Human Resource Job Analysis

Human Recourse Management BMGMT2302
Ms. Najwa Aldardeer
Student Name:
ID:
Phase: 1, 2, 3,& 4
Total: 30 points
Select a job title or choose from the following link a job title:
http://online.onetcenter.org
Learning outcomes:
By doing this compile assignments, the student will learn,
· The major trends and forces that are shaping the modern HR in
the Saudi market.
· Apply job analysis ( job description and job specification)
· Identify different types of interviews.
· Make recommendation about a training course for a specific
job.

· Apply the pay plan.
· Make recommendation about the best performance appraisal
for a selected job.
The Assignment is following the Bloom’s Taxonomy
· Evaluating : Critiquing, rating , grading, examining, assessing
, inferring, drawing conclusion , and forming opinion for Jobs
· Synthesis: linking new information with previous information
· Analysis: Examining, breaking down jobs
· Application: using knowledge and comprehension; solving
problems
· Comprehension: Understanding, paraphrasing, and interpreting
· Knowledge: naming ,recognizing , identifying , recognizing ,
and reciting
I am------------------ , I promise that this compile of assignments
are done all by me. I have searched for the information in
different websites, and the websites which were used, are
mentioned in the reference page (last page)
Signature -----------------------
Date-------------------------------
Content
Phase one:
Recent HR trends and forces------------------------------------------
--------------------------Question 1
Job description --------------------------------------------------------
----------------------------Question 2
Job specification ------------------------------------------------------
----------------------------Question 2
Phase two
Interview----------------------------------------------------------------
---------------------------Question 3
Phase three
Training course --------------------------------------------------------
---------------------------Question 4

Performance appraisal-------------------------------------------------
---------------------------Question 5
Phase four
Pay plan-----------------------------------------------------------------
----------------------------Question 6
Phase One ( every phase should has its references )
· Question 1
Investigate what are the recent trends and forces affecting the
Saudi Human Resource Management. Check the following
· Job relevant technical skills and educational (it must be 5
points, and every point should have its example )
Vital skills such as communication skills, critical thinking and
ability to solve problem. Human resource professional in Saudi
recognize the desire to address trials of working with various
workforce. Organization strive to attain saudisation quota, they
are training and employing entry level employees.
· Engaged employees
In Saudi Arabia many human resource manager believes that
Saudi nationals move from company to another company with
hope of increased wage. That clearly indicate that they are
engaged with idea of financial reward rather than working.
· Government pressure to increase saudisation (this point should
be talking about the saudisation in Saudi Arabia , they prefer
and choosing Saudi people to work than foreign people, and
replace the foreign people with Saudi people to increase
saudisation and decrease unemployment )
Human resource role in Saudi Arabia is to shift the working
away from administrative role and create strategic function that
is based on organizational goals support through ensuring the
firm has right people.
· Question 2
Individually develop a job description and a job Specification.
Check the following:
The method used to collect data
Qualitative method

Quantitave method
Why have you chosen this method
· Qualitative method –provide valuable data for product design
Quantitative method-provide data about market size,
demographics
The advantages and disadvantages of the selected method
( what are advantages and what are the disadvantages ? specify )
Qualitative merits-
· understand human experience in specific setting.
· Produces detailed description of applicant feeling.
Demerits
· It a times leave out background sensitivities and focus lot on
know-hows
· Plan architects may give credibility to result .
Quantitavi-Merits
· It allows researcher to measure and do data analysis.
· It can be used in hypothesis testing during experiments.
Demerits
· It does not study things in a natural setting.
Large trial of inhabitants must be studied
The job description
Job title; assistant marketing manager
FLSA status; exempt
Job summary
Execute effective marketing strategies; analyze success of
campaign; marketing promotional inventory materials
maintance; trade shows
Essential job duties
· Create and implement top generation packages
· Scrutinize data to conclude campaign effectiveness
· Guarantee artistic marketing resources go through consistent
analysis and brand guidelines are adhered to
· Create marketing presentation
· Convey marketing activity with approved budget

