Running head: ZILACK CORPORATION EXECUTIVE PLAN

Zilack Corporation Executive Plan Charles L. Williams Capella University

ZILACK CORPORATION EXECUTIVE PLAN 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

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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

ZILACK CORPORATION EXECUTIVE PLAN

Executive Summary Zilacks 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 Zilacks 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: Departments 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.
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ZILACK CORPORATION EXECUTIVE PLAN 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

Zilacks 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

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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 employees 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.

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

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The following departmental tasks are outlined accordingly:

Tasks 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.

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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

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Communication 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

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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.

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Tell me about you toughest customer you convinced to make a sale? 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 employees talents and skills will work to bring each team together in achieving 100 percent productions.

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23 Appendix A: Organizational Charts Human Resources Organizational Chart

Human Resource President

Human Resource Manager

Human Resource Labor Relations

Human Resource Hiring

Human Resource Generalist Training

Human Resource Assistant Benefits

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Sales & Marketing Organizational Chart

Sales and Marketing Vice President

Sales Manager

Inside Sales Field Sales (Customer Service)

Market Research

International Sales Supervisor

3 employess

3 employees

2 employess

Sales (3 employees)

Inbound/ Outbound Sales Reps (2 employees)

Web marketing specialist

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Appendix B: Zilack Corporation Strategic Alignment Worksheet Sales and Marketing

Corporate Goal: Double Company Sales

Human Resources

Sales and Marketing

Checklist Ensure staffing requirements are met. 1. Double Zilack sales without lowering price. Retain existing staff. 2. Increase international sales. Hire and train new staff. Raise Strength of Workplace scores to a 3. Ensure accurate on-time delivery. minimum of 4.0 in all departments. 5. Plan, organize, lead, and direct the human 4. Plan, organize, lead, and control the resources resources of the company to meet the goal of growing the business by 100%. of sales and marketing department to meet company goal of growing the business by 100%.
1. 2. 3. 4.

Goals

1. 2. 3. 4. 5. 6. 7.

Department Manager 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 benefit. Create new interview questions. Organize new trainings

1. 2. 3. 4. 5. 6. 7.

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.

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Activities

Supporting goal one: We will provide a Supporting goal one: Suggestions from employees suggestion box for employees in order to hear the will help guide me in knowing what is needed to keep employees opinions and suggestions. existing employees. Supporting goal two: Interview and look for individuals with the right talent, education, and experience in human resource. Supporting goal two: Choose seven new employees who posses talents, education, and experience in sales and marketing.

Supporting goal three: I will have the department Supporting goal three: Reevaluate the organizing of managers provide their skills and expectations the department and develop new strategies. needed for employees in that department. Supporting goal four: Develop incentives for 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. 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.

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Supporting goal one: We will provide a Supporting goal one: Suggestions from employees suggestion box for employees in order to hear the will help guide me in knowing what is needed to keep employees opinions and suggestions. existing employees. Supporting goal two: Interview and look for individuals with the right talent, education, and experience in human resource. Supporting goal two: Choose seven new employees who posses talents, education, and experience in sales and marketing.

Supporting goal three: I will have the department Supporting goal three: Reevaluate the organizing of managers provide their skills and expectations the department and develop new strategies. needed for employees in that department. Supporting goal four: Develop incentives for 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. Performance Standards Goals 1. Hiring new qualified employees 2. Provide affordable employee benefits. 3. Educate employees.
1. Add new interview questions to seek talented employees cheaper rates 3. Provide more variety trainings to assist employees

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.
1.

Generate higher sales.

2. Provide methods for faster delivery of products. 3. Target international customers.

1. Develop quotas to meet number of sales each week. 2. Develop delivery guarantee to quote customers

Activities 2. Research three other insurance companies to find

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

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Interview Questions

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

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

Top Five Personal Strengths

2. Tell me about you toughest customer you 2. Describe how you would handle a fairly new convinced to make a sale? situation that you would have to address while your supervisor was not present. Maximizer. 1. Empathy 2. Adaptability Relator. 3. Restorative Communication. 4. Activator Connectedness. WOO. 5. Achiever 1. Achiever 2. Adaptability 3. Activator 4.5 No immediate action needed. 1. Maximizer 2. Communication 3. WOO 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. 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.

Three Complimentary Strengths Department Strength of Workplace Score

Department 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 training.

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Performance Standards What do you need to measure, to ensure the following Goals, Activities and Tasks are completed to your expectation?

Supervisor No work is necessary at the HR Supervisor Level.

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 Supervisor Level.

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 Supervisor Level.

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.

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23 1. Develop and train new departmental hires within 90 days 2. Identify and address current staff retention requirements/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

Tasks

No work is necessary at the HR Supervisor Level.

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Appendix C: Strength of Workplace Questionnaire Your departments 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 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? 3 At work, do I have the opportunity to do what I do best every day? 4 Do I receive recognition or praise for good work? 5 Does my supervisor, or someone at work, seem to care about me as a person? 6 Is there someone at work who encourages my development? 7 At work, do my opinions seem to count? 8 Does the mission and purpose of my company make me feel like my work is important? 9 Are my co-workers committed to doing quality work? 10 Do I have a best friend at work? 11 Does anyone ever talk to me about my progress? 12 At work, have I had the opportunities to learn and grow? Your Department's Average Score 2 2 2 4 2 4 2 1 4 3 4

2
2.67

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Ideas or techniques to raise the overall score to 4.0

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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.

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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 organizations 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: Zilacks Sales and Marketing purpose is To promote, increase, and continue to sale company products while reaching out to a variety of customers.

ZILACK CORPORATION EXECUTIVE PLAN The human resource purpose statement:

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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 Appendix 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

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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".

ZILACK CORPORATION EXECUTIVE PLAN 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.)

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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/