees. The tests aim is to prove how equipped the candidates are to enable the panel to entrust them with the marketing management responsibilities (Sounders, 1997). The process of selection shall be thorough to ensure that best candidate selection. Once the exercise is over, the panel shall analyze and evaluate all aspects surrounding the candidates, and I shall be able to come up with the best candidate whom I shall declare the new marketing manager.
Performance evaluation philosophy and method
According to Gist (2004), this refers to a periodic systematic process that assesses an individual employee’s work output according to a certain pre-established framework considering organizational objectives. I, as the senior marketing manager task is to take responsibility of monitoring the flow of marketing events in the company. I shall make sure that the new manager plays his/her role diligently. Tasks include to ensure that all marketing activities tasks are in time in order to realize the marketing objectives. The marketing manager will be answerable to me; he/she shall be reporting his weekly progress to my office. The manager will have to consult my office before taking major marketing decisions such as international marketing.
Marketing department of my company is always law compliant; I will ensure that the new manager stick to all marketing laws and regulations to avoid any legal feuds. The manager shall be reporting back to my office to evaluate his/her progress. My office shall be advising the manager accordingly regarding the issue at hand.
When it comes to performance evaluation philosophy and methods, I will have to employ a mixture of various methods to ensure that the marketing manager is contributing positively to the overall objectives of the organization. The methods that I shall use explanations are as follows:
Management by objectives method
According to Adams (2000), this is one of the most used methods in a company for judgment of an employee’s performance. I shall set objectives for the marketing manager and evaluate his/her performance periodically. I will split the objectives into the short term and long-term. When the manager achieves any of the set objectives I will reward him/her accordingly. In this method, objectives receive first priority and achieving the goal is more powerful than methodology.
Critical Incident Method
In this method, I as the senior marketing manager will write down the positive and negative behavioral performance of the marketing manager. I will carry out this exercise throughout the performance period and draft the final report. I will arrange for a meeting with the marketing manager to discus with him/her concerning his/her performance. This is so that I give him/her an opportunity to grow and establish his/her managerial skills.
Self-Evaluation
I will give the marketing manager an opportunity to carry out self-evaluation. I shall compare the information from this method to that from others in order to gauge the state of affairs. What this technique entail is asking the marketing manager to judge his/her own performance. This is possible by using a form that requires either multiple choice answers or essay-type answers. A combination of the two is useful under...