Unusual element
· Persistence-requires persistence during obstacle
· Integrity-honesty and being ethical is required
· Stress tolerance-criticism acceptance and dealing calmly with
stress situations
Knowledge requirement
· Sales and marketing-knowledge of methods used to promote
and sell services and products.
· Management and administrative-principle of management in
strategic planning.
Customer and personal service-principle of providing
personal and dissemination techniques and methods.
· Customer and personal service-principle of providing personal
and customer service
Skill required
· Communication skills; talking to people to convey message
· Persuasion skills; to convince buyer to purchase a product
· Negotiation skills; bringing people together to reconcile
differences.
· Critical thinking; reason to identify weakness and strength of
a solution
Ability required
· Display capability to upsurge production and constantly
improve methods while enduring price sensitive.
· Capability to lead in an atmosphere of continuous change.
· Displays high degree of common sense working with
coworkers.
Education background
Bachelor’s degree in any business field; marketing, business
studies.
Experience
2years of experience
Licence
Business permit from our firm
Method used

· Qualitative method –provide valuable data for product design
· Quantitative method-provide data about market
size,demographics
· Advantage and a disadvantage
Qualitative merits-
· understand human experience in specific setting.
· Produces detailed description of applicant feeling.
Demerits
· It a times leave out background sensitivities and focus lot on
know-hows
· Plan architects may give credibility to result .
Quantitavi-Merits
· It allowsresearcher to measure and do data analysis.
· It can be used in hypothesis testing during experiments.
Demerits
· It does not study things in a natural setting.
· Large trial of inhabitants must be studied
Trends and forces (Main trend and forces (4 points ) with its
examples )
· Changing skill and requirement-know how of digital
marketing.
· Technology-use of social media in marketing.
· Continuous improvement programs.
· Mass customization
Grading Criteria
Sections
0.25
Job title.
FLSA status.
http://www.flsa.com/coverage.html
Job summary
Essential job duty task statements

Job context or any unusual elements
Knowledge required to perform job.
http://en.wikipedia.org/wiki/Job_knowledge
Skills required to perform job.
http://www.investopedia.com/terms/t/technical-job-skills.asp
Abilities required to perform job.
http://www.hrbartender.com/2013/recruiting/the-difference-
between-knowledge-skills-and-abilities/
Education required.
Experience required
Licensure required or certification desired to perform the job.
Method used
Advantages and disadvantages you have faced while using the
collecting method.( minimum 2 of each)
X 8
Main trends and forces (3Minimum) Explanation of forces with
examples ( must be different than the text book)
Explanation no more than three lines.
X 12
Following the instruction of filling up this table
Your answers must be on a bullet points format
And reference your work
Must submit each phase with the previous phases and the
coming phases leave them empty
X 4

Total
9 point
Phase Two: (should has the references that you used in this
phase )· Question 3
Write interview questions that are related to the selected job in
question 1.
· In bullet points write the most important job description and
job specification.
· Write questions to test the needed description and
specification.
· Define the type of questions that you have used , and why did
you use these types
Job description and job specification: (it should has 10 points)
· Skills and competence
· Education qualification
· Qualifications
· Effective marketing strategies
(Give a weight for each previous point according to how
important each point ( more weight on more important
requirement to perform the job)
Test needed to test description (the interview questions should
be 6 questions,
Must test the candidate on his/ her ability to fit the job by
matching the questions asked to the job requirements/
specifications that you have mentioned up.
What can you bring to our company?
This questions tries to answer the type of skill the marketer can
bring to the company.
What are some of tactics that never work?
This looks into seeing the marketing failures that should be
avoided.
Have you ever run any marketing campaign before?

