Planning of Strategies of LPV School

Question: Discuss about the Planning of Strategies of LPV School. Answer: Job Description The person will be responsible for leading the marketing functions of the school under the direction of the CEO of LPV school. It will include the planning of strategies for the advancement of the school and the ways for their execution. He will work on building the schools brand, chalk out the target segment, work on organizing events, programs etc. He will also work with other department heads to streamline the processes within the school and touch base with all Alumni as well as Heads from other Schools and Colleges, dignitaries from Government law makers etc. to enhance the schools visibility. Distinguishing Characteristics The Marketing Manager of the LPV School will focus on Schools campaigning, employ creative solutions to develop the schools brand and improve the visibility of the school. He will also coordinate with the PR manager to strengthen the communications within the college and with the media. Their combined effort will help in enhancing the college communications with outside world. Typical Duties and Responsibilities Supervision of staffs, students, technical support team Collaborate with other Schools marketing managers, develop plan to organize events on a large scale to build the schools brand Develops strategies for the advancement of School and work towards the achievement of Schools vision and mission Send mass communications to entire school for any event and coordinate with PR manager to improve schools visibility with outside media Responsible for all the marketing and communication related activities of the School Recruitment and Selection of Marketing Manager Methods of Recruitment The method of Recruitment will include Person Interview for all the eligible candidates by the CEO and Director of the School. The Job description will be shared through Job Portals and Recruitment agencies to make the candidates aware about the active vacancy. Advertisement will also be published in various social media sites and Newspapers to increase the reach of information to all the eligible candidates. Selection Criteria for Shortlisting 4 years relevant experience in Marketing and Business Development in School Advanced communication skill and soft skill (both written and verbal) Good Team worker and great interpersonal skills Experience in Excel and other office applications Experience in CRM application will be preferred Good Time Management Skills Ability to work in short deadlines and plan for event impromptu Self-Confident and Positive attitude towards work Selection Methods and Test Candidates will undergo a written test which be both Objective and Subjective in nature. Objective test will check for their marketing knowledge. It will be including scenarios and candidates will be asked as to what decisions they will take in those scenarios. Their written skills will be tested in the subjective test. It will include questions like letter writing to CEO of companies etc. to check for their maturity and ways to connect with Heads of other organization. The written test will be accompanied with Personal Job Interview being taken by the CEO of the LPV School. Pre-Employment Checks After the selection of candidate, the documents will be carefully verified. All the documents will be validated. The past experiences and Academics data will be provided to a third-party agency which will then do a Background Check of those data to find out whether they are correct or not. The entire Pre-Employment Checks will be finished within one week of the employment. Training Program Induction Program for LPV Staff The candidates which are selected for any organization undergo an Induction Program in the beginning of their tenure within the organization. This Induction Program helps in the new Employee in understanding the processes and policies of the organization (Armstrong, 2014). The Induction Program for LPV staff will also be in the similar lines. The candidate selected will undergo the Induction Program to know more about the operations of the school and the policies and processes which are being followed by all within the school. Training Plan On the Job Training Plan Goals will be set for all the employees of the organization. These goals will also include an On the Job training plan so that they can enhance their skills by working with the peers and under the supervision of their managers (Beadles, 2015). Off the Job Training Plan These will include periodic training programs being deliver by SMEs from different departments. It will be focused on skilling the individuals on various parameters. Gains from Training Trainings will help the employees to learn about different other topics and will reskill them. It will be a big Gain for LPV as the staff employed will be cross skilled and can take up the tasks in someones emergency absence. Purpose of Performance Management Performance Management is an important process being used in every Organization to evaluate the Performance of an individual (Armstrong, 2014). The employees working hard within the organization should be appropriately rewarded. The reward will in turn increase the efficiency and productivity of those employees. The increase in productivity will finally increase the organizational effectiveness. In my experience, I have seen that the productivity of employees increase exponentially when they are rewarded for their hard work (Delahaye, 2015). The reward and recognition ceremony is much awaited in every organization and focus on projecting the hard work done by the employees during a period. The Performance is also measured during the appraisal process. Goals are set for all the employees in the beginning of the Financial Year. The Appraisal Process focuses on measuring the performance of the employees based on their work during the period against the goals set by their managers for that period. A rating based system is good to differentiate the value of the employees as perceived by the organization. The appraisal based Performance Management system also helps in looking towards succession planning for the retiring employees (Fee, 2014). This helps in selecting the people eligible for Promotion and regarding those for their hard work within the company. Thus, Performance