Offer Letter for Marketing Executive Format
We bring to you format of finest professional offer letter for marketing executives. Use it as the thread line for writing customized drafts on appointing the marketing executives in your company. Make sure it contains all important roles and duties related with the job profile along with the briefing of the contract. All of the information must be written in simple and easy language. Start your letter with the good news about the selection. Here is the template designed to help you.
Sample Offer Letter for Marketing Executive
From:
Henry James
HR Manager
Sachs International,
22nd Park Avenue
Los Angeles
Date: 9th August, 2014
To:
Simon Thomas
62, Autumn Gardens,
Los Angeles
Dear Mr. Simon,
We are extremely pleased to confirm your selection with our company, Sachs International on the post of Marketing Executive.
Job Roles:
Here is the brief on the duties related with your job profile:
- Promotion of brand awareness and brand image, both internally and externally.
- Using sales techniques to maximize the revenue while maintaining present customers’ loyalty.
- Encouraging customers to make purchases or enroll for preview.
- Creating better experience by recognizing opportunities to up-sell.
- Answering queries and questions of customers by providing relevant information.
- Receiving, recording and transmitting information and messages.
- Working with zeal to increase sales.
Contract Inclusions:
The contract includes the following points mentioned below:
- Reporting: You will report to Andrew Hardy, Marketing Manager.
- Basic Salary: The offered position of Marketing Executive is at a salary of $ 800 per month.
- Work Hours: Your work hours will begin from 09.00 AM to 18.00 PM every day.
- Vacations: You are entitled for 2 vacations in a week.
- Compensations and Benefits: The compensation and benefits for the position of Marketing Executive include Group Insurance, Health Care, Transportation and Daily Allowance.
We are pleased to send this offer. Please sign a copy of this letter and send the same to us so that you can start with your job from 19th August, 2014.
We look forward to work with you. We wish you all the best for a successful career with our company.
Regards,
Henry James
HR Manager
Sachs International
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Categories: Job Evaluation Tags: Job Offer Letter, Marketing Executive
Offer Letter for Trainee
Learn to write formal offer letter to trainee offering them to join your company. Respond to the candidates about their successful interview, offering them to join as trainees. Make sure this letter includes all the important terms and conditions in an organized manner. Here is a sample format for your reference which can used as a base for designing a customized offer letter on behalf on your organization. Keep the language simple and to the point.
Offer Letter Format for Trainee
Date: 9th August, 2014
John Smith
52, Richmond Street,
New Jersey
Dear John,
This in response to the interview you had with us. We are pleased to present you with the offer of joining our organization as a trainee.
The terms and conditions concerning training are as follows:
1. Training Period:
You will be entitled to work as a trainee with us for a period of 6 months which will be effective from the date of commencement of this program.
2. Stipend:
You will be entitled to a stipend of $ 500.00 per month. This will not include any other benefits.
3. Posting:
Initially, you will be posted in New Jersey. During the period of 6 months, you can be transferred to any other department or division of the company, anywhere in United States of America and overseas.
4. Notice Period:
The company possesses the right to terminate the trainee from the service on the grounds of breach of terms and conditions or misconduct or violation of rules and regulations by giving 15 days notice.
5. You will be required to sign an agreement on joining.
6. Your performance will be reviewed from time to time during training. In case, your performance is not found in accordance with the standards then your training period will be extended up to a maximum of 6 months with an interim review at the end of third month.
Kindly sign the copy of this letter to accept the above mentioned terms and conditions and return the same to us.
We welcome you to Maxmin Associates and wish you a bright career with us.
Regards,
Mathew James
Human Resource Manager
Maxmin Associates
Categories: Job Evaluation Tags: Offer Letter, Trainee
Terms and Conditions in Job Offer Letter
A job offer letter must contain all the necessary terms and conditions to clarify all the aspects related with selection for job. Here is a point wise description of every point which are important and must be included while drafting terms and conditions for the job. Follow these points to draft your own terms and conditions in the best of the manner possible:
1. Title
It must contain the job title on which the candidate has been selected.
