With job rotation
Basic job rotation
Job rotation is similar to personnel changes and relocation within an organization, but it is a measure that incorporates the purpose of personnel strategy and human resource development in addition to them. In recent years, it has been adopted by many companies regardless of the industry.
A system that allows employees to experience various types of jobs such as sales, accounting, planning and general affairs within an organization at regular intervals. Some departments may change, and some tasks in the same department may be changed.
The target may be specialized for new graduates or for senior management candidates within the company.
Some companies apply to all employees, but job rotation targeting young people is more common than veteran seniors.
Purpose of job rotation
The purpose of job rotation varies depending on the type of target person, but it can be roughly divided into two.
One of them is to develop human resources. Includes training elements to experience different job types.
If you're a new graduate, you don't have to identify a department or job in advance and let it join you, but let's join and experience the work of various jobs in your organization after joining. You can then determine your aptitude, or decide the placement according to your intentions.
There are also job rotations for future executives to develop their skills and skills, promote corporate understanding, and empower their organization.
Another purpose of job rotation is to prevent the organizational duties of individuals from becoming individualized.
As work-life balance becomes more important, it is pointed out that the burden on employees is greater when there is a job that only certain ones in the company can do.
Even for companies, one of the risks is that there is no one who can do if the employee leaves the company. Some companies have solved this problem by incorporating job rotation and letting employees share their work.
How long is it appropriate
With job rotation in Japan, it seems that the time that an employee is engaged in one job is not constant. It depends on the company plan and the purpose of job rotation.
In the case of job sharing, job revitalization, or job rotation for inexperienced new employees, it is likely to occur in a relatively short period of time. Three to six months are common.
In the case of candidate human resources who will be involved in management in the future, it seems that there are many companies that have set a long-term rotation such as 1 to 3 years.
[Company-side advantage] Job rotation as a personnel strategy
Proper placement of the right person in the right place
Job rotation has the effect of improving the certainty of the right person in the right place.
By letting employees actually experience their duties, personnel and supervisors can assign employees to more appropriate duties. Not only can you prevent aptitude discrepancies, you will be able to give the person the right job, rather than just being appreciative before doing job rotation.
Network construction
If you work in only one department from the time you join a company, you often have less opportunities to interact with members of other departments that make up your organization. With job rotation, you can create exchanges between moving employees and accepting employees, regardless of department or job type.
Even if the department in the department is finished, it will lead to improvement of productivity that it becomes easy to take coordination in the business. If a good network is built, the internal atmosphere will also improve.
Enhancement of corporate knowledge
By experiencing every department and job type in a company, employees gain knowledge about their work. This will lead to more employees who have an overall understanding of the elements that make up the company.
It seems that it also evokes an idea that could not be conceived only with the knowledge of biased departments and occupations. You will be more aware of what you did not see, and it will be easier for companies to innovate.
Avoidance of mannerality
For many years, the same department, same members, and employees doing the same job may have a sense of mannerism and boredom.
Providing the opportunity to change the environment regularly with job rotation will be a good stimulus for employees. Learning new things and interacting with different people seems to be effective in human resource development.
Ensuring stability that small and medium-sized enterprises are substituted
In the case of a large company, the same task will often be performed by multiple employees. On the other hand, companies with a small number of employees may not have the manpower to assign several employees per job. The volume and number of small companies may be within the reach of a single person.
It is said that there is a risk in many ways that there is work in an organization that only one employee can do. By performing job rotation, it is possible to prevent internalization of internal business.
Having tasks that can usually be handled by one person and tasks that can be performed by other employees also makes it easier for employees in charge to take leave, and it also helps to establish a cooperation system during a prosperous period. It seems that there are places where business rotations are thoroughly implemented within departments alone.
【Corporate side disadvantage】 Cultivation and heavy job rotation
It is impossible to acquire work with a level of skill
With short-cycle job rotation, it is easy to learn superficial content for each job. In most conditions where the work you experience for the first time, in a short period of time it will be difficult to understand the deep part.
As the degree of learning is shallow, the scope of work is narrow, and you can only assign tasks with relatively low difficulty. In the case of industries or occupations that require high expertise and skills, job rotation seems likely to be a barrier to developing specialists.
Retirement risk of trained employees
One of the disadvantages is that there is a possibility that employees who have been trained with expectations in the job rotation may retire.
The higher the quality of the development strategy, the more employees will be aware of their career. The better people are the ones who can find their own way, and you may decide that your company is not on the way.
In addition, the inability to thoroughly master a single job type can be a factor causing employees to feel negative.
