Reference no: EM132344770
Task 1
Assessment Instructions
This is an individual assessment. You are required to demonstrate the ability to establish personal work goals. The candidate will also demonstrate the ability to set and meet work priorities.
If you need help understanding any questions, ask your assessor to explain.
For this task, you will set work goals and prioritise work goals. You will then develop two work plans to achieve two work goals. You are required to keep a journal containing your reflections on and explanation of the process of managing work priorities.
Read the case study, then complete all the requirements as directed.
Case Study
Fixmycar Pty Ltd is a roadside service company that has been operating in Australia for the last 3 year. Key services include:
• Towing Assistance
• Flat battery assistance
• Flat Tire Assistance
• Emergency key service
• Collision Assistance
• Water/Fuel/Oil/Fluid Delivery Services
The company has three main departments: sales, call centre and roadside service.
You have just begun work as the sales manager in Fixmycar Pty Ltd. You know that to effectively lead your team you need to be organised, focussed and skilled. To achieve this, you have decided to establish your personal work goals and you need to review your job description, business plans, business goals and policies and procedures
Company mission:
• To build and operate a nationally recognised brand in the roadside service industry by utilising a partnership within the automotive industry and affiliate companies with a focus on providing premium service.
• To offer the premiere 24/7 roadside assistance program in Australia that is affordable to all and exceeds customers' expectations.
Strategic plan
The organisation has the strategic objective to grow the services component of the business in the next twelve months. Their objective is to improve profitability by 20% by 30 June 201X.
JOB DESCRIPTION: Sales Manager
• Manages sales of the company's products and services in within a defined geographic area.
• Ensures consistent, profitable growth in sales revenues through positive planning, deployment and management of sales personnel.
• Identifies objectives, strategies and action plans to improve short- and long-term sales and earnings.
CORE FUNCTIONS:
• Collaborates with Director of Sales in establishing and recommending the most realistic sales goals for the company.
• Manages an assigned geographic sales area or product line to maximize sales revenues and meet corporate objectives.
• Establishes and manages effective programs to compensate, coach, appraise and train sales personnel.
DETAILS OF FUNCTION:
• Performs sales activities on major accounts and negotiates sales price and discounts in consultation with Director of Sales.
• Manages personnel and develops sales and sales support staff.
• Reviews progress of sales roles throughout the company.
• Accurately forecasts annual, quarterly and monthly revenue streams.
• Develops specific plans to ensure revenue growth in all company's products.
• Provides quarterly results assessments of sales staff's productivity.
• Coordinates proper company resources to ensure efficient and stable sales results.
• Formulates all sales policies, practices and procedures.
• Assists sales personnel in establishing personal contact and rapport with top echelon decision-makers.
• Collaborates with Director of Sales to develop sales strategies to improve market share in all product lines.
• Interprets short- and long-term effects on sales strategies in operating profit.
• Educates sales team by establishing programs/seminars in the areas of new account sales and growth, sales of emerging products and multi-product sales, profitability, improved presentation strategies, competitive strategies, proper use and level of sales support, management of expenses and business/financial issues on contracts.
• Collaborates with Director of Sales to establish and control budgets for sales promotion and trade show expenses.
• Reviews expenses and recommends economies.
• Holds regular meeting with sales staff.
REPORTING:
Report directly to Director of Sales.
QUALIFICATIONS:
• A university degree in marketing or business studies is preferred; or a minimum of seven years of related experience; or the equivalent combination of formal education and experience.
• Problem-solving and analytical skills to interpret sales performance and market trend information.
• Proven ability to motivate and lead the sales team.
• Experience in developing marketing and sales strategies.
• Excellent oral and written communication skills, plus a good working knowledge of Microsoft Office Suite is required.
• A valid driver's license.
Professional Development Policy (Extract)
Purpose
This policy seeks to balance the needs of staff for professional development, the needs of the organisation for properly qualified staff, and the need to staff the organisation's services.
The purpose of this policy is
• to encourage and support employees in their professional and career development as part of their employment with the organisation;
• to provide administrative guidelines to facilitate fairness and equity in the application of these general principles.
Policy
1. Position-specific professional development
Where the CEO decides that it is necessary for a staff member to acquire a particular skill, to learn specific material, or to acquire specific qualifications in order for them to carry out the duties attached to their existing position, the organisation shall be fully responsible for all costs incurred in acquiring that skill, that learning, or that qualification, and the staff member shall, where necessary, be given permission to attend any such course within working hours.