2. Start Date
The next important thing in the letter is the start date of the job.
3. End Date ( In case of fixed contracts)
The offer letter must also contain the end date of the employment of the candidate.
4. Roles and Responsibilities
The job offer letter must contain all the necessary points concerning the roles and responsibility of the job profile. There has to be a point-wise description of the main highlights of the job. This will help the candidate deliver his services with the best of the understanding of what is expected of him.
5. Reporting Relationships
There has to be a mention of the person to whom the new employee must report. Mention the name of that person along with his designation to bring more clarity in the reporting relationship.
6. Probation Period
There has to be well defined probation period, if any. The purpose of this period is to train the new appointment within a definite time to have complete understanding of his job so that he can achieve satisfactory levels of performance. It should also contain the information about extending this period in case the candidate fails to deliver expected performance levels along with the information on interim reviews.
7. Appraisal
There has to be a mention of appraisal scheme related with the job profile. The purpose is to encourage the candidate for his career development and personal development. It must contain information on implementation of appraisal specific to the department. This will work as the motivation for the employee to deliver better performance.
8. Salary
This is the most important segment of the job offer letter. It must contain the following information:
- Rate of Pay
It must contain the title of the post, the commencing rate of pay along with salary scale which is mentioned in the letter of appointment. It must also be made clear that there will be no other remuneration other than the payment.
- Other Benefits
In case, there are other benefits like insurance, travel allowance, group incentives etc. they must be mentioned too. Put all the benefits with clear detailing about each.
9. Superannuation
There has to be a mention of superannuation plan of the company which is designed to benefit its employees after retirement. The offer letter must contain the deductions as per the pension plan. A new eligible employee gets enrolled in the appropriate pension scheme automatically when he joins the company.
10. Hours of Work
The next important thing to be mentioned is the hours of work. The letter must contain the daily working hours along with mention of special circumstances like part-time or extra-time working and the remuneration that will be paid for extra working.
11. Travel Requirements
Make a mention of travel requirements, if any. It must also include the frequency of travelling concerning the job profile.
12. Public Holidays, Overtime etc.
Information of public holidays and compensation for overtime on regular days and on public holidays must be mentioned in a simple and easy to understand language.
13. Holidays
This head must contain information on the number of paid leaves to which the candidate is entitled. It must also mention the exception holidays like locally agreed department closure holidays etc. along with the payment conditions on all such days. Special mention of conditions regarding holidays during probation etc.
Below are some of the conditions on which the letter must focus to bring more clarity:
- Additional Holidays for Long Service
- Holiday Entitlement for Part-time Workers etc.
14. Termination Clause
There are two conditions under this head which must be kept in mind.
- Termination of Appointments by Notice
Make sure you mention the period of notice which you are obliged to give the candidate before terminating him. It must be given in writing. This period usually varies between weeks to a month depending upon the organization. Do mention all the other conditions concerning the termination.
- Retirement
Do make a mention of the normal date of retirement in your company. Also mention the age of retirement.
15. Restrictive Covenants
This is an important part of the terms and conditions. It is asking the candidate to maintain the confidentiality of the intellectual property of the company. This is a non-disclosure agreement which maintains the confidentiality of important information of the organization.
These are some of the important points which must be kept in mind while designing the terms and conditions in the job offer letter of your company. Customize these points as per the need of your company.
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Appointment Letter for Commission Based Agent
Many companies appoint their commission based agents who act as the link between the vendors and the buyers.
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Offer letter is a formal confirmation that you have received the job and it always makes you happy. If you have received an offer letter then your appointment letter will soon follow it.
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Categories: Job Evaluation Tags: Conditions, Job Offer, Offer Letter
General Premedical Test Policy
Here is the General Premedical Test Policy.
Supervisors are advised that any person who may require assistance in understanding any aspect of this document, particularly for language or literacy reasons, can be referred to the OH&S Unit in Human Resources.
