CWilliams u10 Executive Plan

Running head: ZILACK CORPORATION EXECUTIVE PLAN 1

Zilack Corporation Executive Plan

Charles L. Williams

Capella University

ZILACK CORPORATION EXECUTIVE PLAN 2

Table of Contents

Executive Summary ........................................................................................................................4

Purpose Statement ...........................................................................................................................4

Human Resources Purpose Statement .................................................................................4

Sales and Marketing Purpose Statement ..............................................................................5

Department Goals ...........................................................................................................................5

Goals of the Human Resources Department ........................................................................5

Goals of the Sales and Marketing Department ....................................................................5

Goals of the Sales and Marketing Supervisor ......................................................................6

Department Activities ....................................................................................................................6

Activities for Human Resources Management ....................................................................6

Activities for Sales and Marketing Management.................................................................7

Activities for Sales and Marketing Supervisor ....................................................................8

Department Tasks ...........................................................................................................................8

Tasks of Sales and Marketing Supervisor ...........................................................................8

Performance Standards ...................................................................................................................9

Performance Standards for Human Resources Manager .....................................................9

Performance Standards for Sales and Marketing Manager .................................................9

Strengths ........................................................................................................................................10

Human Resources Strengths .............................................................................................10

Sales and Marketing Strengths...........................................................................................10

Organizational Modifications ........................................................................................................11

Human Resources Department Modifications ...................................................................11


Sales and Marketing Department Modifications ...............................................................12

Interview Questions ...........................................................................................................14

Human Resources Interview Questions .................................................................14

Sales and Marketing Interview Questions .............................................................14

Department Strength of Workplace Score .....................................................................................14

Summary ........................................................................................................................................15

Appendix A: Organizational Charts..............................................................................................16

Human Resources Organizational Chart............................................................................16

Sales and Marketing Organization Chart ...........................................................................17

Appendix B: Strategic Alignment Worksheet .............................................................................18

Appendix C: Strength of Workplace Questionnaire ....................................................................24

Appendix D: Purpose Statement Worksheet.................................................................................26

Appendix E: Personal Insights .....................................................................................................27


Executive Summary

Zilack’s company intends to increase sales by 100% within the next fiscal year. This will be

accomplished though financial investments from investors which can be used to add the needed

resources in both Human Resources and the Sales & Marketing departments within the organization.

To meet Zilack’s company goals there will need to be an increase in both these areas dealing with

staffing in the Human Resources department. Next increasing the training within the Sales &

Marketing department by upping the workforce questionnaire scores from a low of 2.67 and bring

it to a score of 4. By addressing the items listed below the plan of goal can be reached:

Department’s purpose statements

The goals for the Manager and Supervisor

The goals and activities outlined on a daily basis

The projected performance standards

The functional areas’ supervisory strengths

The new organizational charts for each functional area

Purpose Statements

Zilack Corporation Executive Teams has addressed the entire staff to insure that the sales

goals that were set can be accomplished. Each department has a purpose statement which gives or

determined what each department plans to do to meet the sales goal.

Human Resources Purpose Statement

The Human Resources Department will provide the employees with the tools and

training to excel. We are dedicated to establishing a diverse, highly focused, and positive

work environment.

.


Sales and Marketing Purpose Statement

The Sales and Marketing Department are dedicated to expanding sales and brand

recognition in the market place. We will develop relationships and platforms through hard work

and ethical practices to win in the marketplace.

Department Goals

Zilack’s corporation would be able to the goals of 100% sales goals with the combine

help of all departments. The Human Resources and Sales & Marketing Departments specified

goals are as follows:

Goals of Human Resources Management

Retain existing department employees

Hire two additional HR generalists

Assist department managers in the hiring of new employees

Support the departments in improving Strength of Workplace scores

Obtain affordable benefits

Create new interview questions

Organize new trainings

Goals of Sales and Marketing Management

Retain existing employees

Hire seven new employees

Create new organization chart

Raise department score from 2.67 to 4.0


Develop additional marketing strategies

Five new advertisement methods

Increase sales to double

Goals of the Sales and Marketing Supervisor

Assume staff is meeting sales percentile

Meet with staff to provide feedback to performance

Train staff on maximizing sales and customer services skills

Assure staff is using at least four different forms of advertisement

Departmental Activities

The activities that the functional areas need to be aware of and to implement them in order to meet and achieve the goals of the

company are listed below:

Activities for Human Resources Management

We will provide a suggestion box for employees in order to hear the employee’s opinions and suggestions.

