Develop Internally Consistent Job Structures for e-sonic

Develop Internally Consistent Job Structures for e-sonic

Develop Internally Consistent Job Structures for e-sonic

1. Job Descriptions
2. Office Manager

Job Summary

The office manager is responsible for the everyday activities of the Bureau by overseeing its smooth functioning and performance.

Responsibilities

• Device monitoring, repair, and office equipment service
• The mobile answer, direct calls, and texts.
• management of filling processes, mailing systems, and libraries
• The task of holding the budget of the Office
• Production of plans and oversight of annual review administration.

Qualifications

• College diploma required
• The experience of handling an office environment

1. Creative Director

Job Summary

The creative director plays an important part in the creative process by promoting others and securing the copy editors in all works (O*Net Online 2015).

Responsibilities

• provides creative assistance to advertising-related copywriters with response
• Copywriters management
• Welcomes and helps copy authors with controlled topics and presentations
• Establish planning, delegate roles, and organize the management of annual assessments.

Requirements

• Certificate of high school is mandatory
• A degree in the area of communications, advertisement, and innovation
• Requires four years of technical or musical production experience.
• Director of Customer Service

Summary

The customer service director is responsible for supervising and managing all staff engaged in customer service programs (O*Net Online, 2015). Often, serious problems in the company will also be dealt with.

Responsibilities

• All staff in the role of customer care •
• Provides staff with consumer action settlement templates
• Scheduling of calendars, assigning of assignments, and organization of annual reviews
• Development and execution, with the assistance of the board, management and support personnel, and human resources officers of strategy, priorities, instructional programs, and processes;
• Organizing sales marketing exercises while supervising practice and management of other corporate units.

Requirements

• Certificate of high school is mandatory
• Graduate in a similar business area or nine years’ customer services industry experience
• Minimum five years of customer service business experience
• A minimum of four years of experience as a general analyst or even a superior role and detailed instruction in dispute resolution matters
• Customer care capability Efficient.

1. Artist Relationship Manager

Job Summary

To establish new partnerships with designers and production bodies, the creative partnership manager oversees. He or she can also retain existing artists and producing businesses (O*Net Online, 2015). The position of the royalties for registered artists and production companies for advantageous negotiations is also mandated.

Responsibilities

• Establishing and sustaining reliable working relationships with musicians and production companies.
• Supporting partnerships by using them to build and strengthen new relationships
• Writing interesting news releases for musicians
• Creation and management of the image and reputation of the company with artists and production companies
• To assist external organizations in establishing and upgrading frameworks for contact and intelligence initiatives
• Analyze and test ads for artist/production Company’s compatibility.

Requirements

• A diploma is required for high school.
• A minimum four-year business degree
• Minimum five years of experience in market production in an area focused on technology or music.

2. Job Structures

The next move will be to describe the systems after developing the work descriptions (Martocchio, 2015). The advisory committee agrees on the form and type of systems that are to be graded. The following table provides an example of different E-Sonic jobs and groups.

Administrative	Sales and Marketing	Development	Consumer Service
Executive Assistant	Marketing Director	Director of Software Development	Director of Consumer Service
Administrative Assistant	Creative Director	Software Project Manager	Customer Service Manager
Office Manager	Copy Writer	Software Engineer	Customer Service Agent I
Artist Relationship Manager	Market Research Analyst	Software Testing	Customer Service Agent II

 

3. Build Point Evaluation Method

The item approach applies to an appraisal of work content using a quantitative mechanism. In this context, the statistical approach tends to allocate reimbursable items that define jobs (Martocchio, 2015). The values are then summarized as a specific meaning indication of a work. This results in a ranking of their average total amount worth by the proportional value of the workers (Martocchio, 2015). The measures involved include selecting benchmarking work, selecting compensable components based on benchmarks, deciding the declaration of the variable degree, and defining the weight of each compensable dimension.

1. a) Select benchmark jobs.
2. Administrative

b) Compensable Factor	c) Degree Statements	d) Weights in Percentages
Administrative and Management Knowledge	First Degree: Continue properly with documentation and documents Second degree: Deal well with both management and logistical activities Third degree: Handle new recruitment drives and entries Fourth degree: Could check both accounts and financial reports Fifth degree: Annual examination planning	30%
Computer Software Application Knowledge and Skill	First Level: Computer program comprehension Second Level: Should use the software for the machine Third Level: Make software development suggestions Fourth Level: Indulge in the real program installation Fifth Level: Periodic review clause	15%
Writing and Attention to Detail Knowledge and Skills	First grade: Write plain sentences and phrases Second grade: Draft composite declarations and complex declarations Third Grade: Reports and essays in draft Fourth Grade: Build letters, summaries, and analyses for companies Fifth Grade: Speech draft and news correspondence	15%
Oral and Written Skills	Grade 1: To speak in plain language Grade 2: Understanding and analysis of abstract statements Grade 3: Produce published records Grade 4: Company letters and presentations Grade 5: Interact in meetings of the board	25%
Time Management Skills	Grade 1: Successfully control time Grade 2: Construct own task schedules Grade 3: Creation of timetables for others Grade 4: Time estimation done for tasks Grade 5: Include timetable suggestions	15%

1. Sales and Marketing

Compensable Factors	Degree Statements	Weights in Percentages
Marketing and Sales Knowledge	Grade 1: marketing and distribution awareness Grade 2: Worthy of recognizing campaign strategies Grade 3: May draft strategies for marketing Grade 4: Sales research is understandable	30%
Knowledge about Society	Grade 1: Grasp the target culture Grade 2: Understands nuanced social values Grade 3: Will make social suggestions Grade 4: Should consider consumers’ tastes and desires Grade 5: May check social reporting	15%
Critical Thinking Skills	Grade 1: Will build ideas Grade 2: Will collaborate on new projects in teams Grade 3: Will carry out new ideas Grade 4: You appreciate how complicated problems can be solved Grade 5: Logical thinking should be used to solve problems.	15%
Communication and Media Association Skills	Grade 1: Capable of successfully transmitting and transmitting information Grade 2: Media information can be read and translated quickly Grade 3: Will build promotions Grade 4: Can be readily correlated with media workers Grade 5: Can interact through media	25%
Oral and Written Statement Capabilities	Grade 1: Capable of oral and written correspondence. Grade 2: Can read and understand comments in writing Grade 3: Should chat publicly with faith Grade 4: Will compose media efficiency of the engine Grade 5: Capable of sending team reports	15%

• Development

Compensable Factors	Degree Statements	Weights in Percentage
Engineering Knowledge	Grade 1: Worthy of engineering concepts Grade 2: Has technology experience Grade 3: Applies technical principles to actual problems Grade 4: Engineering creation can be expressed into processes Grade 5: Apps should be built	30%
Decision Making Skills	Grade 1: Can assist in general decision-making Grade 2: Will present reliable choices Grade 3: Worthy of collective decision-making Grade 4: Can convince anyone easily? Grade 5: May plan to take action	15%
Design Knowledge	Grade 1: Detailed design Grade 2: May parts evaluate design Grade 3: May design graduation Grade 4: Can be designed in processes Grade 5: Should train designers	15%
Critical Thinking Skills	Grade 1: Cognitive reasoning is applicable Grade 2: One should consider solutions objectively Grade 3: The best alternatives should be chosen Grade 4: Solutions to complex problems Grade 5: Proposals should be questioned	25%
Oral and Written Expression Abilities	Grade 1: Capable of transmitting information Grade 2: Worthy of convincing others Grade 3: Capable of reading and writing difficult statements Grade 4: Able to communicate through oral speech Grade 5: Will create complicated reports	15%

1. Consumer Service

Compensable Factors	Degree Statements	Weights in Percentages
Customer Service Knowledge	Grade 1: Helping customers to understand Grade 2: Consumer partnership Grade 3: Delivers compelling consumer details Grade 4: Includes the complexity of consumers Grade 5: Market concerns resolution	30%
Computer Skills	Grade 1: Capable of using a device Grade 2: Should analyze computer market data Grade 3: can work with productivity and speed Grade 4: Complex applications that can be used Grade 5: Can assist consumers in interpreting data quickly	15%
Critical Thinking Skills	Grade 1: Market issues should be objectively thought of Grade 2: Will create difficult solutions. Grade 3: Will reason with clients Grade 4: Can use solutions available Grade 5: Novel remedies may be established	15%
Problem Solving Skills	Grade 1: A problem solving comprehend Grade 2: Alternatives from options are sought Grade 3: Actively engaging in teams Grade 4: Ideas should be applied Grade 5: You should disclose problems	25%
Oral and Written Communication Skills	Grade 1: Oral and written consumer correspondence Grade 2: Interacting successfully with consumers Grade 3: Capable of reading complicated declarations Grade 4: Solutions to connect Grade 5: Able of settling conflicts effectively	15%

 

4. Calculate Point Values for e-Sonic Jobs

Administrative Job Structure

Compensable Factor						Total
Degree	1	2	3	4	5
Administrative and Management Knowledge	90	175	260	335	460	180
Computer Software Application Knowledge and Skill	40	70	105	140	175	345
Writing and Attention to Detail Knowledge and Skills	40	70	105	140	175	275
Oral and Written Skills	55	120	180	240	300	350
Time Management Skills	40	65	95	135	160	275

 Total Points for Administrative Job Structure: 630

Sales and Marketing

Compensable Factor						Total
Degree	1	2	3	4	5
Marketing and Sales Knowledge	85	170	255	340	425	85
Knowledge about Society	35	70	105	140	175	155
Critical Thinking Skills	35	70	105	140	175	155
Communication and Media Association Skills	60	120	180	240	300	205
Oral and Written Statement Capabilities	35	70	105	140	175	190

Total Points for Sales and Marketing Job Structure: 450

Development

Compensable Factor						Total
Degree	1	2	3	4	5
Engineering Knowledge	85	170	255	340	425	255
Decision Making Skills	35	70	105	140	175	290
Design Knowledge	35	70	105	140	175	290
Critical Thinking Skills	60	120	180	240	300	375
Oral and Written Statement Capabilities	35	70	105	140	175	430

Total Points for Development Job Structure: 620

Customer Service

Compensable Factor						Total
Degree	1	2	3	4	5
Customer Service Knowledge	85	170	255	340	425	85
Computer Skills	35	70	105	140	175	120
Critical Thinking Skills	35	70	105	140	175	120
Critical Thinking Skills	60	120	180	240	300	205
Oral and Written Statement Capabilities	35	70	105	140	175	155

Total Points for Customer Service Job Structure: 345

References

NAICS (2017). 512250 – Record Production and Distribution. Retrieved from https://www.naics.com/naics-code-description/?code=512250#topbusinesses

Martocchio, J.J. (2015). Strategic compensation: A human resource management approach, 8^th edition. Upper Saddle River, New Jersey: Pearson Education, Inc.

O*Net Online. (2015). Retrieved from the Occupational Job Handbook Guide at http://www.onetonline.org