These tries to look at the applicant accomplishment before with
the previous companies that she worked with.
Write Specific key answers of the above questions ( no more
than two line, only key answers)
Define the type of question used.
Open ended question. This allows the interviewee to give her
opnion .through this gathered opinion a lot of conclusion can be
drawn.
Grading Criteria
Sections
0.25
Most important job requirements, list them on bullet points no
more than 10 points
X 10
Give a weight for each previous point according to how
important each point ( more weight on more important
requirement to perform the job)
X 10
Interview questions (min 5)
specifications that you have mentioned up.
X 10
Specific key answers of the above questions ( no more than two
line, only key answers)
X10
Type of questions and why
X4
X 4

Total
12 point
Phase Three: (should has the references that you used in this
phase only)
· Question 4
Using the same job title in question 1, propose a training
program for an entry level employee or just promoted employee.
Specify the best method to deliver this training program, and
justify your selection. Check the following,
( There is two Name of the training program and two What do
you want to enhance, it must be only one name of training
program and one what do you want to enhance.)
· What do you want to enhance; ( must be something from the
job analysis. Is it from the job analysis? )
I want to enhance knowledge of the trainee so that they can
handle changing marketing trends.
Name of the training program (Must be existed provide the
link of the website where you have found it must suit entry
level employee and must develop the employee)
CADET APS-it allows employee to complete an suitable tertiary
–level course top to required grade by the agency. Most time is
spent both taking academic study as well as working with
related agency during study breaks.
· Question 5
Choose the best performance appraisal for your selected job in
question 1, and justify your selection. Describe how you are
going to implement it on the job.
Name of the training program (Must be existed provide the link
of the website where you have found it must suit entry level
employee and must develop the employee)
Cadet Australian public service
What do you want to enhance ( must be something from the job

analysis. Is it from the job analysis? )
I want to enhance skills and knowledge.what ever the trainee
learn can put it into practice during study breaks work.
Explanation of the course and elements related to the course
Using these teaching, agency has elasticity to come up with
program that meet trainee needs. they can be trained in areas
where there is shortage of experience and necessary skills
Couse objectives
· To ensure workforce diversity.
· Ensure there is improve in production of new employees and
contribution acceleration.
· To induct new employees through effective way of training.
Best performance appraisal ( is it form the selected job in
question 1- phase 1 ?)
Frequently and informally
Reasons
· It gives the manager better information and keep him with
upto date information about his people activities.
· It is easier to identify difficult issues and find solution rapidly
before they are too serious.
· Frequent reviews reduces the chance of ignoring thing through
increasing reliability of performance data
Implementation requirement
· Definition of appraisal objectives
· Establishment of job expectation
· Appraisal design program
· Performance appraisal
· Interview performance
· Variable opportunity identification.
1.Training manager performance form ( from where did you get
this sample ? please put the references )
Name:……………………
Evaluation period:……………….
Title: …………………
Date:…………………

PERFOMANCE PLANNING AND RESULT
2 Knowledge of work
i. Outstanding
ii. Average
iii. Below average
3 Communication
i. Outstanding
ii. Average
iii. Below average
4 Decision making skills
i. Outstanding
ii. Average
iii. Below average
5 Customer responsive
i. Outstanding
ii. Average
iii. Below average
Appearance
Employee ……………………………………………..
Date…………
Evaluated by ………………………………………………
Date……….
Reviewed by …………………………………………………
Date………
Grading Criteria
Sections
0.25
Name of the training program
Must be existed ( provide the link of the website where you
have found it) must suit entry level employee and must develop
the employee.

