Case Study – Jerk Stars Ltd- Sales and Marketing Human Resources Dilemma

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<p align="justify">1. As applicable to other department managers, a human resources manager invigilates the departments and employees. Jeffery, as director of sales and marketing, supervises the sales, marketing, and logistics staff. Ms. Polack being the top sales person is in charge of selling spices and packaged goods.</p>
<p align="justify">The many factors that prevent employee theft are as follows. More often than not, particular emphasis is placed upon retrieving the stolen property and on firing the employee. Jeffery is advised to analyze the problem. Securing products from employee theft ought to be added to security challenges in Jerk Stars Ltd. Jeffery ought to plan a scheme on to how thefts may be avoided. Multinational companies and other businesses have rigorous processes that make employee theft impossible. However, it is small businesses and corporations such as Jerk Stars Ltd, that are susceptible to theft.</p>
<p align="justify">A long-term solution to Ms. Patrick’s theft would be to monitor the addition of new employees thoroughly. Jerk Starks started their business by selling dried and bottled spices in the Jamaican market. At a small level, there is trust among the employees. However, as the business expands, the employees may not always be reliable and dependable.</p>
<p align="justify">Jeffery ought to make sure that the power within the company is distributed and not limited to the sales and marketing heads. Strict rules and regulations ought to be implied to deter fraudulent activities. Ms. Patrick was promoted to such a position as she had proved her trustworthiness and task-performing capability without supervision.</p>
<p align="justify">The possible step Jeffery can take, and the only sensible one, ought to be terminating Ms. Patrick’s affiliation with Jerk Stars Ltd. It is released the U.S. chamber of commerce that approximately 75% employees steal once during their job. Employee theft has been a right trigger for failing businesses. It is estimated that around 20% of every dollar earned by the firm is lost in employee theft. Ms. Patrick may have been stealing for many months, and the consequences have come out now to Jeffery. More than half perpetrators are managers; in this situation the sales representative. (Employee Theft, n.d.)</p>
<p align="justify">Jerk Starks Ltd. has the capability to form a strict monitoring process. It ought to regulate the reason for disparities in profits. For Jeffery to retain his role as the sales and marketing director and to ensure that theft activities will not follow, Ms. Patrick’s job ought to be terminated.</p>
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2. Keeping in mind that a flexi-work policy had been introduced in the company for over a year, Mrs. Stephens’ request is not invalid. The benefits of work flexible hours are for the employees to gain more control over off time. The apparent reason that flexible work time was introduced was for the employees to balance their job and life. Mrs. Stephens requested a change in her Friday schedules. By flexi-time, the request should be accepted and she ought to be accommodated.</p>
<p align="justify">For Jerk Stars, the policy would extend into scheduling longer work hours. The work to be done on Friday may be relocated throughout the week. The goal of applying work flexible hours is to keep ahold of valued staff members. Team coverage should also be high on Jerk Stars Ltd. If an employee is to leave the job or demand for an unexpected leave, there should be substitute staff. The use of facilities should be efficient. For employees, such as Mrs. Stephens, being able to optimize work during quiet times is suitable. During regular work hours, the work may not be optimal.</p>
<p align="justify">Tools for managing and controlling work hours is applied. It is Jeffery’s job to implement effective HR policies. In small firms, such as Jerk Star Ltd, flexibility can be a daunting task. After an event or office party, the entire department might be underprepared to handle the work for the day. In such scenarios the employees might feel that the HR manager is disgruntled; this will result in underperformance among the employees.</p>
<p align="justify">These scenarios come into play regularly in small firms. Mrs. Stephens may expect her employees to be empathic towards her request. In addition to assuming an acceptance to her request, flexi work hours may further her belief in Jeffery’s decision. The employees, in general, ought to be included in forming policies for the entire firm. A comprehensive consultation ought to be done in Jerk Stars, for the employees and Jeffery to discuss any feasible requests.</p>
<p align="justify">3. The sales department is under a lot scrutiny due to the recent events. A solution to these problems is to design a training program of sales and marketing. The first step in creating a plan is to finalize the budget for training. The role of each person in sales and marketing is unique. The tactic applied for marketing the company should be taken into account while training old and new employees. The short term and long term customer relationship is important and should be included in the training program. Specific marketing strategies such as advertising and PR or maximizing on social media and internet marketing ought to be translated into the training program objectives. (Hart, 2011)</p>
<p align="justify">Marketing staff members, in Jerk Stars, may feel the need to brush up their management skills through a thorough training. Weaknesses and reduction in performance have been considered in the firm. As an HR manager, dealing with the ongoing problems is the priority. Practical training procedures are necessary for building skills in sales. Sales jobs are created upon actual work. Role play exercises should ideally be amalgamated into the training program.</p>
