Job Description, Person Specification, Job Advertisement, Employee Development Plan

This report includes job description, person specification and job advertisement for position of marketing manager at INUB. Three month employee development strategy is also given in this report.

People and
Performance

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Job description and person specification for Office manager ...............................................3
Job advertisement for Office manager ..................................................................................5
Three month employee development plan for the new starter...............................................6
CONCLUSION...............................................................................................................................8
REFRENCES...................................................................................................................................9

INTRODUCTION
In order to recruit competent employees the HR department conducts various HR
practices to attract skilled applicants for selection procedure such as Job advertisements. It is the
responsibility of HR department to create a development strategy for recently recruited
employees so that the company gains a talented workforce. The present report is based on the US
based technology company INUB which was established in 2009 and offers remote IT support to
consumers at home. This report includes job description, person specification and job
advertisement for position of marketing manager at INUB. Three month employee development
strategy is also given in this report.
MAIN BODY
Job description and person specification for Office manager
Job Description
This document involves formal information about various roles and responsibilities that
an employee has to accomplish after their selection at the given position (Baker, 2016). INUB
is looking for a marketing manager and the job description for this position is provided below:
JOB DESCRIPTION
Organisation: INUB
Division: Marketing Department
Designation: Marketing Manager
Job summary
We are looking for skilled marketing manager which has the ability to formulate and execute an
effective marketing strategy in several promotional mediums, enhance consumer satisfaction
through promotional campaigns, provides sales support and constructs favourable brand for the
firm.
Role and responsibilities:
 Construction and execution of effective marketing strategy
 Provides promotional support for each service to increase market share
 Conduct market research by gathering, analysis and interpretation of market data
 Collaborate with other divisions to accomplish various marketing objectives swiftly and

effectively
 Effectively handle external communication and build relations with media personnels
and agencies
Person specification
This document covers qualifications skills and experience that a candidate must posses in
order to get selected for position. This document helps the company attract applicants have every
quality required for filling their position. The person specification for the position of marketing
manager at US technology enterprise INUB is provide below:
PERSON SPECIFICATION
Particulars Necessary criteria Desirables
Personnel requirements  Ability to lead in an
environment of constant
change
 Ability to perform under
pressure
 Attention to detail
 Creative under presure
Educational Background  Bachelors Degree in
marketing specialisation
 Masters of business
administration with
specialisation in
marketing
 Knowledge about digital
marketing channels
Experience  4 years experience in
managing professional
staff at a reputed firm
Skills  Communication skills
 Organisation and planing
skills
 Time management skills
 Critical thinking skill
 Goal oriented
 Multi tasking skills

Job advertisement for Office manager
Organisations utilise this HR practice to interact with suitable applicants and promote
vacancies in their company. Job advertisement is written in an attractive tone and not only
provides basic information about the vacancy but also gives an idea bout various rewards the
company is offering to their recruits. Such advertisements connect the company with applicants
who are not only interested in the job but are also passionate about entering the workforce of the
respective firm. Job advertisement for the position of marketing manager at INUB is given
below:
JOB ADVERTISEMENT
We're RECRUITING !!
Marketing manager (Full-Time)
Committed individuals who want to make a career in the field of marketing have an opportunity
to join our organisation and become a member of the fastest growing firm in the technology
sector, INUB.
Weekly working hours of 42 hours with several rewards and perks. Training period is of after
joining. Last date for sending application is 27 February 2021
Salary and
Rewards
- Attractive Salary
- Medical Insurance
- 15 Days leave for each
financial year
Contact us today
If any of you are interested in this offer and are passionate for
working as a marketing manager, please contact with us
through the email id given below
 [e-mail]
 or send you CV at Somerset, greater new york area
east coast, north-eastern US