The range and degree of work, and the low level of discretion given to you, are likely to cause a reduction in motivation. There is no doubt that it is difficult to build confidence. If you think you got used to it, it seems that many employees are burdened with the cycle of moving to a new job and learning from scratch again.
[Employee side merit] Job rotation that oneself sees
Understand your aptitude in practice
Job rotation is an opportunity for employees to try inexperienced jobs. By actually engaging in practice, you will not only gain that knowledge, but it will also make it easier to identify the aptitude as to how much interest you have and how it suits you.
Rather than specifying one job from the beginning, it is also an advantage that it is easy to see the merits and demerits of each job by comparing with other jobs. In the case of new graduates who have no work experience in particular, it seems that the probability of leaving work is low because they are assigned to work with a high degree of satisfaction.
Relevance to career
By experiencing the different tasks in a company, you can get a perspective on the whole business.
Understanding the work of other departments and being able to build a human network will become more necessary the higher the position.
Job rotation brings about diversification of work and people in one company. The kind and quality of your thinking and ideas will also change. There are many things that help the work results, and companies are expecting this point as human resources development.
The various experiences gained through job rotation are also useful in considering your own career. Especially for managers and managers, it will provide an important perspective. It is an opportunity to learn what you need to improve your career, even if you are not in the company in the future.
[Employee side disadvantage] job rotation unsuitable for professional orientation
It is also said that job rotation is not suitable for people who have their own fields of expertise or specialized fields that they want to excel in. Some may be reluctant to work in less relevant work.
Consult with personnel and your supervisor, and if it is likely that you will be circling, let's take it into consideration as well. Even if it is a corporate system, it is also important to think on a self basis.
Problem of job rotation system
Employees who do not have their own career plan will only be relegated to the personnel system.
It is important that companies do not allow job rotation just to make employees experience the department and operations. Make sure that you have a well-developed training plan and how to proceed in a way that helps each employee's aptitude recognition and skills development. You may need to set up flexible rules to take full advantage of the benefits and eliminate the disadvantages.
What is the role of branding
Branding is directly related to increasing corporate value. Corporate value here means something that is difficult to represent with figures and money and can not be imitated by other companies.
For example, when the information that a new Toyota Prius is released is released, the reservation may be rushed. Consumers take these actions because they have an image of the company in the mind of the consumer.
Marketer focused marketing techniques
1. Marketing Automation
Marketing automation is a method that automates and streamlines the tasks that marketers used to work by introducing tools. In Japan, “Marquete”, which develops services worldwide, and “b → dash” of Fromm Scratch, Inc. have been introduced to companies.
2. Content Marketing
Content marketing is a marketing method that attracts users who are likely to be customers of their services by providing valuable articles and videos to customers on their service sites.
3. Influencer Marketing
Influencer marketing is a method to have influential individuals in SNS publicize their products. In general, there are many cases where you provide your own products and have them post product photos via SNS. In addition, in the case of an event etc., there is also a case to have you post about the situation of the day.
4. Omni Channel
Omni-channel is a retail approach that emphasizes connecting without interruption the channels that customers can buy. Specifically, it means a marketing method that connects TV, radio, catalogs, and DM to Internet shopping without interruption.
and small and medium-sized businesses have newly established inside sales departments.
However, some of the people in the Inside Sales department, who are still new in Japan and have few success stories, seem to find it 's painful'.
In this article, we will delve into the reasons why inside-sales seems to be "hard." In particular, if you are in charge of sales department and marketing department management is a must read!
Is "inside sales" painful?
Inside-sales sales are conducted by internal communication such as telephone, mail and chat based on the information (leads) of potential customers acquired by the marketing department. It is a sales method that has been attracting attention in recent years, but when you search for "inside sales" on Google, you will find words that make you uneasy.
"Inside sales hard"
What appears in Google Suggest means that the keyword "inside sales hard" has been searched quite a number of times.
Em Tame! The company that operates the media also has an inside sales department, so you can clearly understand the desire to search so. However, it's too bad for us to encourage marketing soaring that inside-sales impressions are just "hot" jobs. So, this time, I would like to delve into the causes of the "spiciness" of inside sales.
2. Inside sales will be the core of the sales organization from now on
First, let's review the background to the increasing demand for inside sales.
With the evolution of cloud technology, in Japan, "subscription type" services that use software on the cloud for a fixed fee such as monthly fees have become extremely popular. A subscription-based business model is one where users can get a stable profit by keeping the contract long even if the unit price for one user is low. In addition, many companies offer a basic service free of charge and use the "freemium" strategy to charge for advanced services in order to lower the entry barrier.
In such a business model, "to get interested customers to become a free member first" and "to shift from a free service to a paid service" are important issues. Inside sales plays a role of "growing" potential customers into actual customers by communicating with customers remotely in this business strategy.