1. Overview
2. Scope
3. Policy
4. Responsibilities
| 1. OVERVIEW |
To safeguard both itself and any potential staff member, the University reserves the right to require a potential staff member to undergo a pre-employment medical examination as a condition of appointment. This Policy and associated procedure set details of the University’s requirement for pre-employment medicals.
| 2. SCOPE |
This Policy applies to all prospective staff members employed by the University of Adelaide, with the exception of:
(i) casual academic and general staff;
(ii) visiting academic staff;
(iii) honorary academic staff.
| 3. POLICY |
3.1 The University reserves the right to require any successful applicant for a position in the University to undergo a medical examination to determine fitness for work.
3.2 All offers of appointment shall be made subject to satisfactory completion of a pre-employment medical examination, if such an examination is deemed necessary by the University.
3.3 The purpose of the pre-employment medical examination shall be to verify that the prospective member of staff is physically fit to perform the inherent duties of the position for which he or she has applied, and to help guard against work-related illness and injury occurring subsequent to the person’s employment in the University.
3.4 Where required, the pre-employment medical is to be conducted by a registered medical practitioner of the applicant’s choice.
3.5 The decision to require an applicant to undergo a medical examination as a condition of appointment will take into account the inherent duties of the position for which the applicant has applied, the occupational hazards identified for the position and the applicant’s personal health declaration in relation to the position.
3.6 A successful applicant who is required to undergo a pre-employment medical examination may not commence duty with the University until he or she has received confirmation from the University stating that he or she is fit to take up the appointment.
3.7 All medical information obtained as part of this process is confidential and shall remain the property of Human Resources.
| 4. RESPONSIBILITIES |
4.1 Human Resources
Human Resources shall be responsible for the following:
(i) determining those successful applicants who are required to undergo a pre-employment medical as a condition of appointment, in accordance with guidelines developed by the General Manager, Human Resources;
(ii) communicating to applicants the requirements of this Policy and associated procedure;
(iii) confidentially storing any documentation associated with this Policy.
4.2 Area Managers
Area Managers are responsible for the following:
(i) developing the Duty Statement for vacant general staff positions;
(ii) determining potential occupational hazards for the position to be filled;
(iii) identifying those positions for which a pre-employment medical is required;
(iv) ensuring that no applicant commences an appointment until his or her appointment has been confirmed.
Area Managers may delegate the above authorities to Heads of Department.
Categories: HR Policies Tags:
Procedure of the Activities of Human Resource Department
A) Activities Handled at a glance.
i)Service File (Employee’s file)
ii)Recruitment
iii)Leave
iv)Training
v) Resignation
B) Detailed procedure of the activities handled alongwith documentation involved:
- i. Service File:
Curriculam Vitae
Proof of Educational Qualification (Marksheets and Certificates)
Senior secondary certificate/ marksheet
Higher secondary certificate/ marksheet
Graduation marksheet
Post Graduation marksheet
Professional qualification / marksheet
Copy of appointment letter.
Detail sheet in original (annexure to interview call letter)
Two recent passport size photographs
Experience certificate/s
Relieving letter if possible
Promotion letter
Increment letter
Renewal letter
ii) Recruitment
Obtaining approval from competent authority – COO
Releasing an advertisement for recruitments.
Receiving applications.
Scanning / Scrutinizing the applications on the basis of criteria mentioned
Shortlisting the candidates
Sending the interview call letters
Sending invitation letter to panel members
To obtain confirmation calls and mails from respective candidates
Conduction of interview and selection of candidate/s, verification of concerned certificates
Sending the appointment letter/s (in duplicate)
Receiving the acceptance copy duly signed
Training
To get the details of a training program.
To assess the need for providing the training of that particular program.
Getting it discussed with competent authority and obtaining the approval of CEO (via note)
Sending suitable candidate / s concerned in that particular stream or area for the program.