Three month employee development plan for the new starter
Employee development plan involves various steps required for improving the skill set of
newly recruited employees so that they can effectively handle various challenges present in their
job. INUB is developing an employee development plan for their newly recruited employees so
that they clearly understands the challenges present in their job and have the ability to tackle
such obstacles (Ashdown, 2018). This plan is highly beneficial for the firm as it helps
employees develop skills which are useful in accomplishing their daily objectives swiftly.
Employees are able to handle unexpected situation due to training provided through such
employment development plan which helps the firm maintain stable growth rate for a long time
period. INUB will be able to build a highly talented workforce through the use of an effective
employee development plan and grow exponentially.
Employee development plan for the technological firm INUB is provided below:
Employee development plan
Step 1: Employee preparation
This step of the employee development plan is concerned with preparing employees
about the this development procedure. Every employee needs to understands their the value of
this employee development plan so that they participate in various development activities with
full commitment and concentration. If the employee knows about various benefits gained form
this development plan, they will finish each task with dedication and pay attention to their
supervisors (Graves, 2017). INUB needs to inform their employees about the benefits and
reasons behind this training development and communicate the importance of their position in
the company. The firm needs to tell their employees about their daily activities and
responsibilities associated so that they gain clarity about their position in the firm and their
contribution in accomplishing larger organisational objectives. This will prepare the employees
for the daily necessities of their job and requirements of this development initiative.
Step 2: Construction of development activities
This step of the development plan is related to construction of appropriate development
activities which are suitable for every employee. The respective organisation needs to understand
capabilities of each recruit in order to build development activities which help each employee
develop skills so that they can perform responsibilities associated with their job effectively
(Lejeune and et. al., 2016). This phase of the development plan involves team activities in which

employees can discus with their trainer and employers about their experience and opinions about
various development activities. Utilisation of this technique will help INUB understand
perspective of the employees so that their activities can be improved according to the responses
form the consumers. Another advantage gained for this activity is formation of strong bonds
between employees and their employer as they are able to communicate their issues freely to
their supervisors (Paine, 2019). This activity will also allow employees to helps each other on
their level and enhance their communication skills.
Step 3: Performance monitoring
Regularly monitoring employee performance is the fourth step of the employee
development plan. The parameters for measuring employee performance need to be transparent
so that they can improve their performance accordingly and understand various suggestions
given by their supervisors. INUB neds to regularly monitor their employees and understand their
performance level after completion of each development activities so that the company has
accurate information about effect of each activity on every individual employee. This will helps
the company modify such activities so that they can gain better results. Apart from this taking
regular feedback from the employees about various suggestions and their opinions on ways
which can improve this development procedure (Ashdown, 2018).
Step 4: Creation of confidence
This step of the employee development plan includes creating confidence with the
employees that the supervisors are available to help them in every situation. This create bond of
trust between the employer and employee and enhance employee satisfaction. The employees
will complete their development activities with dedication and devotion as they will fell that
their mentors are present in every situation to assist them (Rees and French, 2016). INUB needs
to communicate with their employees about the availability to mentors at the time of need so that
they participate in every development activity with full dedication and perform their daily tasks
after the completion of their development programs.

CONCLUSION
From the above report it is concluded that various HRM practices such as job description
and job specification are essential for identification and selection of talented candidates in the
firm. Apart form this job advertisement are required to communicate employment needs to
applicants which are passionate and dedicated towards working for the company and wish to
make a carer in the vacant positions of the company. Organisations formulate a three month
development strategy for new recruits in order to build skilled workforce which understands
various aspects of their daily operations so that overall output of the firm increases without
declining in quality.

REFRENCES
Books and journals
Ashdown, L., 2018. Performance Management: A practical introduction. Kogan Page
Publishers.
Baker, T., 2016. The End of the Job Description: Shifting from a Job-focus to a Performance-
focus. Springer.
Graves, K., 2017. The Management and Employee Development Review: Competitive Advantage
Through Transformative Teamwork and Evolved Mindsets. CRC Press.
Lejeune, C., Mercuri, D., Beausaert, S. and Raemdonck, I., 2016. Personal development plans
supporting employee learning and perceived performance: the moderating role of self-
directedness. Human resource development international, 19(4), pp.307-328.
Paine, N., 2019. Workplace learning: How to build a culture of continuous employee
development. Kogan Page Publishers.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.