<p align="justify">If jerk star employees lack marketing and sales skills, they ought to go through the training program and in extreme cases the employment be reconsidered. Sales and marketing consultants should also be brought in for advanced training procedures. The validation of the specifics of training programs should be sent to the decision-makers of the firm.</p>
<p align="justify">Looking at the current state of Jerk stars, training workshops are a necessity and not just an option. Technology-amalgamation is rapidly rising in businesses, online training during or after duty hours is also preferred. A planned training and schedule is essential in training and developing a cost-effective training program. Marketing and sales personnel require continuous training in their career. The trends change daily and keeping updated with them is essential for the program designers and program trainees. Designing an apt training program requires inputs from known suppliers of training program methods. The material required includes PowerPoint presentations, training manuals and other relevant data over the past year affecting the company.</p>
<p align="justify">4.Necessity has been felt to add a job description for the band manager. The primary responsibilities are as follows. The brand manager is concerned with the licensing and image of the brand. Their task is to ensure the successful running of products and brand value. Their job requires them to plan, direct and develop an effective marketing plan. An effort is made to increase the performance of the brand in the market.</p>
<p align="justify">Optimizing on the brand&#8217;s profit is another aspect of the job. Positioning of the products in the market and maintain an image is required by the brand manager. A variety of skills is required by the brand manager. From researching latest trends in the market to designing an appropriate marketing scheme the responsibilities are numerous. Various departments are under the liability of the manager. Carrying out efficient consumer research trends is a central aspect of the job. (Baran) The duty may also extend to overseeing and meeting with new clients daily. Organizing the events in Jerk Star Ltd, in addition to monitoring launch parties is expected.</p>
<p align="justify">The metrics the company should opt for are for the new employee to have a degree in marketing, business or a rated degree. Many firms and corporations prefer that the manager holds an advanced degree and Jerk Star is no different. Ensuring proper operations inside the business requires a particular emphasis on employing a capable manager. There is not one particular degree to apply for such a job. The entry route is significant.</p>
<p align="justify">A few aspects that are not related to the education of the individual and are related to personal qualities are as follows. Being confident and calm during the job is required. Organizing and laying out a thorough scheme is needed to carry out the job. Like any other job, communication is essential. Being able to communicate and to present the skills is obligatory. Understanding the marketing principles in theory and applying them is also needed at the time of performing the job. Analyzing and multi-tasking are a given. However, reinstating the given requirements is crucial while employing a new manager.</p>
<p align="justify">5. Creating an incentive program is somewhat necessary for a firm. The program may not always be monetary inclined. As Jerk Stars decision makers we should have a glance at how the incentive programs have disappointed its employees in the past. Policy makers tend to overlook what the workers need. Elaborate plans are never preferred by the employees. It is necessary to differentiate the advantages from the disadvantages from the various incentive schemes. As a policy maker, it is a need to create a plan that promotes the high quality of work and also encourages a good moral behavior among the employees. Ensuring a non-competitive program, for the salespeople, is good for the company. This competitiveness comes into play when managers, salespeople, and executives work with consumers and are pressured to achieving company profits. (Steenburgh, 2008)</p>
<p align="justify">An incentive program that may be applied to Jerk Stars is that of Lump-sum bonuses. The bonus is an amount earned after a particular period. The lump-sum collection may be set to yearly, quarterly or monthly. This method may not be the only way to incent the salesperson. Incentives work on commissions as well. However, the usage of bonuses helps in optimizing ongoing work.</p>
<p align="justify">There are a few known advantages along with disadvantages. The only apparent advantage of lump-sum bonuses is that the workers strive to achieve their best quality of work. Without such hefty bonuses, being paid regular employees in sales and marketing may get discouraged. Due to the challenging nature of sales and marketing goals, such quotas are set. As a worker achieves a set performance level, the bonus is given. The benefit to Jerk Star in setting such incentives is that it optimizes the job done by the workforce.</p>
<p align="justify">As an adapting firm., changes should be made to the incentive programs. The reason a lump-sum method opted was to ensure ongoing quality of work. Perhaps, the next program to be adopted could be that of keeping a fixed commission rate. The advantages of maintaining a base salary for policymakers is to ensure that the money is being optimally spent by the firm. Being sure of the work quality is highly required by Jerk Stars Ltd.</p>
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