Interview and look for individuals with the right talent, education, and experience in human resource.

I will have the department managers provide their skills and expectations needed for employees in that department.

Depending on suggestions from employees I will provide trainings for management. We will then meet regularly for follow up.

Research different insurance companies to find the less expensive insurance for employees.

Develop new interview questions that will seek talent in new hire.

ZILACK CORPORATION EXECUTIVE PLAN 17 Schedule a variety of new trainings to aid in educating employees.

Activities for Sales and Marketing Management

Suggestions from employees will help guide me in knowing what is needed to keep existing employees.

Choose seven new employees who posses talents, education, and experience in sales and marketing.

Reevaluate the organizing of the department and develop new strategies.

Develop incentives for employees maximizing in sales. Reward employees to let them know they are needed and their job is

important.

Educate staff on new marketing strategies through training.

Introduce new affordable advertisements such as internet, print ads, and Television.

Target international customers as well.

Activities for the Sales and Marketing Supervisor

Monitor sales on weekly basis.

Meet monthly to discuss progress and hear feedback.

Schedule quarterly trainings to assist in customer service skills.

Introduce and train in new marketing

Department TasksThe following departmental tasks are outlined accordingly:

ZILACK CORPORATION EXECUTIVE PLAN 18Tasks of Sales and Marketing Supervisor

Assure staff is meeting sales percentile

Meet with staff to provide feedback to performance.

Train staff on maximizing sales and customer service skills.

Assure staff is using at least four different forms of advertisement.

Performance Standards

Each employee or staff member needs to know what is expected of them, so being able to make sure that the standards are

communicated to everyone and then see that it is implemented per guideline set by each department area.

Performance Standards for the Human Resources Manager

Hiring new qualified employee

Provide affordable employee benefits

Educate employees

Performance Standards for the Sales and Marketing Manager

Generate higher sales

Provide methods for faster delivery of products

Target international customers.

Strengths


Increase the strengths of each employee through determining what strengths are needed in order to achieve the goals of the

company within each department. Listed below are the strengths personal and complimentary.

Human Resources Strengths

Maximizer

Relator

Communication

Connectedness

WOO

Achiever

Adaptability

Activator

Sales and Marketing Strengths

Empathy

Adaptability

Restorative

Activator

Achiever

Maximizer

Communication

ZILACK CORPORATION EXECUTIVE PLAN 20 WOO

Organizational Modifications

Zilack will be making departmental changes including new hires and repositioning of

staff to achieve our sales goals. Below outlines the change for the Human Resources Department and Sales and Marketing Department.

Please see Appendix A for the new organizational charts.

Human Resources Department Modifications

The HR Department is authorized to hire two new HR generalists for the department. Due to the growth of Zilack Corporation, I

chose to add two Human Resource Generalist positions. One generalist position will be responsible for writing and monitoring the policies

and job descriptions for the company. The position will also develop the employee handbook. My justification is that with the increased

volume of employees and the aggressive goals of doubling sales, the employees cannot be overlooked during the process. There will be new

positions added and the job descriptions and expectations have to be clearly documented and the policies for the company will have to be

updated. A secondary responsibility of this HR Generalist position will be to develop a company newsletter that will provide company

information to the employees. My expectation is that the employee satisfaction scores will increase when employees know what is expected

of them and that a regularly distributed newsletter will communicate company news and executive information to the employees adding to

the satisfaction scores.

The second position added will be a HR Generalist that will be responsible for Benefits and Compensation. This employee will

ensure that each employee is being paid a fair wage for the job being performed. This HR Generalist will also be in charge of the bonuses

structure and retirement accounts of the employees. A fair wage and a retirement plan complete with vesting options will help retain

employees.


Sales and Marketing Department Modifications

For the Sales and Marketing department I was able to hire seven new employees. Zilack's goal is to double sales, international sales,

and product faster delivery.

In order to increase sales I have hired an international sales supervisor who has experience in the field as well as an achiever talent.