It would normally be expected that any such requirements would have been taken into account in the drawing up of a position description and set out in the criteria for selection; it would thus seldom be the case that continuing employees would be required to acquire new qualifications.
2. Non-position-specific professional development
In its performance review procedures the organisation shall in every case encourage the person concerned to explore their available professional development options.
Where an employee wishes to pursue further education or training but the CEO has not required that person to acquire a particular skill, to learn specific material, or to acquire specific qualifications to carry out the duties attached to their existing position, the organisation shall endeavour to facilitate such education or training through
– permitting (at the discretion of the CEO, and taking into account the efficiency of the workplace) any rearrangement of working hours that would assist such development
– permitting (at the discretion of the CEO, and taking into account the efficiency of the workplace) any use by the person of the organisation's equipment or services that would assist in that development
– permitting (at the discretion of the CEO, and taking into account the efficiency of the workplace) any annual leave or unpaid leave arrangements that would assist in that development
– granting up to two days study leave as necessary to attend examinations.
Educational or training requirements involving reimbursement of fees or provision of paid study leave may also be negotiated as part of the contract of employment between the employee and the organisation.
Requirements
1. Review your job description, business plans, business goals and policies and procedures.
In your journal, provide a list of the organisation's policies, procedures and plans that will inform team and personal goal setting.
2. Based on your job description, establish four goals (including both personal and team goals).
In your journal, describe how and why you established goals. Explain the value of personal and team goal-setting in Fixmycar Pty Ltd.
3. Develop KPIs to measure performance related to work goals.
In your journal, describe:
a. How the KPIs will be used to measure goal-related performance.
b. How you will maintain performance under varying conditions and contingencies. Give specific examples.
c. How, given your own personal strengths and weaknesses, you will capitalise on or minimise the effect of these personal traits in your work plans.
4. Consider a range of activities to advance work goals. Prioritise possible activities. Choose two work goals to develop work plans for.
In your journal, describe the process you undertook to prioritise activities. Describe competing demands and how you plan to manage these to achieve goals.
5. Referring to the template provided in Appendix 1 as an example, use Microsoft Word to develop two work plans to achieve the two goals you have prioritised.
In your journal, describe the process of developing your plans to manage work priorities. Describe how you have used the plans to manage time efficiently.
6. In your journal, describe:
a. How you will ensure you serve as a positive role model through work planning and organisation. Give examples. Describe how your work plans serve as examples to follow in your workplace.
b. How you will maintain appropriate work-life balance, manage stress and maintain health.
7. Submit your work plans and journal to your assessor. Ensure you keep a copy of all work submitted for your records.
Task 2
Assessment Instructions
This is an individual assessment. You are required to demonstrate the skills and knowledge required to develop and maintain professional competence. If you need help understanding any questions, ask your assessor to explain.
You will develop a professional development plan with career objectives and an action plan. To assist in the development of your plan, you are required to seek feedback on your professional competency. You are required to keep a journal containing your refection on, and explanation of, the process of planning professional development.
Requirements
1. Assess your personal knowledge and skills against competency standards such as enterprise specific competencies or nationally endorsed units of competency.
In your journal, describe the process you undertook to assess your professional competency.
2. Meet with two people who are familiar with your work and can assess aspects of your professional competency, such as employees, colleagues, clients or supervisors to seek feedback on your work performance. Take notes to submit as evidence of your meeting.
In your journal, describe the meeting, and the questioning and active listening techniques you used to elicit the feedback.
3. Using the template provided in Appendix 1 develop a professional development plan. You should include:
a. development opportunities, such as training; include opportunities to undertake within one year and within five years
b. new skills you aim to acquire to achieve or maintain a competitive edge
c. planned participation in networks or professional associations to enhance professional development
d. timeframes in which to achieve development opportunities, new skills, participation in networks.
In your journal, you should discuss:
a. how you analysed and applied feedback to your professional
development plan
b. the process you undertook to identify, evaluate and select the development opportunities included in your professional development plan - discuss learning styles and application to your planning
c. new skills you plan to acquire - explain how acquiring these skills will provide a competitive edge
d. examples of networking you have undertaken or are currently undertaking to enhance knowledge, skills or work relationships
e. how these plans align to relevant organisational policies and procedures and how they align to organisational goals and your work role.
4. Submit your professional development plan, feedback notes and journal to your assessor. Ensure you keep a copy of all work submitted for your records.
To be deemed competent you will need to successfully demonstrate the following:
You must provide:
• a professional development plan
• meeting notes
• a journal
Attachment:- Manage personal work priorities and professional development - Assessment format.rar