X4
What do you want to enhance; skills, knowledge or ability?
Must be something from the job analysis.
X4
Explanation of the course and all elements related to the course.
X4
Course objectives
X4
The best performance appraisal and why?
X4
Implementation requirements
Show a sample of your performance appraisal on your chosen
job
X4
X4
Total
7 points
Phase Four: (should has the references that you used in this
phase only)
Question 6
Create a range of the market competitive pays. Conduct a
research inside the Saudi market.
Pay range (from which website did you get this information? )

Job Title
Average salary
Senior marketing consultant
4000 SAR
Marketing coordinator
4300 SAR
Assistant marketing coordinator
4800 SAR
Brand marketing
3500 SAR
Grading Criteria
Section
0.25
Pay range and specification of the employee level.
X4
Must submit all phases
X4
Total
2 points
Comment
· Late submission -2 marks on the late part
Reference List ( the references list should has all the references
that you used the 4 phases )
Https ://www.sokanu.com/careers/marketing-manager/
Https ://www.glassdoor.com/Salary/Victoria-s-Secret-Stores-

Marketing-Manager-Salaries-E13903 D K025,42 .htm
https://www.glassdoor.com/job-listing/end-user-marketing-
manager-public-philips-lighting-JV IC3110290 kO0,33
KE34,50.htm?jl=1981064312
https://www.otec.org/Training-
Solution
s-Overview/Service-Excellence.aspx
http://www.slideshare.net/martinezrosie780/training-manager-
performance-appraisal
Ms. Najwa Aldardeer , Spring 2016-2017, Human Resource
Management
Criteria
Total Points
Earned Points
Introduction that provides sufficient context for the community
· Offers insight into the history and/or current practices of the
community (5 pts.)
· Succeeds in defining a literacy (5 pts.)
· An argumentative thesis that explains how the chosen literacy
affects the community ( 5 pts.)
15

Well-structured and coherent argument with strong topic
sentences and supporting evidence
· The essay answers the prompt and remains on topic (10)
· Uses transitions effectively and ideas progress logically (10
pts)
· Each topic sentence makes a claim that is backed up by strong
evidence (10 pts)
· All evidence is followed by well-thought-out analysis (10 pts.)
· Maintains focus in each paragraph (10 pts).
50
Length – at least 3 FULL pages not including Works Cited page
10
Formal tone and linguistic clarity
10
Approved Proposal and Provided Interviews
10
MLA format and Works Cited page
5
Grade

100
Community-Based Literacy Rubric
Human Recourse Management BMGMT2302
Ms. Najwa Aldardeer
Student Name: Tuleen
ID:
Phase: 1, 2, 3,& 4
Total: 30 points

Select a job title or choose from the following link a job title:
Victoria’s Secret Marketing Manager
http://online.onetcenter.org
Learning outcomes:
By doing this compile assignments, the student will learn,
· The major trends and forces that are shaping the modern HR in
the Saudi market.
· Apply job analysis ( job description and job specification)
· Identify different types of interviews.
· Make recommendation about a training course for a specific
job.
· Apply the pay plan.
· Make recommendation about the best performance appraisal
for a selected job.
The Assignment is following the Bloom’s Taxonomy
· Evaluating : Critiquing, rating , grading, examining, assessing
, inferring, drawing conclusion , and forming opinion for Jobs

· Synthesis: linking new information with previous information
· Analysis: Examining, breaking down jobs
· Application: using knowledge and comprehension; solving
problems
· Comprehension: Understanding, paraphrasing, and interpreting
· Knowledge: naming ,recognizing , identifying , recognizing ,
and reciting
I am Tuleen Basrawi , I promise that this compile of
assignments are done all by me. I have searched for the
information in different websites, and the websites which were
used, are mentioned in the reference page (last page)
Signature -----------------------
Date Sunday, October 29, 2016
Content
Phase one:
Recent HR trends and forces------------------------------------------

--------------------------Question 1
Job description --------------------------------------------------------
----------------------------Question 2
Job specification ------------------------------------------------------
----------------------------Question 2
Phase two
Interview----------------------------------------------------------------
---------------------------Question 3
Phase three
Training course --------------------------------------------------------
---------------------------Question 4
Performance appraisal-------------------------------------------------
---------------------------Question 5
Phase four
Pay plan-----------------------------------------------------------------
----------------------------Question 6