With this background, companies that want to set up an inside sales department are very much in the market, and various tools are also being sold to streamline inside sales.
However, there have been few successful cases of inside sales in Japan, and companies that have already adopted inside sales are still in the process of trial and error. The reason why people who are engaged in inside sales feel "striking" may be because they have a strong feeling that they do not know the correct answer.
3. It is a big organizational problem to make you think that it is "scratchy"
Based on our experience in practicing inside sales, I think that the cause of the “smartness” of inside sales comes not from the business itself but from the instability of the organization and system. We summarized common issues in an organization where the inside sales department is not working well.
(1) Recognition from other departments is low
For companies that previously focused on field sales (outside sales), the inside sales department may be considered as a subordinate organization of the field sales department or may be considered as a teleapo unit for the sales department. It is common.
Other departments are also considered to have a sales role, so they are misunderstood as “inside sales performance = sales” and tend to see less contribution when compared to field sales.
For example, such casual words from other departments are driving inside sales ...
"It's hard to call me forever" (... I think it's a tele appointment team !?)
"Call me forever, "I
can't come to my office all day?"
(2) Can not achieve KPI and KGI
The inability to achieve KPI and KGI will cause every department to feel the difficulty of work, but in the case of the inside sales department, there is a problem that the setting is deviated from the beginning because of the newness of the work There is a case.
● Reasons I can not achieve 1: First of all, there are few leads
Getting a lead isn't a job, as the Inside Sales department is different from the Teleapo unit and the Marketing department. As an organization, if you do not have the number of leads that can achieve the KPI and KGI you set in the first place, it is natural that you can not reach your goal because there is nowhere inside sales can approach by phone or email. If you do not have enough leads, it may be better to dedicate a marketing budget for lead acquisition.
● Reason for not being achieved 2: First of all, products with long lead times
In the first place, despite the fact that the lead time is a long-term product, do you not have KGI that immediately produces results?
Inside sales are not an immediate measure. Generally, it is said that it will take at least half a year to achieve results. Furthermore, if the product has a long lead time, the time to grow inside sales will be longer, so the time to success will be longer.
● Reason 3 can not be achieved: KPI · KGI is not the purpose in the first place
If only the number of apo acquisitions and the number of actions (calls and opportunities) are used as the indicator of inside sales, the person in charge is desperate to handle the number of calls regardless of the content and quality, and to acquire apo. As a result, the inside sales department may become a teleapo unit, or the sales may be swayed by poor quality apo and become inefficient.
Inside-sales needs a metric that was originally intended to "get a potential customer." For example, "number of status ups" and "number of ranks up". It is important to keep track of multiple KPIs in a balanced manner by combining such indicators with the number of apoons, the number of projects, and the number of orders received.
(3) The measure changes and I can not see the correct answer
Not only inside sales, but all new business divisions are common issues, but when launching a business that does not have in-house know-how, it is necessary to try in various short spans until the correct answer is found.
In order to test the hypotheses, it is also necessary to handle “quantity,” but having to go through the cycle of setting up a temporary unit and handling the quantity alone is a task that requires extremely tough mental power.
In addition, there is a good side that there is no information in the company, and when you request information from outside, you can sympathize with each other and exchange information. However, because inside sales are still in its early days, there is also the problem that there is little information that is "successful" in the first place and you have to spend a lot of private time.
As you can see, it is natural for you to feel hard with the mind that you can not see the correct answer and that you can not really know what you are doing right. The ideal is to have a positive sense of "I will find the correct answer!" But in order to do so, it is essential to support the boss and the surroundings.
(4) The ratio of people in field sales and inside sales is biased
If the ratio of inside sales to field sales is too biased, it may not be possible to successfully implement the measures.
A company with a successful inside sales team seems to have teamed field sales and inside sales 1: 1. By doing so, the PDCA can be exchanged daily between the teams, and by exchanging information with other teams, it seems that the success know-how can be quickly accumulated.
At the start of the department, I often hear that only one or two inside sales people say, but there are cases where it is difficult because there is only one person.
(5) Itami of sales and marketing department
Inside Sales is a department that bridges the sales department and the marketing department to maximize results.
Therefore, in the launch period, segment items for selecting leads must be linked with marketing measures, and sales must be combined with good quality apo conditions and customer tracking methods.
However, there are times when you think that any department can not afford to maximize the results of its own department. Because inside sales are intermediate organizations, it takes a lot of time to put together and often suffer from both claims.
(6) Tools for efficiency improvement are not introduced
In general, inside sales require tools such as MA, SFA, and online opportunities.