Under this supervisor I have decided to hire three employees for support. This department also was in need of a web marketing specialist to

increase online sales and bring forth new marketing techniques. To add to the goal of doubling sales I have also hired two new employees

to the Sales department to include Inbound and outbound sales representative who will make and receive calls to generate sales.

Interview Questions

In order to create a strength-based organization and hire talented and qualified candidates, the following interview questions were

created to establish a strong and effective staff to meet and exceed our goals.

Human Resource Interview Questions.

Tell me a time where your team skills or individual contributions helped reach achievement at work?

Describe how you would handle a fairly new situation that you would have to address while your supervisor was not present.

Sales and Marketing Interview Questions.

What are some new marketing methods you have used in your past job experiences.

Tell me about you toughest customer you convinced to make a sale?

ZILACK CORPORATION EXECUTIVE PLAN 22 Summary

Implementing all the tasks within this plan can facilitate achieving each goal that was set by Zilack’ Executive Team. Each area

department working in unisom will allow for growth and happy employees that will work to achieve greater goals and company

improvement. Tapping into employee’s talents and skills will work to bring each team together in achieving 100 percent productions.


Appendix A: Organizational Charts

Human Resources Organizational Chart

Human ResourcePresident

Human ResourceManager

Human ResourceLabor Relations Human Resource

Hiring

Human ResourceGeneralist Training

Human Resource AssistantBenefits


Sales & Marketing Organizational Chart

Sales and Marketing Vice President

Sales Manager

Field Sales

3 employess

Inside Sales(Customer Service)

3 employees

Inbound/ Outbound Sales Reps

(2 employees)

Market Research

2 employess

Web marketing specialist

International Sales Supervisor

Sales(3 employees)


Appendix B: Zilack Corporation Strategic Alignment Worksheet

Sales and Marketing

Corporate Goal:

Double Company Sales

Human Resources Sales and Marketing

Checklist1. Ensure staffing requirements are met.2. Retain existing staff.3. Hire and train new staff.4. Raise Strength of Workplace scores to a

minimum of 4.0 in all departments.5. Plan, organize, lead, and direct the human

resources of the company to meet the goal of growing the business by 100%.

1. Double Zilack sales without lowering price.

2. Increase international sales.

3. Ensure accurate on-time delivery.

4. Plan, organize, lead, and control the resources of sales and marketing department to meet company goal of growing the business by 100%.

Department ManagerGoals 1. Retain existing department employees.

2. Hire two additional HR generalists.3. Assist department managers in the hiring

of new employees.4. Support the departments in improving

Strength of Workplace scores.5. Obtain affordable benefit.6. Create new interview questions.7. Organize new trainings

8. Retain existing employees.9. Hire seven new employees.10. Create new organization chart.11. Raise department score from 2.67 to 4.0.12. Develop additional marketing strategies.13. Five new advertisement methods14. Increase sales to double.


Activities Supporting goal one: We will provide a suggestion box for employees in order to hear the employee’s opinions and suggestions.

Supporting goal two: Interview and look for individuals with the right talent, education, and experience in human resource.

Supporting goal three: I will have the department managers provide their skills and expectations needed for employees in that department.

Supporting goal four: Depending on suggestions from employees I will provide trainings for management. We will then meet regularly for follow up.

Supporting goal five: Research different insurance companies to find the less expensive insurance for employees.

Supporting goal six: Develop new interview questions that will seek talent in new hire.

Supporting goal seven: Schedule a variety of new trainings to aid in educating employees.

Supporting goal one: Suggestions from employees will help guide me in knowing what is needed to keep existing employees.

Supporting goal two: Choose seven new employees who posses talents, education, and experience in sales and marketing.

Supporting goal three: Reevaluate the organizing of the department and develop new strategies.

Supporting goal four: Develop incentives for employees maximizing in sales. Reward employees to let them know they are needed and their job is important.

Supporting goal five: Educate staff on new marketing strategies through training.

Supporting goal six: Introduce new affordable advertisements such as internet, print ads, and Television.

Supporting goal seven: Target international customers as well.


Supporting goal one: We will provide a suggestion box for employees in order to hear the employee’s opinions and suggestions.