Phase One
· Question 1
Interview an HR department at any organization, and find out
the recent trends and forces affecting the Saudi Human
Resource Management. Check the following:
· Main trends and forces
· Brief explanation of each and example
· What did the company do with the force/trend (if applicable)
The main trend and forces that affect Saudi Human resources:
1- Saudiazation: Saudiazation means recruiting and choosing
the Saudi people for jobs and replacing the foreign workers with
Saudi workers. As the government decided to implement
Saudiazation to minimize unemployment for Saudis, it is
somehow a policy that is performed by Ministry of Labor. For
instance, if two persons want to apply for a job they will have
to do an interview and so if one of them is foreign, the Saudi
person will have the priority of getting the chance and be hired
for this job
2- Technology: Today, Technology is a major thing for all
departments. It saves time and money for executing tasks.
Moreover, make functions easier and professional. For example,

human resource department depends on technology, and it helps
the manager to be better as well. Because of the technology,
Saudi human resource management is now developed and can
also attract employees and motivate them through technology.
3- Employment of Women In Saudi Arabia: Women in Saudi
Arabia face few obstacles in employment. The reason is that
Saudi Arabia a male-dominated society whereas women here
cannot work in any place; they have specific possible places
that they can work in. Recently, women started to work in
various places and the choices of the jobs have risen for
example women can work as a supermarket cashier or selling
cosmetic products in the shopping mall. However, still the
percentage of women employment is low. Human resource
managers should take this into consideration and try to increase
numbers of women in the Saudi labor force.
4- Globalization:Globalization is having people from different
nations and linking them together in the same community. For
example, nowadays human resource managers can recruit
workers from the whole world. Globalization makes businesses
easier and much more productive. The Human resources
managers become more aware about the world’s events and
changes because of globalization.

· Question 2
Individually develop a job description and a job Specification
from any organization. Check the following:
· The method used to collect data
· Why have you chosen this method
· The advantages and disadvantages of the selected method
· The job description template
· The job specification template
The method used to collect data:Used Background method.
The reason of why I choose this method:As a market manager he
will deal with many people. As a result, he will have a
background in managing himself and prepare to be professional
and successful manager in the company. He will have a
background about leadership, training, and how to treat the
employees. He should know a lot of things which include the
managing thinking as well.
The advantages that I faced:
· Information is available in any time.
· Information is accurate and detailed.
· Ease of data collection.
The disadvantages that I faced:

· Time consuming while searching about the information.
· Some website that can be beneficial for my information is not
available to access.
Job Description:
· Job title: Victoria’s Secret Marketing Manager
· FLSA status: Exempt
· Job summary: As End User Marketing Manager Public works
for Victoria's Secret Stores, he is responsible for driving
consistent End User marketing strategy and activities to
stimulate market pull. He will define and execute Lead
Generation programs in the market supporting sales funnel
creation. He will also lead the efforts in generating consumer
insights analyzing and understanding market trends in the Saudi
market. He has the opportunity to join a leading, innovative
brand with attractive products and services. He can build a
marketing career in an international environment, where he can
make an impact on a rapidly developing business. In addition,
the company that a marketing manager will work in offers a
competitive package of benefits including a good salary and
career development opportunities.
· Essential job duties task statement:
· Driving consistent end-user marketing strategies and activities

to stimulate market pull and drive preference for Philips
Lighting Saudi Arabia (PLSA) solutions.
· Manage revenue and IGM targets within the assigned end-user
segment.
· Maximize Lighting products positioning.
· Drive cross-functional collaboration, strategic focus and
organization agility.
· Influence a winning spirit, embedding our culture in the
channel sales teams.
· Analyzes the market dynamics, based on benchmark insights
on market, customer and competition, identifies and prioritizes
the internal and external factors that will drive Philips
leadership.
· Translate opportunities into a clear marketing plan and
campaigns with concrete actions, leveraging global and local
marcom and digital campaigns, driving lead generation resulting
in conversion from competition and increase in the sales funnel.
· Develop sustainable relationships with customers and partners
by triggering an effective and profound dialogue with a win-win
mindset.
· Manage market research studies to generate professional end-
user insights.
· Job context or any unusual elements:
· The training is very rushed in the company of Victoria Secret.

· The Human Resource manager is sometimes strict and gives
many orders to implement.
· The employee discount is only 20%.
Job specification:
· Knowledge required to perform job:
· Knowledge of leading is very important.
· Knowledge of the marketing and sales.
· Knowledge of mathematical principles.
· Knowledge of government and law instructions. This is very
important to make legal decisions and procedures.
· Knowledge of the computer systems because technology are
very major tool.

· Skills required to perform job:
· Demonstrated understanding of business operations, marketing
principles and management skills and techniques.
· Be a great team player, who thrives in working with a multi-
cultural team.
· A proactive approach underpinned by well-developed
organizational and time management skills.
· A high level of motivation, energy and drive to achieve results
for yourself and PLSA business, which stand for Philips
Lighting Saudi Arabia.
· Abilities required to perform job:
· Excellent communication in Arabic and English.
· Ability to engage well with employees at all levels of the
organization.
· Working under pressure.
· Solving complex problems.
· Convincing other people.
· Being a good speaker and listener.
· Being a smart leader to lead the team.
· Education required:
· Bachelor degree in Tech Science, Business Administration in
marketing/sales or a related discipline. Masters’ degree in a

related field is a plus.
· Experience required:
· Strong experience in any combination of technology
marketing, end-user segment marketing or channel marketing.
Sales and/or business development experience in B2B/B2C.
· 5+ years in market/customer facing operations involving
different go-to-market models.
· 3+ years in managing design and product of specific marketing
support materials with ability to maintain creativity and
professionalism in a fast paced, rapidly changing environment.
· Licensure required or certification desired to perform the job:
· There are some certifications that are helpful to become a
Market manager. One of them is the subcontractor.
Grading Criteria
Sections
0.25
0.5
0.75
1

Job title.
FLSA status.
http://www.flsa.com/coverage.html
Job summary
Essential job duty task statements

Job context or any unusual elements
Knowledge required to perform job.
http://en.wikipedia.org/wiki/Job_knowledge
Skills required to perform job.
http://www.investopedia.com/terms/t/technical-job-skills.asp
Abilities required to perform job.
http://www.hrbartender.com/2013/recruiting/the-difference-
between-knowledge-skills-and-abilities/

Education required.
Experience required
Licensure required or certification desired to perform the job.
Method used

Advantages and disadvantages you have faced
Main trends and forces (4Minimum) Explanation of forces with
examples
2
Total
/9

Phase Two:
· Question 3
Select a type of interview and write interview questions that are
related to the selected job in question 1.
· In bullet points write the most important job description and
job specification.
· Write questions to test the needed description and
specification.
· Define the type of questions that you have used , and why did
you use these types
· What is the main type of your interview session?
Grading Criteria
Sections
0.25
0.5
0.75
1
1.25
1.5

1.75
2
4
Most important job requirements, list them on bullet points no
more than 10 points
Interview questions (min 8)
specifications

Specific answers of the above questions ( no more than two
line, only key answers)
Type of questions/ interview

Total
/12
· Job Description and Job Specification:
· Essential job duties he or she must have.
· Problem Sensitivity.
· English Language.
· Skills and competencies.
· Relationship.
· Education Qualification.
· Total Experience.
· Roles and Responsibilities.
· Qualifications.
· Training.
· Interview Questions and Specific Answers:

· Where do you see yourself in 10 years?
· Marketing manager, since he should care about long-term
goals and in a hire position. As a marketing manager he must
evaluate his performance and improve it according to the
feedback of the Human Resource department.
· What action did you take if you where in bad situation?
· As a marketing manager he will behave smoothly and be wiser
in the action.
· What is your greatest strength?
· Organized, efficient and take great pride in doing the best
work possible, exceeding expectations and work under stress
efficiently.
· What is your greatest weakness?
· When there are colleagues who are promoted and they do not
deserve the promotion.
· Why should we hire you?

· According to the education, experience, background of
volunteering in different field with different people, public
relationship, charismatic personality, and personal
characteristics that fit for the organization.
· What do you know about the company as a whole and its
competitors?
· The person should have a background about company. This
question represents how the person is prepared and aware of the
job. This question shows how the responsibility of the applicant
and how he cares about his duties.
· What are the relationship building strategies for a successful
marketing manager?
· Communicate Frequently, offer customer rewards, hold special
events, enhance your customer service, build two-way
communication, and launch multicultural programs.
· What can you bring to this role that you’re certain other
applicants can’t?
· Unique personality that he has, precise experience, political
skills and the power comes from the work position.
· Define the type of questions that you have used, and why did

you use these types:
· Situational and problem-solving interview:
· Candidate describes how he or she would solve a problem.
Situational interviewing is characterized by questions like,
“what would you do in this situation?” allowing the candidate to
speculate on how they would handle a particular job problem.
· Behavioral interview:
· Candidate describes how he or she responded to a specific
situation. Behavioral interviewing asks the candidate to
“describe what you did in a particular situation?” It requires the
candidate to give real examples of past actions and results and it
is based on the theory that past behavior is a good predictor of
future behavior. Generally, behavioral questions are more likely
to give real-world information that may be relevant in making a
good selection decision.
· Why did you use these types?
I chose situation based interview questions involve problem
solving and handling difficult situations in the workplace. The
second type Behavioral based interviewing, is interviewing
based on discovering how the interviewee acted in specific
employment-related situations. The logic is that how you

behaved in the past will predict how you will behave in the
future i.e. past performance predicts future performance.
· What is the main type of your interview session?
The main type of interview session is Situational and problem-
solving interview & behavioral interview question
·
Phase Three:
· Question 4
Using the same job title in question 1, propose a training
program for an entry level employee or just promoted employee.
Specify the best method to deliver this training program, and
justify your selection. Check the following,
· What do you want to enhance; skills, knowledge or ability?
· Name of the training program
· The best training method for your training program, and
justify your selection.
· I expect you to review the job requirements and job

specification of your chosen job.
· Name of the training program:
The training program is called (OTEC’s)
OTEC helps organizations and destinations develop their
people, improve performance and achieve their goals for
business success.
· What do you want to enhance; skills, knowledge or ability?
I want to promote the knowledge of the marketing manager to
achieve the company’s goals and targets.· 5 Sales Training
Techniques That Every Manager Should Know:
Salespeople need to hone their skills through consistent sales
training. Here are a few tips for educating and developing your
sales force
· Use E-Learning to Educate
· Keep Training Short but Consistent With Micro-Learning
· Reward Specific Achievements
· Field Train and Provide Detailed Feedback

· Share Success Stories
· The best training method for your training program and
Explanation of the chosen method:
The method is Management Development Method
Management Development:
The more future oriented method and more concerned with
education of the employees. To become a better performer by
education implies that management development activities
attempt to instill sound reasoning processes.
Management development method is further divided into two
parts:
On The Job Training –
The development of a manager’s abilities can take place on the
job. The four techniques for on the job development are:
· Coaching
· Job Rotation
· JOB Instruction Technique (JIT).
· Off The Job Training
There are many management development techniques that an
employee can take in off the job. The few popular methods are:
· Sensitivity Training.
· Transactional Analysis

· Straight Lectures
· Simulation Exercise
· Question 5
Choose the best performance appraisal for your selected job in
question 1, and justify your selection. Describe how you are
going to implement it on the job.
· The best performance appraisal AND WHY:
Performance appraisal means setting work standards, assessing
actual performance relative to those standards, and provide
feedback to the employee. The best performance appraisal is
management by objectives (MBO) – The manager sets specific
measurable goals with each employee and then periodically
discusses the employee’s progress toward them.
The process consists of six steps:
· Set organizational goals
· Set departmental goals
· Discuss
· Define expected results
· conduct performance review

· Why did you choose this performance appraisal?
A marketing manager can use this way as the best because in the
marketing department, employees need to know what are the
objectives exactly to perform well and help to achieve the goals.
The marketing manager should make his employees aware of the
goals by giving them clear explanation about what it expected
from them. The marketing managers then assess their
performance, and how well their performance is and to see if
decisions must be made. After that, the manager can give
feedback to improve employees’ performance.
· Implementation requirements:
· Administration
· Knowledge of Work
· Communication
· Teamwork
· Decision making and problem solving
· Expense management
· Human resource management
· Independent action
· Job knowledge
· Leadership
· Managing change and improvement

· Customer responsiveness
· Personal Appearance
· Show a sample of your performance appraisal on your chosen
job:

Grading Criteria
Sections
0.25
0.5
0.75
1
Name of the training program

What do you want to enhance; skills, knowledge or ability?
The best training method for your training program
Explanation of the chosen method
The best performance appraisal
Why did you choose this performance appraisal

Implementation requirements
Show a sample of your performance appraisal on your chosen
job
Total
/7
Phase Four:
Question 6
Create a range of the market competitive pays. Conduct a
research inside the Saudi market.

· The typical Victoria's Secret Stores Marketing Manager salary
is $114,256. Marketing Manager salaries at Victoria's Secret
Stores can range from $90,000-$142,240. This estimate is based
upon 4 Victoria's Secret Stores Marketing Manager salary
report(s) provided by employees or estimated based upon
statistical methods. On the hand, the average monthly salary in
Saudi Arabia in product marketing manager is 15,580 SAR.
Therefore, the maximum 35,000 SR, median 11,400 SR, and the
minimum 3,500 SR. This salary is considered a low salary in
the Saudi market compared to the US salaries. As a marketing
manager in the united state it refers to the fact that the
marketing manager has a strong position with strong skills and
experience that reflect the business directly, which make him
worth this amount of money.
http://www.salaryexplorer.com/salary-
survey.php?loc=191&loctype=1&job=535&jobtype=3#sthash.n
X2SS8SG.dpuf
https://www.glassdoor.com/Salary/Victoria-s-Secret-Stores-
Marketing-Manager-Salaries-E13903_D_KO25,42.htm
·
Grading Criteria

Section
0.25
0.5
0.75
1
Pay range and specification of the employee level.
Source of information
Total
/2

Comment
· Satisfactory
· Non satisfactory
· Organized
· Not organized
· Related to previous answers
· Not related to previous answers
· Missing information
· Missing some of the requirements
· No reference
· Copied work
· Late submission -2 marks

Reference List
https://www.sokanu.com/careers/marketing-manager/
https://www.glassdoor.com/Salary/Victoria-s-Secret-Stores-
Marketing-Manager-Salaries-E13903_D_KO25,42.htm
manager-public-philips-lighting-
JV_IC3110290_KO0,33_KE34,50.htm?jl=1981064312
manager-public-philips-lighting-
JV_IC3110290_KO0,33_KE34,50.htm?jl=1981064312
https://www.glassdoor.com/Benefits/Victoria-s-Secret-Stores-
US-Benefits-EI_IE13903.0,24_IL.25,27_IN1.htm
http://blog.capterra.com/what-construction-management-
certifications-do-need/
https://www.thebalance.com/top-interview-questions-and-best-
answers-2061225
https://www.thebalance.com/behavioral-job-interviews-2058575
https://www.thebalance.com/situational-interviews-2061636
https://www.entrepreneur.com/article/66228
http://www.yesware.com/blog/sales-training/
http://www.naukrihub.com/trainings/methods-of-training
http://www.otec.org/Training-

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