As mentioned earlier, the launch side of the inside sales department is often organized with a small number of people, but we often hear that the tools for efficiency can not be easily introduced due to the small number of organizations. If the tool is not introduced, there is only "do your best" with manpower no matter how long, and the time until the effect comes out naturally becomes long.
4. How to solve?
In summary, it can be understood that the cause of “inside sales hard” is a difficult problem.
However, as we all know, if you have been involved in a new business, the most effective way to solve these problems is to "get results."
And, in order to ensure that the inside sales representative can cite the results, it is essential to understand the superiors and the organization.
To that end, it is important for the top of the organization and the management personnel to understand the necessity and importance of inside sales well and to keep them informed to the whole organization many times carefully.
5. Summary
Inside-of-the-office inside sales is a job that will always be in demand for Japan from the perspective of expanding the diversity of work styles.
In content marketing, we will introduce the mechanism for finding potential customers.
What information is useful to the user? What content do you need? How is the content management system? We deliver information that answers common questions of content marketing!
- sites.google.com/view/iranmct
Pros and cons of creating videos with crowdsourcing
While the needs for using videos such as advertisements, sales tools, and in-house training have increased, the number of clients making video productions is also diversifying.
As in the past, it is not the only way to request an advertising agency, but recently more and more people are using crowdsourcing to request production companies and freelancer video creators to produce videos.
This time, let's introduce the features of each video production client and the advantages and disadvantages you want to know when using crowdsourcing.
1. Know where to request video production
I think that there is not much to deal directly with video production companies for general companies. That's where they come in: “requests” that introduce you to a production company, or control in between.
The clients can be roughly divided into three categories: advertising agencies, web production companies, and crowdsourcing.
Advertising agency
Professionals in video production, mainly advertising. The famous video creators and the appointment of talents and celebrities are also led by advertising agencies, and they support high quality video production.
In addition, I am also good at media mixes linked to multiple media such as newspapers, magazines, and the Web as well as videos. Therefore, production costs tend to be high.
Web production company
If the main thing is video production to be uploaded to websites and SNS, it is best to consult a web production company. Depending on the purpose of the animation, such as in-house training and sales tools as well as advertising, we can respond flexibly.
However, since the main business is web production, quality may not be secured if the company has little experience in video production and know-how. Also, since most companies outsource, there is one side that costs are high.
Crowdsourcing
It is a service that connects with a client through a website that many video creators register. We respond to a variety of video production according to the client's purpose, quality request and needs.
In crowdsourcing services, there are services provided by the operating company as a point of contact, and services in which the client mainly interacts with the production company are available.
2. Advantages of Asking Crowdsourcing for Video Production
Of the three types of clients listed above, the use of crowdsourcing has recently increased. The reasons are summarized in the following benefits:
(1) The production cost can be reduced
There are many creators not only corporations but also individual image creators, and they can produce videos at a reasonable cost compared to asking companies such as advertising agencies and web production companies.(2) We can cope with various video production
As video creators with various achievements and backgrounds are registered, creators who are good at the client's purpose (advertisement, company guidance, human resource development, etc.) will handle the production.(3) Short delivery time also possible
With regard to delivery time, you can select a video creator according to the client's convenience, so it will respond more quickly and flexibly than advertising agencies and web production companies.
3. Disadvantages of requesting crowdsourcing for video production
While there are benefits, you should be aware of the following when using crowdsourcing:
(1) There is a difference in quality
In addition to differences in the skills of creators, in crowdsourcing where orders are made on a one-by-one basis, the same producers may not handle the next work again, which may lead to differences in overall video quality.(2) It is difficult for detailed requests to be transmitted
Communication with video creators is mainly by phone and email, and there are few direct meetings and talks. Because of this, it is difficult to convey detailed nuances and requests, and the video may not complete according to the image.(3) Intermediate margin occurs
Crowdsourcing services, in which the operating company provides window support, incur a fee under the name of the introduction fee or support fee for creators. It will be higher by the middle margin than direct trading.
4. Summary
You may be considering crowdsourcing to reduce video production costs.
However, what is important is the purpose of "what is the purpose of making video?" Emphasis on cost not much at the expense of quality, as a result, if you can not achieve your goal, you will end up falling at the end of the day.
In order not to do so, it is also important to look at the production results of video creators and production companies and research the place that is perfect for the quality that the company wants.
Therefore I would like to recommend the matching platform "MoviePrint" of a movie production company. You can see the results of the video production company in a list, and you can choose the production company that matches your desired quality. You can trade directly with the production company, so it is easy to communicate detailed requests, and the commission to the management company is free, so you can make it more reasonable.
In this way, with MoviePrint, which overcomes the disadvantages of other crowdsourcing services, why not find a video production company that works for you?