Supporting goal two: Interview and look for individuals with the right talent, education, and experience in human resource.

Supporting goal three: I will have the department managers provide their skills and expectations needed for employees in that department.

Supporting goal four: Depending on suggestions from employees I will provide trainings for management. We will then meet regularly for follow up.

Supporting goal five: Research different insurance companies to find the less expensive insurance for employees.

Supporting goal six: Develop new interview questions that will seek talent in new hire.

Supporting goal seven: Schedule a variety of new trainings to aid in educating employees.

Supporting goal one: Suggestions from employees will help guide me in knowing what is needed to keep existing employees.

Supporting goal two: Choose seven new employees who posses talents, education, and experience in sales and marketing.

Supporting goal three: Reevaluate the organizing of the department and develop new strategies.

Supporting goal four: Develop incentives for employees maximizing in sales. Reward employees to let them know they are needed and their job is important.

Supporting goal five: Educate staff on new marketing strategies through training.

Supporting goal six: Introduce new affordable advertisements such as internet, print ads, and Television.

Supporting goal seven: Target international customers as well.

PerformanceStandards

Goals

1. Hiring new qualified employees

2. Provide affordable employee benefits.

3. Educate employees.

1. Generate higher sales.

2. Provide methods for faster delivery of products.

3. Target international customers.

Activities

1. Add new interview questions to seek talented employees

2. Research three other insurance companies to find cheaper rates

3. Provide more variety trainings to assist employees

1. Develop quotas to meet number of sales each week.

2. Develop delivery guarantee to quote customers

3. Advertise using affordable web methods as well as domestic advertising


Interview Questions 1. Tell me a time where your team skills or individual contributions helped reach achievement at work?

2. Describe how you would handle a fairly new situation that you would have to address while your supervisor was not present.

1. What are some new marketing methods you have used in your past job experiences.

2. Tell me about you toughest customer you convinced to make a sale?

Top Five PersonalStrengths

Maximizer. Relator. Communication. Connectedness. WOO.

1. Empathy2. Adaptability3. Restorative4. Activator5. Achiever

Three ComplimentaryStrengths

1. Achiever2. Adaptability3. Activator

1. Maximizer2. Communication3. WOO

Department Strength ofWorkplace Score

4.5 – No immediate action needed. To raise the strength in workplace score I believe if we reward employees for sales such as incentives and also meet monthly to go over goals and objective, employees will know what is expected and know their job is important.

Department PurposeStatement

The purpose of HR department is to hire and maintain the most qualified employees that are well suited for each department and to continually provide support to the employees through benefits and training.

The purpose of Sales and Marketing is to increase and continue to sale company products and to reach out to a variety of customers while promoting the product.


SupervisorPerformance StandardsWhat do you need to measure, to ensure the following Goals, Activities and Tasks are completed to your expectation?

No work is necessary at the HR SupervisorLevel.

1. Improve employee work / life balance.

2. Streamline department efficiency and communication.

3. Hire specialist in international business.

4. Develop employee recognition program.

Goals No work is necessary at the HR SupervisorLevel.

1. Assure staff is meeting sales percentile

2. Meet with staff to provide feedback to performance.

3. Train staff on maximizing sales and customer service skills.

4. Assure staff is using at least four different forms of advertisement.

Activities No work is necessary at the HR SupervisorLevel.

1. Monitor sales on weekly basis.

2. Meet monthly to discuss progress and hear feedback.

3. Schedule quarterly trainings to assist in customer service skills.

4. Introduce and train in new marketing strategies.


Tasks No work is necessary at the HR SupervisorLevel.

1. Develop and train new departmental hires within 90 days

2. Identify and address current staff retentionrequirements/needs

3. Weekly evaluations on departmental staff and achievement of sales goals for the company

4. Development of open communication policy for department

5. Implement cross position training for better understanding of current staffing positions requirements, goals and tasks

Do I know what is expected of me at work? 2

Do I have the materials and equipment that I need to do my work right? 2

At work, do I have the opportunity to do what I do best every day? 2

Do I receive recognition or praise for good work? 4

Does my supervisor, or someone at work, seem to care about me as a person? 2

Is there someone at work who encourages my development? 4

At work, do my opinions seem to count? 2

Does the mission and purpose of my company make me feel like my work is important? 1

Are my co-workers committed to doing quality work? 4

Do I have a best friend at work? 3

Does anyone ever talk to me about my progress? 4

At work, have I had the opportunities to learn and grow? 2

Your Department's Average Score 2.67


Appendix C: Strength of Workplace Questionnaire

Your department’s Strength of Workplace score is 2.67. What will you do to improve that score to a 4.0? Reflect on your u2d2 activity and identify techniques you can employ as the department manager to raise the score to a 4.0. Complete this by the end of Unit 9.

