东莞招聘

1. BASIC FUNCTION:
Give a summary statement of the principal end result expected of the position.

The Sales Force Effectiveness Manager will work in the Sales Force Effectiveness Department which to setup Sales Plan, Strategies, Manage Sales Operation and act as the communication channel between field sales and other back-ends departments. This position will focus on Sales Efficiency and Effectiveness related projects for Trade Sales of MJN China.

2. RELATIONSHIPS:

A. Job title of supervisor to whom the incumbent reports:
National Trade Sales Force Effectiveness Manager-Sales Engineering

B. Job title(s) and number of employees directly supervised by the incumbent:
Trade Sales Force Effectiveness Supervisor

C. Job title(s) and number of employees indirectly supervised by the incumbent:
He/She will need to manage the Key Users or System Supporting team in the future by request from line managers.

D. Describe important working relationships with individuals in other departments, corporate units, committees, outside companies, agencies, government authorities:
Front line field sales
All supporting teams of Trade Sales
IM team


3. RESPONSIBILITIES AND DUTIES:
Describe important specific results that incumbent and subordinates are expected to achieve. Describe types of policies, philosophy and procedures incumbent recommends or approves (indicate which). Give examples of goals, quotas, performance standards and other types of planning incumbent recommends or approves (indicate which). Describe activities which are executed, scheduled, coordinated, reviewed, approved, advised on or controlled (indicate which). Where appropriate, indicate frequency of duties ie, monthly, quarterly).

A. Review and enhancing business processes
B. Develop and enhancing selling tools to support the field sales exaction
C. Develop or enhancing the sales systems to support the long term business growth
D. Ensure the data accuracy of sales systems

Business Management Activities:

? Evaluate Sales Productivity


4. SCOPE:
Indicate appropriate and representative measures of "job size". For example, sales volume being generated, handled or serviced; budget being developed and administered; principal brands worked on; specific measures such as equipment rental costs, volume of purchases, volume of receivables, volume of products distributed, etc.

This position wills responsible for Design and re-engineering the business processes of Trade Sales Forces, develop and enhance the Sales tools and Sales Systems according to the sales strategies, taking the Key User role of Sales Force Automation project to ensure the system to ensure the implementation according to the project plan, and Generate the sales productivity analysis and recommendation for Sales Leadership team to enhancing the sales effectiveness.



5. REQUIREMENTS:

A. Indicate a minimum amount of formal education considered necessary:

? University degree or above is preferable.

B. Describe the nature and length of experience and know-how necessary to meet
job problems and challenges.

Experience:
? FMCG company sales operation/ support function working experience over 5 years.
? Project management experience is preferable.
? FMCG field sales experience will be preferable


Request Competencies:
? Planning
? Logical Thinking
? Dealing with ambiguity
? Directing others
? Creativity
? Conflict Management


6. LATITUDE:

A. Describe the type and extent of controls which limit the employee's freedom to make final decisions or take action, such as existing policies or procedures, maximum dollar approval authority (Please indicate), etc.

This position will need to accountable for the business processes simplification and sales tools enhancement for all trade sales forces.

B. Indicate significant decisions or judgements required (indicate frequency).

This position need to review the business processes and sales tools, and propose the enhancement solution once per year. And review the sales productivity status and provide the recommendation for sales leadership once per quarter,

Founded in 2002, CK3 (Cost-killer as our past name) is a fast-developed human resources service provider in PRC to offer a complete range of HR related services, including recruitment, Human Resources Management System (HRMS) and training. We provide integrated services that cover the entire talent lifecycle. Up to now, over 100 Fortune 500 companies have cooperated with us and sustained the partnership. Our success in the past makes us strong and confident in facing challenges.

CK3 focuses on Recruiting, E-managing & Developing talents---the greatest asset. We call our model RED. Red means passion and sense of mission. We aim to help our clients with our professionalism to achieve their business vision. With the success of our clients, CK3 has become one of the leading recruitment companies, HRMS providers and a rising star of the training industry.

科特杰公司于2002年成立，作为一家快速发展的人力资源服务提供商，我们在中国大陆提供一整套的人力资源服务，其中包括招聘、人力资源管理软件系统和培训。我们的服务涵盖了人才成长的整个生命周期。 到现在为止，超过100家全球500强的企业曾经接受过我们的服务并和我们保持伙伴关系。我们过去的成功让我们有充分的自信面对不断的挑战。

科特杰专注于招聘（Recruit），管理（E-manage），发展（Develop）最宝贵的资产-人才。我们是R-E-D，红色。我们有激情和理想。我们致力于通过我们的专业度和努力来帮助我们的客户实现他们的生意远景。随着和我们客户的共同成功，我们逐步成为了领先的招聘公司，人力资源软件提供商和培训行业的明日之星。

广州公司：天河北路183号大都会广场2501室，或电邮到headhunter@cost-killer.com 。请在信封上注明应聘职位。
北京公司：北京市朝阳区光华路甲8号A302室，或电邮到headhunterbj@cost-killer.com。请在信封上注明应聘职位。