Carsuit Eddy Sales Proposal

The purpose of this proposal is to plan for a new sales team for Carsuit-Eddy Reality. The new plan will include the job analysis, selection method, training and team performance and evaluations along with benefits and compensation plan.

Carsuit-Eddy Reality has been in the real estate business for over 40 years. The company was started by Calvin Riley; with money he saved since the age16 he purchased his first house for $7,000. He then remodeled the house and sold it for $15,000.00, nearly tripling his net profit. From there his passion had expanded to more fixing/flipping homes and some short-term rentals. The company grew from a one man operated business to a family run business; one licensed real estate agent, 3 construction /maintenance crews and Calvin's 3 daughters: his oldest La Donna Wheeler is the chief managing officer. His 30 year old daughter, La Tosha Riley is the chief financial officer and his youngest daughter, Angel Riley, the real estate agent.

Since the crash of the real estate market Carsuit- Eddy has been forced to change its business direction and enter a new market within real estate. They will need to do less fixing and flipping houses and more rentals and land contracts. This means that now there is a high demand for a sales team for leasing and land contacts. I have realized this new direction will require a job analysis, selection method, training and benefit and compensation plan. The focus of this job analysis is to incorporate more leasing agents. This new concentration will put the company in a positive, profitable position. The success of this direction hinges on the effectiveness of productivity and an assertive sales department. To move towards the organizations new goals a job analysis has been done along with a workforce planning system, which concluded with my recommendations of employees to place on the sales team. This was done by interviews and background investigations. Job analytic information is central to a variety of human resource activities (selection system development, compensation system development, organizational design). The analysis showed that a need for a sales team needs to be organized. This team will not only be a force in sales but in customer service as well. The new goal for this team will not only be for obtaining sales but to build customer relationships and retain customers' future and present. We will look for someone who can sell the rentals and land contracts, have product knowledge and someone who can gain and retain customers. The analysis showed the need for training, diversity, promotion, and teamwork within the organization. Currently, there is no established organizational structure. Without established job descriptions, the job positions could become obscured in the future creating confusion among the employee and a down fall in the growth of the company. The lease sales team will be very successful in creating and closing deals, customer service skills, training and diversity. Some of the candidates are lacking lease/ land contract sales skills. The majority of our sales team will be male and female, culturally and age diverse. The team will have passion for their jobs, the ability to negotiate or close lease transactions. Also, some of the sales team members will have aggression in sales of leasing and land contract and obtain customer retention skills. Since the organizations focus is no longer just the sale of houses, we would need someone to sell the service as well. The lease sales department will have an emphasis on teamwork and establish values in our sales tactics.

The sales team members will be a representative of the organization, emphasizing professionalism and integrity that is key the organization's success. The team will focus on the customer's wants and needs by creating positive relationships. The sales department will complete and engage in workshops that will improve customer service skills. The lease sales department will have a leader who will encompass all of these duties and skills of the aforementioned. The leader will make sure that all sales are within government laws and regulations. A standard rate scale for job evaluation will be instituted. Ranking will start with a scale of 1-5, with 1 being excellent and 5 being unsatisfactory. The team leader will conduct this monthly job evaluation based on sales and customer retention. To stay focused on the organizations goal of becoming a major company in the real estate leasing market and for the betterment of the organization, these elements are greatly needed. Through extensive employment interviewing, I was able to select six candidates to become part of our new sales team. These members are aligned with the experience, knowledge, skills and abilities described in the job analysis. Each member was interviewed for 1-2 hours answering 7-8 behavioral questions giving information on how they would solve a certain situation. The interviews gave some insight on their behavior, work ethics and experience; using an established rating scale of 1-4; 4 as an excellent score. The disadvantages to this selection style were first impressions and personal feeling and termination of candidates.

These sales team members will be a representative of the organization, emphasizing professionalism and integrity is paramount to the organization's success. The team will focus on the customer's wants and needs by creating positive relationships. To achieve this goal, a comprehensive six week training and mentoring program has been developed to create a knowledgeable, customer oriented sales team. The training will consist of planned programs based on the strength of the job analysis and introduce them to new information. The training course will review the organization's new mission, introduce them to the products and services and learn to deliver the attributes to the client. They will review government laws and regulations. The course will consist of oral presentations, multimedia presentations, interactive workshops, positive feedback from mentors, and required reading. The whole objective is to prepare the sales team to handle any client request efficiently and effectively. First, we will review the team's responsibilities, organization expectations from the team, and create a career path for each team member. Formal classroom study, field training, personal development, and informal discussions on the teams' ideas on how the team will move forward, along with team building exercises will be instituted. They will also learn new terms that is associated with the new products and services. The second half of the training will consist of completing all necessary paperwork and developing customer service skills. They will also learn to develop new sales tactics, utilizing their new knowledge to educate the customers.