Management is an integral process within any organization and every organization follows it to the core to maintain the balance within the organization. Role of Performance Management in Datacom Group Datacom Group is a Software Company Headquartered in New Zealand. It has several employees working in different capacities. The companies have a well-defined Performance System to keep all the employees motivated and it also helps them to retain the employees within the organization. Process of Performance Planning Performance Management needs to be planned efficiently so that the employees can feel that they are valued within the organization (Gatewood, 2015). The plan for Performance Management incudes periodic feedback from the managers, timely conduct of adequate trainings, periodic appraisal systems and Reward and recognition ceremony. These all constitutes the entire plan of any performance management. Datacom also follows the same steps and try to engage employees with full productivity. Process of Performance Monitoring Performance can be monitored in the system by setting the goals and then timely updating the status on the Goals. Whenever a goal is achieved, there can happen a discussion with the Manager to chalk out further goals and get the feedback on the previous completed goals. Process of Performance Development Performance Development is a very important part in any organization. Datacom takes it very seriously. It conducts timely trainings to reskill the employees on various technologies. It helps the employees to improve their skills and even benefit the organization in case of need (Jackson, 2014). Succession Planning Succession Planning needs to be focused thoroughly by the organization. It helps them to be prepared to perform reorganization within the company to manage the processes effectively (Kramar, 2014). The retiring employees in Datacom select their successor from their sub-ordinates which they deem fit. Performance Appraisal Method There are a few performance appraisal methods that the organizations can select from. Some of them are as follows: Behavioral Anchored Rating Scale Alternation Ranking Forced Distribution Paired Comparison etc. Forced Distribution is one of the Performance Appraisal method which is widely used by many organizations in the world (Messersmith, 2013). In this method of appraisal, the Manager will appraise the employees based on the work they have done and they will rate the employees in a band of ratings. These band differs from organization to organization. Band defines rating from Excellent to Poor. Most of employees will fall on the Average Zone with a few on the either extremes (Excellent and Poor). This is also known as the Bell Curve Rating Mechanism. Source: Google Images The above picture represents the bell curve. Around 60% of the employees will fall in the Average rating. LPV can use this method of Appraisal system to bring about trust and transparency within the organization in terms of Performance Management system. This is a widely-used method for appraisal. It helps the organization to reward the best performers with good ratings which ultimately help in other rewards related to increased variable pay as well (Marler, 2013). Thus, selection of a correct Appraisal method based on the culture of an organization in extremely necessary to create a trustable and transparent environment within the organization. Rewards System in LPV The adoption of the Forced Distribution Appraisal Method in LPV will help the management to know about the efficiency and productivity being out in by every employee of the organization. After getting to know the Performers of the organization, LPV can decide to reward them based on their Budget. LPV can reward by giving Bonuses to the employees. It can also reward the performers by giving Promotion to the eligible candidates. People will be working in LPV in various roles. Job evaluation will be done based on their performance as deemed fit by their managers. People will get a fair rating after going through the entire appraisal process (Paill, 2014). These ratings will help the managers and the senior managers to decide on the reward type to be provided to the employees. Rewards can be provided by giving good annual hike to the employees, by giving promotions, by providing bonuses etc. There are various ways to reward an employee. These rewards will improve the efficiency and productivity of the employees as they will now be motivated to do the work (Purce, 2014). This will in turn enhance the overall environment within the LPV. People will be cheerful and focus more on their work. Base Pay Structure Every organization decides its own Base Pay Structure to streamline the Pay being provided to the entire hierarchy of employees working within the organization (Ranwick, 2013). The Base Pay Stricture helps them in differentiating the peoples salary based on their Job Levels (Sheehan, 2014). Every Job Level has a range of Pay Structure which can be shelled out by the company. The Pay Structure at any Job level will start from a minimum side of the range and goes till the last with course of increase in the experience in the same company. At the end of the pay structure, the employees will be deemed eligible for getting a promotion (Sparrow, 2016). The Pay Structure of LPV should consist of the following: Basic Pay: This will be a fixed pay upon which the rest of the pay structure will depend Bouquet of Benefits: These will be various kind of pay remuneration involving Food Vouchers, Transport Charges, Telephone faciilty etc. Variable Pay: This will be a percentage of the Basic Pay. It will be provided based on the individuals performance and the companys performance Health Insurance: Individual should be covered under a Health Insurance scheme Life Insurance: Individual should be covered under a Life Term Insurance scheme Retirement Benefits: These will include payment of one-time bonus or lifetime annual payouts to support the family of the individual once the person retires from the company (Tyson, 2014). The implementation of a Base Pay Structure will help in the improvement of Human Resource Strategy by enabling the managers to define the payouts of the individuals in a more transparent manner (Wilton, 2016). 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