Questions

1: Strongly disagree, 2: Disagree, 3: Neutral, 4: Agree, 5: Strongly Agree

1

2

3

4

5

6

7

8

9

10

11

12

ZILACK CORPORATION EXECUTIVE PLAN 25Ideas or techniques to raise the overall score to 4.0

1. Provide incentives for employees.

2. Provide equipment needed by employees to get job done.

3. Meet monthly with employees to discuss issues and performance.

4. Clearly state what expectations are and goals/objectives.

5. Allow growth when deserved by giving more responsibility and advancement.

6. Acknowledge employees work verbally or rewardingly when goals have been met.

7. Hear and listen to the employees opinions.


Appendix D: Purpose Statement Worksheet

Most of us are aware of the term “purpose statement” but are unsure of what its real meaning is

within an organization. It is a statement describing the organization’s purpose, or the reason for

its existence. The purpose of an organization reflects a desired position in the marketplace. It

should accurately answer to the following four questions: “Who we are?” “What we do?” “Who

we do it for?” and “How do we know if we are getting it done?” The purpose statement is the

written summary of those answers. The most effective purpose statements are short, concise, and

direct. A rule of thumb: they should not exceed two to three sentences in length.

Who are we?

Zilack Corporation is a manufacturing company _________________________________________________________________

What do we do?

Market our product which is an original coffee cup.

______________________________________________________________________

For whom do we do this?

Coffee drinkers domestically and internationally.

_______________________________________________________________________

How do we know when we are getting it done?

When sales double and customers all around are satisfied.

______________________________________________________________________

Compile the answers to those four questions into a concise one or two sentence statement

summarizing those questions.

Purpose statement for your declared functional area:

Zilack’s Sales and Marketing purpose is “To promote, increase, and continue to sale company

products while reaching out to a variety of customers.”


The human resource purpose statement:

The purpose of HR department is “To hire and maintain the most qualified employees that are well

suited for each department and to continually provide support to the employees through

benefits and trainings.”

ZILACK CORPORATION EXECUTIVE PLAN 28Appendix E: Personal Insights

When I reflect upon the course the three key concepts I have learned that I can use in a

leadership role are the importance to search for talent when hiring, how to organize, plan, and

control, and how to develop an organizational executive plan using goals, performance standards,

and tasks. In my leadership role these key concepts will help me in selecting the right candidate for

the department as well as organizational skills in classifying the right individual for a certain role.

I will be able to develop and organize my unit through effectively by putting together the proper

plan establishing goals and activities to achieve them. I really enjoyed this course and the lessons

taught.

Especially when reading the first book. In fact, it will be a book that I will keep for a life

time. Reading and understanding what my strengths are will play a vital role in being a better

leader. I know how to use my strengths and work around my weaknesses in order to deal with

anything. Another thing that I am taking away from this course is when working with other people

it is more important to focus on their positives and not so much of their negative attributes. The

biggest concept that I have learned is not to be like my current manager. I see all the flaws in her

management style and how it negatively impacts the rest of the team. As quoted somewhere in the

first book "she is a great person, but a terrible manager".


Reference

Buckingham, M., & Clifton, D. O. (2001). Now, discover your strengths. New York: The Gallup Organization. Free Press. ISBN: 9780743201140. (Note: you must purchase a new copy of this book.)

Buckingham, M., & Coffman, C. (1999). First, break all the rules: What the world's greatest managers do differently. New York: The Gallup Organization. ISBN: 9780684852861.

The Gallup Organization. (2007). StrengthsFinder. Retrieved February 12, 2012 from https://www.strengthsfinder.com/

CWilliams u10 Executive Plan

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