Resignation
One month prior notice is to be given.
Obtaining the approval from competent authority – COO (via note) and getting the acceptance.
Handling over the all relevant document to the person concerned duly acknowledged.
Clearance or recovery of dues if any related to company.
Issue of experience certificate and relieving letter.
Sanction of Leave
Balance of leave is to be checked before applying.
Applying for the leave in the prescribed format and getting it signed by the recommending official.
Forwarding the same to the to COO for sanction.
Submitting the same to HRD.
Accordingly updations to be made
Categories: HR, HR Policies Tags: HR Activities, Recruitment, Resignation, Service File
7 Reasons to Consider a Career in Human Resources
I attached a interesting one.
Click Here To Download 7 Reasons to Consider a Career in Human Resources
Categories: HR Policies Tags:
HR Analyst JD
A summary of HR Analyst Responsibilities:-
- A human resource analyst is concerned with all aspects of the manpower policies and practices of a company.
- His job is to review HR policies regarding recruitment, selection, training, orientation, development, employee benefits and compensation and suggest appropriate improvements.
- He also needs to be good at handling the human resource database using human resource information systems (HRIS).
- Good persuasion and analytical skills are needed. Considering the nature of the job, experience in applying skills related to communication, convincing and coordination are most important.
Categories: HR Policies Tags: Analyst, HR, JD
HR/Funny Games on Diwali Eve
The common activities in organizations are :
Rangoli competition, Best dressed male and best dressed female contest (traditional clothes), Diya lighting contest, tug of war, poster making contest, Greeting card making contest, work station decorating contest, music competition, Diwali songs Antaakshari, Dumb charades and pot luck lunch
These activities are common and easy to coordinate. Not much preparation is required from the HR front.
Categories: HR Policies Tags: Games
Create a Payroll Area
Hers’s the Path for Creation of Payroll Area.
SPRO– IMG–Personnel Management –Personnel Administration –Organizational Data –Organizational Assignment –Create payroll area
Payroll Area is used to group employees whose payroll is run with same frequency and same payment date in organization.
Control Record can be created via T Code PA03.
Categories: HR Policies, Payroll Format Tags: Payroll Area
7 disciplines for High Performance
There are 7 disciplines you must develop if you want to achieve all that is possible for you. You can learn these disciplines through practice and repetition until they become automatic.
Goal Setting
Every morning, take 3 to 5 minutes to write out your top goals in the present tense. Get a spiral notebook for this purpose. By writing out your 10 goals at the beginning of each day, you will program them deep into your subconscious mind. This daily goal writing will activate your mental powers. It will stimulate your mind and make you more alert. Throughout the day, you will see opportunities and possibilities to move more rapidly toward your goals.
Planning and Organizing Take a few minutes, preferably the night before, to plan out every activity of the coming day. Always work from a list. Always think on paper. This is one of the most powerful and important disciplines of all for high performance.
Priority Setting The essence of all time management, personal management, and life management is contained in your ability to set proper priorities and use of your time. This is essential for high performance.
Concentration on your Highest-Value Activities
Your ability to work single-mindedly on your most important task will contribute as much to your success as any other discipline you can develop.
Exercise and Proper Nutrition
Your health is more important than anything else. By disciplining yourself to exercise regularly and to eat carefully, you will promote the highest possible levels of health and fitness throughout your life.
Learning and Growth
Your mind is like a muscle. If you don’t use it, you lose it. Continuous learning is the minimum requirement for success in any field.
Time for Important People in your Life Relationships are everything. Be sure that in climbing the ladder of success, you do not find it leaning against the wrong building. Make time for your relationships every day, no matter how busy you get.
Action Exercise
These 7 disciplines will ensure that you perform at the highest level and get the greatest satisfaction and results from everything you do. Study these 7 disciplines and then make a plan for how you can incorporate each of them into your daily life.
Click Here To Download 7 disciplines for High Performance
Categories: HR Policies Tags: