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  • Published on: 7th September 2019
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OPERATION AND TECHNOLOGY COMPANY SAUDI ARABIA

Introduction and background

The Operation and Technology Company [OTC] was established in 2008 as a system integrator for supplying, Design, Installation & Commissioning contractor for Telecommunication Networks targeting the below activities & solutions that summarized as:-

Indoor/Outdoor Survey for Copper and Fiber Optic Networks. Network Design for Telecom Providers. GSM Network & Telecom Towers.

Transmission Equipment & Services Extensions. FTTH Technology & Infrastructure Replacement. Structured Cabling Systems for Buildings. Low voltage & Security Systems for Buildings.

OTC has excellent staff to execute OSP work fiber and copper cable technology. The work includes pulling, splicing, jointing and testing. OTC has brilliant engineer to perform its best implementing telecommunication OSP network.

OTC with its highly educated and expert engineer having years of experience and armed with all equipment can perform any survey for FTTH and Copper networks in professional way which can be articulated in the following.

Perform Site Survey for Civil works and Fiber Networks. Designing infrastructure using advanced designing software such as Network Engineer.

Performing detailed survey for existing ducts infrastructure. Provide Professional Technical consultancy for FTTH. Network Planning, Designing by preparing the design guideline to develop standard, Qualitative and optimize FTTH Network.

OTC one of the leading system integrators in Gulf Region in designing, supplying and installing Low voltage and Security Systems in both commercial and residential buildings.

Advanced Unified Communication. Designing Advanced Wireless LAN. LAN Design and Implementation. Unified Communication VOIP. Network Servers Installation and Configuration. Network Active Components Design and Implementation (Switches, Router).

OTC Vision and Goals:-

OTC Vision is to Provide excellence, consistence, secure and Cost Effective Telecom/Contracting Services in due course, and above Customer's Expectations.

To develop scalable Networks solution for Public and Governmental Domain.

OTC is tailoring its services for next gen networks landscape that is going to span the kingdom in coming Decades.

To create Sustainable competitive advantage while deploying new Emerging Network Technologies.

In a bid to become long term pioneer and integrators of various solution OTC is creating rigid partnership with vendors that innovate, Suppliers that Deliver and employing teams that builds forward.

OTC Mission Statement:-

OTC has a Mission to provide services pertaining to fiber optic Networks GSM lowers low voltage sys, terms, Structured Cabling Systems and much more.

We Integrate, Design, Supply and Implement Networks and Telecommunications System.

In Effects we will Revolution the Networks Industry in the Kingdom by Establishing ourselves as your Turn Key partner in Technology. You can Count on OTC for cutting Edge Solutions.

Aim Of The Study

To make a Research Report on OTC Operation and Technology Company Saudi Arabia Riyadh and Learn about the strategies, Requirements, Rules and Regulations, Terms and conditions being used by the Company.

Research Objectives:-

' To know about the Introduction of the Company

' To identify Mission And Vision Statement of the Company.

' To study about the Products and Services of OTC.

' To identify the marketing plans of the Company.

' To identify their Business Plans and Business Strategies.

' To identify the Operational Plan and Trainings.

' To identify the Financial Management and Plans.

' To identify their Budgeting System and Strategies.

' To identify the Marketing Management and Plans.

' To know about their Marketing Strategies.

' To identify the HR Strategies of the Company.

' To identify their Services and Facilities to Customers and Employees.

' To know about their employees Performance and Job Description.

' To identify the Organizational Chart.

' to provide Recommendation.

Significance of the Research:-

Through this Research Report, I will be able to take all the needed information on OTC Operation and Technology Company. I will be able to identify the Suggestions to the company and I will be able to know about these four Department Operational Plans, Marketing Plans, HR Plans and Financial Plans of the Company. While working on this Research Project I will be able to Increase and Develop My Knowledge Of Business.

SKILLS OF MANPOWER IN OTC:-

Project Management

OTC have a major contract with STC Saudi Telecommunication Company.

We are proposing a joint project organization between STC and OTC to facilitate the completion of the project. The roles of the project participants are defined in the Project Management Organization and Staffing Plan, which will be developed at the start of the project and will address the overall project management organization and staffing.

STC project manager and OTC project manager will meet on a regular basis and they will both report back to the management committee.

PROJECT PROCUREMENT PLANS:-

Describe, in specific terms, what items will be procured and under what conditions:

[include the following with as much details as available:

Product or Service Description

a. Functional and performance requirements

b. Quality requirements

c. Cost requirements

d. Other

1. OTC Responsibilities

' Assign a single point of contact or project manager with sufficient authority to take final decisions on behalf of OTC.

' Complete the proposed scope of work in a professional manner.

' Maintain   project   communication   and   administer   the   project   change   control procedure with STC project manager.

' Adhere to STC quality assurance standards where necessary and as agreed during the start of the project.

' Support STC with the coordination of the project.

' Support STC through participation in the management committee.

   RISK RATING AND SCORING IN PROJECT MANAGEMENT IN OTC:-

The project will rate each identified risk (e.g., Impact Score = High, Medium, Low) based on the likelihood that the risk event  will occur and the effect on the project's objectives if the risk event occurs.  This will be a subjective evaluation based on the    experience of those assigned to the project's ) :

    Default rating/scoring system is as follows:

Risk Score (in the Green, Yellow or Red boxes) is defined as 'Impact Score' x 'Probability' and is shown in the following chart.  Priority is          based on Risk Score.  

                                                 Impact Score

     1 3 5 7 9

     0.1 0.1 0.3 0.5 0.7 0.9

     0.3 0.3 0.9 1.5 2.1 2.7

    Probability    0.5 0.5 1.5 2.5 3.5 4.5

      0.7 0.7 2.1 3.5 4.9 6.3

     0.9 0.9 2.7 4.5 6.3 8.1

Green = Low Risk

Yellow = Medium Risk

Red = High Risk

' The Project Team develops a full response plan for each item rated as High risk.  These risks are watched closely.

' The Project Team should create a response plan for any Medium risk item where they deem it necessary.  However, in general no response plan is required for Medium risk items.  Medium risks are monitored on a regular basis.

' No action is required for Low risk items.

' All Risk items with a response plan are to be entered into the Risk Response Plan document.

LITERATURE REVIEW

RESEARCH METHODOLOGY

Marketing Management And Plans Of OTC:-

' PASSIVE IMPLEMENTATION PHASES

The basis phases for the Passive Implementation are as follows and can be subdivided into distinct categories as follows.

' Interim Data Centre Fiber Termination:

The Rack build was consist of R&M Single Circuit Management (SCM) ODFs providing independent termination for the ITCC diverse routes.

' Point to Point Fiber Installation:

Installation of Transport Fibers links from Data Centre ODF to changeover closures.

' Closure and Splicing:

The work included also splicing of the demarcation and changeover fiber closures for the Interim and Final Data Centre point to point fibers. Limited to ITCC buildings commissioned prior to the Final Data Centre completion.

' Building Main Telco Room Installation:

Fiber installed from the CMH/CHH demarcation point to each MTR, installation of Rack/shelf and termination of fiber. Program according to building commissioning dates.

' Final Data Centre Fiber Termination:

The Rack build will consist of R&M Single Circuit Management (SCM) ODFs providing independent termination for the ITCC diverse routes.

' Point to Point Fiber Installation:

Primary Fibers from the Data Centre ODF to Zone Rooms

Primary Fibers from the Data Centre ODF to Building Demarcation Customer MH/HH

Installation of Fiber Tie Cables between Data Centres.

' Final Data Centre Migration

On completion, Active Service migration to the Final Data Centre will be programmed, from the passive point of view this will involve physical changeover of existing patch cords.

' Passive Migration Interim Data Centre

Fiber Patch Cord changeover at the Building MTRs (Interim Data Centre fiber connected Buildings).

' Passive Migration Final Data Centre

For the buildings connected directly to the Final Data and active service provided by the Interim. A physical shift of patch cords will be required to re-route fibers from the tie patch panel linking to the Interim DC.

' Passive Decommissioning

On completion of the Active Migration of Services to the Final Data Centre, it will be necessary to re-route Passive Fibers from the Interim Data Centre to provide the 100% planned capacity to each MTR.

' Passive Route Re-Splicing

Fiber connectivity to the Interim DC will be re-routed to the Final Data Centre by accessing changeover fiber closures. This will involve the re-splicing of fibers and the removal of the Interim fiber cable end from the closure.

This will be completed in all change-over closures allowing recovery of redundant fiber cables and finally the Rack/ODF recovery from the Interim Data Centre.

Marketing Management generally consist of 4ps : Product Strategies, Product Pricing Strategies Promotional Strategies, Place Requirement or Placement.

Product Strategies of OTC:-

Product

Three things can be done with any product. It can be introduced to the marketplace, it can be modified or changed, or it can be withdrawn. These actions may include decisions related to product quality, branding, and packaging including new or existing product line or brand extensions.

In addition to complete product or service details, include specifications, charts, sketches, photographs, etc.

Price Strategies of OTC:-

Price

Three basic pricing tactics may be utilized in introducing a new product:

' Penetration pricing involves entering the market with a low price that will capture the largest market share possible. The trade-off is lower profits, however, once established the price may be adjusted upward.

' Meet-the-Competition pricing introduces products or services at about the same level as the competition. There must be differential advantage in either quality or service.

' Skimming involves pricing a new product high. This is generally done when it is the first product in a new market. Lower sales volume is compensated by higher profit and as competitors enter the market prices can be adjusted downward.

Promotion Strategies Of OTC:-

Promotion

' Direct or personal selling (sales force or sales agent)

' Sales promotion involves coupons, samples, contests, refund offers, trade shows, and POP displays.

' Advertising is sending a message that will be received by your target market and hopefully stimulate them to purchase your product or service. Various media can convey the message including print, radio/ television, and direct or mass marketing campaigns. Reach and frequency are prime considerations.

ADD MEDIA PLAN ' Possibly in the Appendix

' Publicity is often referred to as free advertising, with the added advantage of greater credibility because it appears to come from a third party. However, there are usually some costs attached to press releases, charitable involvement, sponsorships, etc.

Placement Strategies Of OTC:-

Place

Place identifies which channel and distribution tactics to support.

' Direct or indirect channels

' Single or multiple channels

' Length of the channel

' Type of intermediaries

' Number of distributors at each level

' Which intermediaries should be used

' Logistics

TOTAL IMPLEMENT COSTS OF OTC

                 

Competitive Advantage In Marketing Plans:-

Describe the product or service has an advantage over the competition based on one or more of the following:

' Price

' Quality   (also attributes, features)

' Service (company , personnel, or policies)

' Value

Allocation of Time Across Business Activity Categories

Review/modify  how much time (as a portion % of total work time) users typically spend conducting the common business activities below.  Allocate time for the activity categories then the activity sub-categories.  This is done for both information workers and structured task workers.  The resulting hours per week is calculated.

Time Allocation Hrs / Wk

Info Wrkr Task Wrkr Info Wrkr Task Wrkr Comments

Activity Category Totals

Individual Computing 32% 30% 11.2 10.5

Collaborative Computing 21% 3% 7.4 1.1

PC Systems Management 4% 2% 1.4 0.7

Non-Computing-Related Activities 43% 65% 15.1 22.8

Total (Must sum to 100%) 100% 100% 35.1 35.1

Activity Sub-Categories

Individual Computing

Document Creation 25% 28% 2.8 2.9

Data & Information Access/Analysis 10% 5% 1.1 0.5

Email, Calendar, Contact, & Task Mgmt 24% 8% 2.7 0.8

LOB Application-Related Activities 31% 52% 3.5 5.5

Other 10% 7% 1.1 0.7

Total (Must sum to 100%) 100% 100% 11.2 10.5

Collaborative Computing

Document Collaboration 60% 47% 4.4 0.5

Workflow (routing) 15% 28% 1.1 0.3

Coordination / Project Mgmt 16% 15% 1.2 0.2

Other 9% 10% 0.7 0.1

Total (Must sum to 100%) 100% 100% 7.4 1.1

PC Systems Management

Support, Self-Help, & Learning 35% 40% 0.5 0.3

Performance 25% 25% 0.4 0.2

Mobility & Remote Connectivity 17% 6% 0.2 0.0

Security & Privacy 13% 15% 0.2 0.1

System UI Navigation 6% 8% 0.1 0.1

Availability & Reliability 4% 6% 0.1 0.0

Total (Must sum to 100%) 100% 100% 1.4 0.7

Non-Computing-Related Activities 15.1 22.8

Total 35.1 35.1

REVENUE INCREASE ENABLED BY THE SOLUTION

This worksheet estimates incremental revenue enabled by the solution.  Not all projects will have credibly quantifiable revenue impacts.  Revenue impacts can be difficult to accurately assess.  Research, analysis, and supplemental modeling is likely needed to credibly estimate true revenue impacts.  One key is to target (at a detailed level) precisely what portion of revenue is likely to be impacted (the segment) and how the solution is enabling the revenue increase (the driver).  This model assumes the initiative will enable a one-time revenue increase (the same annual revenue benefit throughout the life of the solution).

Note that the benefit is the marginal profit on the incremental revenue, not the revenue itself.  We recommend using net operating profit, not gross margin:  in the long run, on average, fixed costs tend to increase at the same rate as revenue growth.

HUMAN RESOURCE MANAGEMENT AND PLANS (HRM) :-

HRM POLICIES:-

1. Job Evaluation, job grading classification:

All work assignments are evaluated and assigned a classification consistent with the applicable job evaluation plan.

Job classification is a systemic method of assigning value to individual positions to develop a job worth hierarchy. Its purpose is to determine a position's relative size within the hierarchy.

2. Salary Structure:

Salary structures are designed to help managers determine and manage pay for staff members. Salary structures are relatively broad to account for differences in performance, knowledge, skills, abilities and experience.

Remuneration:

' Fulfill its obligation by paying staff accurately and in a timely manner.

' Ensure staff are fairly and equitably remunerated for their work.

' Encourage, recognize and reward high-performance.

' Value the contributions of its staff.

' manage staff leave entitlements in a way that benefits staff.

4. Housing allowance:

The objective of providing housing allowance is to help the expatriate. This type of allowance is paid on either assessed or actual basis.

HRM which comes up to 25% of the total salary.

5. Transportation allowance:

Transportation allowance comes up to 10% of the total salary.

6. Medical benefits:

Medical insurance is provided for the employee, and two kids.

Classes are defined below.

VIP Class, A Class, B Class

7. Ticket allowance:

Policy to provide expatriate employees with airline ticketing benefits for themselves and

Their eligible dependents. These airline ticketing benefits will be provided upon employment; upon

Taking annual leave.

Except for the exclusions shown below, each expatriate employee and eligible dependents will be entitled to the option of an annual ticket, to and from the employee's point of hire or equivalent destination, or fifty percent (50%) cash equivalent of the ticket(s) value. In both options will approve the ticket or fifty percent (50%) equivalent cash payment on the lowest available rate provided.

8. Business travel allowance:

When deemed necessary, any employee may be sent on business. Such an employee will be entitled to an airline ticket to and from the appropriate location of such business. This travel will be approved per the applicable administrative.

CEO- Business class

Directors - Business Class

All other positions including faculty and staff- Economy class

- Business inside of kingdom:

When traveling on business inside the kingdom, employees are eligible for a per diem allowance of up to a maximum of SR 750 per day for local travel.

-Business outside of kingdom:

When traveling on business, employees are eligible for a per diem allowance of up to a

Maximum of SR 1,500 per day for international travel.

9. Overtime:

Overtime will be paid at the rate of 1.5 times the employee's hourly rate for any hours worked over 40 hours per week.  Overtime pay will not exceed 1.5 times the hourly rate even when the employee works premium hours for a portion of the workweek (such as nights, weekends, or holidays).  

10. Other allowance:

Other allowance will be paid monthly as a part of the normal salary. The amount will be specified in the employee's Employment Contract. Such as Mobile allowance, recharge card, benzene. Etc. etc.

11. Compensation survey:

The Employee's total compensation will include the basic salary plus any applicable allowances as specified in the employment contract.

12. End of service benefits:

Staffs are entitled for full end of service award as per contract if he/she completes two full years of service.

However, the following will apply in the case described below:

Upon the end of the work relation (non-renewal/ resignation)of contracts.

The Employer shall pay the Employee an end of service award of a half-month basic salary for each of the first five years and a one-month basic salary for each of the following years. The end of service award shall be calculated based on the last basic salary and The Employee shall be entitled to an end of service award for the portions of the year in proportion to the time spend on the job.

13. Prioritization of training requirements:

Training consists of a range of programs and initiatives designed to optimize job performance for each employee for their current set of job responsibilities.

Organizes work, sets priorities, and determines resource requirements.

Implements or utilizes strategic plans on a daily basis.

14. Training planning and budgeting:

Budgeting and planning lay the foundation for continuous improvement of an organization's fiscal health. Nailing down the future state early on drives efficiency, improves planning and creates a shared vision for success.

15. Scope:

Project scope is the part of project planning that involves determining and documenting a list of specific project goals, deliverables, tasks, costs and deadlines.

16. Expectation from employees:

' Expected to draft and proof written correspondence, such that few errors are evident and few corrections are needed.

' Expected to work toward professional certification in your field/discipline.

' Expected to participate in 40 hours of job related professional development classes offered by the Human Resource Office.

' Expected to perform work in a professional manner and complete assignments on time.

' Recruitment process:

1. Motivation of the employees:

Trustworthy

Communicate Better

Be an Example

Empower Them

Offer Opportunities for Advancement

-Incentives:

Under this plan, employees are paid on the basis of results. Incentive pay in the form of cash or prizes. As per Grade candidate is eligible for (5) salary multiplier per year as proposed bonus.

-Employee training process:

' Provide a well-crafted job description - it is the foundation upon which employee training and development activities are built

' Provide training required by employees to meet the basic competencies for the job. This is usually the supervisor's responsibility

' Develop a good understanding of the knowledge, skills and abilities that the organization will need in the future. What are the long-term goals of the organization and what are the implications of these goals for employee development.

' Explain the employee development process and encourage staff to develop individual development plans

' Support staff when they identify learning activities that make them an asset to your organization both now and in the future

2. Employee's performance:

Employee Performance Management is a process for establishing a shared workforce understanding about what is to be achieved at an organization level. It is about aligning the organizational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results.

3. Job evaluation process:

The systematic process for assessing the relative worth of jobs within an organization. A comprehensive analysis of each position's tasks, responsibilities, knowledge, and skill requirements is used to assess the value to the employer of the job's content and provide an internal ranking of the jobs.

4. Promotion:

A promotion is the advancement of an employee's rank or position in an organizational hierarchy system. Promotion may be an employee's reward for good performance, i.e. positive appraisal.

5. Employee issues:

Employees are encouraged to contact their immediate supervisor for any problem, issue or concern of a departmental nature. Ideally, problems will be resolved at this level on an informal basis. The employee may contact the Human Resources Department for advice and assistance.

Manpower Growth For Last Four Years In OTC.

Job Description:

Job Title: Internal Support Department/Sub-Department: HR

Seniority Level: Employee

Direct supervisor's job title: Reports to Operation Manager

Subordinate's job title(s): ' Technical Support.

Location in the Organization Chart: Level4:

Qualifications

Educational qualifications Bachelor Degree or College Diploma in a relevant field preferred Extensive experience in a leadership or management role, preferably in the Internet sector.

Professional  Certificates MCSA/ CCNA

Training Courses A+

Years of experience ' Strong technical background.

' Previous experience with process improvement.

' 3 years of Technical Support management experience.

Job Summary

' Monitor and maintain the computer systems and networks of an organization. They may install and configure computer systems, diagnose hardware and software faults and solve technical and applications problems, either over the phone or in person. Depending on the size of the organization, a technical support officer's role may span one or more areas of expertise.

Key and Main Responsibilities

' installing and configuring computer hardware operating systems and applications;

' monitoring and maintaining computer systems and networks;

' talking staff or clients through a series of actions, either face to face or over the telephone to help set up systems or resolve issues;

' troubleshooting system and network problems and diagnosing and solving hardware or software faults;

' replacing parts as required;

' providing support, including procedural documentation and relevant reports;

' following diagrams and written instructions to repair a fault or set up a system;

' supporting the roll-out of new applications;

' setting up new users' accounts and profiles and dealing with password issues;

' responding within agreed time limits to call-outs;

' working continuously on a task until completion (or referral to third parties, if appropriate);

' prioritizing and managing many open cases at one time;

' rapidly establishing a good working relationship with customers and other professionals, e.g., software developers;

' testing and evaluating new technology;

' Conducting electrical safety checks on computer equipment.

Internal Communications:

' Administration Unit

' Training unit

' Quality management unit

Personal and Behavioral Competencies:

' English language skill

' Excellent written and oral communication skills

' Problems solving skills

' Decision maker

' Leadership

' creative thinking and analytical skills

Technical Competencies:

' Excellent written and oral communication skills.

' Knowledge of business domains.

' Maintain professional internal relationships.

Job Description:

Job Title: Technical Support Manager Department/Sub-Department: HR

Seniority Level: Senior Manager

Direct supervisor's job title: Reports to Operation Manager

Subordinate's job title(s): ' Technical Support.

Location in the Organization Chart: Level4:

Qualifications

Educational qualifications Bachelor Degree or College Diploma in a relevant field preferred Extensive experience in a leadership or management role, preferably in the Internet sector.

Professional  Certificates MCSA/ CCNA

Training Courses A+

Years of experience ' Strong technical background.

' Previous experience with process improvement.

' 7 years of Technical Support management experience.

' 3-5 years of equivalent leadership experience.

Job Summary

' Complete understanding of the company's technical Infrastructure. In addition, managers must have exceptional leadership and problem-solving skills. Due to the heavy reliance on various forms of communication, such as e-mailing, phoning, or in-person interactions with vendors, customers, personnel, and management, these managers must possess outstanding written and verbal abilities. They should also be self-starters who are flexible and work well with everyone from entry-level employees to upper management.

Key and Main Responsibilities

' Developing and achieving Technical Support objectives and goals to support the organizational vision.

' Managing and directing a team of Technical Support, Business Services and Service Resolution and Technical Processing Leaders while leading the development of the vision and strategy for the Sales & Service team.

' Assisting in developing an annual business plan to incorporate best call center practices to meet market and company needs.

' Ensuring targeted service and performance standards are achieved or exceeded.

' Executing tactical plans and initiatives that exceed customer expectations via phone, email and web' resulting in increased customer satisfaction and sales and Associate satisfaction that will be realized in lower attrition and higher productivity.

' Executing additional projects such as synergy initiatives with sister companies, succession planning, hiring and training practices, best sales and coaching practices, cross-functional corporate initiatives. Establishing and managing communication channels within and among departments'being the liaison to provide customer feedback to the Senior Management Team.

Internal Communications:

' Administration Unit

' Training unit

' Quality management unit

Personal and Behavioral Competencies:

' Supervisory skills

' Team building

' The ability to manage personnel

' English language skill

' Excellent written and oral communication skills

' Problems solving skills

' Decision maker

' Leadership

' creative thinking and analytical skills

Technical Competencies:

' Excellent written and oral communication skills.

' Knowledge of business domains.

' Maintain professional internal relationships.

Job Description:

Job Title: Sales Supervisor Department/Sub-Department: HR

Seniority Level: Supervisor

Direct supervisor's job title: Marketing Manager

Subordinate's job title(s):

Location in the Organization Chart: Level 4:

Qualifications

Educational qualifications Bachelor of business or marketing-related degree.

Professional  Certificates Professional sales certificate

Training Courses

Years of experience

Job Summary

' Responsible for overseeing the sales department within a company or organization. Sets local and regional sales quotas, manages sales support staff and representatives, and advises company about sales performance.

Key and Main Responsibilities

' develop a sales strategy to achieve organizational sales goals and revenues

' set individual sales targets with sales team

' delegate responsibility for customer accounts to sales personnel

' co-ordinate sales action plans for individual salespeople

' oversee the activities and performance of the sales team

' ensure sales team have the necessary resources to perform properly

' monitor the achievement of sales objectives by the sales team

' liaise with other company functions to ensure achievement of sales objectives

' evaluate performance of sales staff

' provide feedback, support and coaching to the sales team

' plan and direct sales team training

' assist with the development of sales presentations and proposals

' co-ordinate and monitor online sales activity

' investigate lost sales and customer accounts

' track, collate and interpret sales figures

' forecast annual, quarterly and monthly sales revenue

' generate timely sales reports

' develop pricing schedules and rates

' formulate sales policies and procedures

' help prepare budgets

' control expenses and monitor budgets

' maintain inventory control

' conduct market research and competitor and customer analysis

' analyze data to identify sales opportunities.

' attend trade meetings and industry conventions

' cultivate effective business relationships with executive decision makers in key accounts.

' Perform related duties as assigned by supervisor

' Maintain compliance with all company policies and procedures

Internal Communications:

' Administration Unit

' Training unit

' Quality management unit

External Communications:

' Vendors.

' Local Market Sellers.

Personal and Behavioral Competencies:

' Supervisory skills

' Team building

' The ability to manage personnel

' English language skill

' Excellent written and oral communication skills

' Problems solving skills

' Decision maker

' Leadership

' creative thinking and analytical skills

Technical Competencies:

' Excellent written and oral communication skills.

' Knowledge of business domains.

' Maintain professional internal relationships.

Job Description:

Job Title: Presales Engineer Department/Sub-Department: HR

Seniority Level: Employee

Direct supervisor's job title: Sales Supervisor

Subordinate's job title(s):

Location in the Organization Chart: Level 5:

Qualifications

Educational qualifications ' Bachelor's Degree in Telecommunication Engineering with 4 to 6 years of experience.

Professional  Certificates Technical Certificates with Sales.

Training Courses

Years of experience ' Seven years' experience in pre-sales as a solutions provider [Pre-Sales Support Consultant] supported all aspects of sales activities and sales channels development for the company services.

Possesses the ability to build and maintain business relationships with decision makers and influencers.

Job Summary

' Pre-sales involves giving detailed information about technical specifications and the ways in which they could meet a customer's needs. This often includes demonstrating those features before a sale.

Key and Main Responsibilities

' Perform related duties as assigned by supervisor

' Ability to understand telecom requirements & conceptualize end to end solution.

' Presales, Proposal Management & Bid Management.

' Own proposals & bids in BSS space (Telecom Mediation, Billing & Customer Care, Interconnect solution, Revenue assurance, Business Intelligence & Partner Products, Migrations, Professional Services, Managed Service Operations etc.);

' Manage contract related and commercial negotiations with prospective client/s and partners. Manage, prepare, recommend and oversee contractual and legal aspects of the business thereby protecting contractual and legal interests of the organization.

' Meeting clients so as to understand their needs and anticipated requirements and servicing them with best possible solutions. Managing & delivering product specific presentations and demonstrations to prospects and partners.

' Ability to work under short deadlines

' Maintain compliance with all company policies and procedures

Internal Communications:

' Administration Unit

' Training unit

' Quality management unit

External Communications:

' Customers

' Partner

Personal and Behavioral Competencies:

' Supervisory skills

' Team building

' The ability to manage personnel

' English language skill

' Excellent written and oral communication skills

' Problems solving skills

' Decision maker

' Leadership

' creative thinking and analytical skills

Technical Competencies:

' Excellent written and oral communication skills.

' Knowledge of business domains.

' Maintain professional internal relationships.

Job Description:

Job Title: Sales Person Department/Sub-Department: HR

Seniority Level: Employee

Direct supervisor's job title: Sales Supervisor

Subordinate's job title(s):

Location in the Organization Chart: Level 5:

Qualifications

Educational qualifications Business or market

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