個案資料

On March 17, 2018, the founder and owner of Memon Lubricants, a Shell Pakistan Limited distributor located in Sukkur, Pakistan, was trying to find the best recruitment process to hire a new sales team. Memon Lubricants had just opened a second location in Khairpur, approximately 30 kilometres south of Sukkur. Several constraints that affected the process included a tight budget, limited availability of skilled and qualified candidates, and pressure to complete the recruitment quickly, Therefore, the founder wanted to adopt a more efficient recruitment process than the one he had used to hire a sales force at his first branch in Sukkur. He first had to identify the required knowledge, skills, and attitudes of ideal sales representatives. He then had to encourage appropriate candidates to apply for the positions. Generally, he had to improve the current recruitment process.

This case is suitable for courses in graduate-level management programs that cover strategic human resource management, management of small and medium enterprises, human resource planning, employee recruitment, and sales force management. The case allows students to understand how organizations plan for human resource contingencies, especially in regard to the sales team. It also helps students understand the process of recruiting suitable candidates from an appropriate talent pool. Students weigh various competing alternatives and decide which recruitment strategy provides the best chance for success. Students also learn how small businesses manage crucial human resource processes such as employee recruitment, even in the absence of formal managerial frameworks and processes. After working through the case and assignment questions, students will be able to do the following:<ul><li>Identify and describe the roles and responsibilities of sales representatives.</li><li>Create a job description based on the position’s required knowledge, skills, and attitudes.</li><li>Identify appropriate communication modes to encourage suitable candidates to apply for job openings.</li><li>Design an appropriate recruitment process to meet the needs and context of an organization.</li><li>Set the appropriate decision criteria, based on the pertinent objectives of the position, to efficiently evaluate all available alternatives.</li></ul>

• SME, Recruitment, Sales Person