Level Management Position in a Essay

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Therefore, they are not considered as important for this position as the tasks discussed above.

The tasks analyzed in the job analysis table are obviously connected with the practice of marketing. The job position analyzed in this paper focuses on participating to the marketing strategy development process and on the maintenance of the relationship with customers and suppliers. Although marketing managers are not necessarily supposed to manage the company's relationship with its customers and suppliers, it is the manager's job to negotiate contracts with important customers and suppliers, to negotiate distribution tariffs, and to ensure that suppliers are able to satisfy the requirements of the company. Given the fact that this is an entry position, these tasks are intended to help the employee get acquainted with the managerial requirements of the marketing department.

Although the job's task are oriented towards the marketing strategy and satisfying customers, the tasks are diversified, they address several different issues, which means one cannot determine a pattern in this case. Also, the marketing department's activity is correlated with the activity of other departments, like the sales, the research and development, and the financial department. This requires a series of skills and experience in such activities. The tasks discussed above, along with other tasks are intended to help the employee hired for this position to gain the experience required by the management position.

However, there are several disadvantages associated with this job's design.

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For example, the tasks described above address a variety of issues, not allowing the employee to become highly specialized in a certain area. Management positions require high specialization levels. In other words, the job should be oriented towards more narrow fields in the marketing practice. The employee in case should be trained either on sales, on promotion, on distribution, on research and development, on production, and candidates for this position should be selected based on skills in these areas.

This is intended to increase productivity and efficiency (MacLeod, 2006). In case the company wants to develop the employee's skills in several different areas, it is recommended to use job rotation (HR Magazine, 2008). The process of job rotation allows the individual to develop various skills, while the company's organizational structure is not affected. The problem with job rotation is that the individual only develops laterally, which means this strategy does not help employees to advance on higher level positions. However, job rotation can help the company and its employees identify abilities required by certain positions and to develop individuals that are skilled in areas needed by the company.

Reference list:

1. McNamara, C. (2010). Employee Task and Job Analysis. Retrieved January 28, 2011 from http://managementhelp.org/staffing/specify/job_nlyz/job_nlyz.htm.

2. MacLeod, D. (2006). Job Rotation System. Retrieved January 28, 2011 from http://www.danmacleod.com/Articles/Job_Rotation.htm.

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