A Seven Point Job Description For an Affiliate Manager

Understanding Affiliate Marketing

Affiliate marketing represents a very powerful channel where you to provide a merchant, as the developer of intellectual property such as a product or service, with a partner who is innovative and entrepreneurial, and who will promote their product or service on a pay for performance basis. We will focus on online intellectual property here but it can be either online or a bricks and mortar business.

In any affiliate program the merchant’s risk is minimal – if the affiliate doesn’t perform they don’t get paid. Unlike other types of online marketing, such as pay-per-click and banner advertising where merchant’s risk money upfront, affiliate marketing is strictly pay-for-performance.

Successful affiliate programs have several features in common

They have dedicated affiliate managers responsible for the success of the program. You need to be dedicated with the experience and talent to build and maintain the program and extract the most from the affiliates you recruit. You may well have a marketing or marketing management background.

A good affiliate manager provides the merchant with a range of services including recruitment; maintaining regular communication with affiliates; assistance or responsibility for web design; advertising and promotion; reporting; program strategic direction; and setting and maintain benchmarks for measuring the successful performance of the program amongst other things.
Affiliate Management is a business. As such you need to be very clear about what you are doing and where the effort needs to be applied to obtain the desired results.

Your job description reads like this:

1. Reporting to Merchant. Maintain regular contact with the merchant, monitor their program, and discuss any issues about program direction and revenue goals.
2. Maintaining Affiliate Management Software. Select the appropriate management software for you to operate your business and check to ensure the merchant website is properly tracking affiliate sales.
3. Providing General Affiliate Marketing Support. Provide support, advice and consulting for the day to day operation of the affiliate program including training and support to affiliates to improve conversions.
4. Affiliate Recruitment. Find and recruit high-traffic, high revenue generating affiliates and handle all communications between affiliates.

5. Motivating Affiliates. Actively motivate affiliates to perform. This might be through special revenue generating promotions, contests, goal setting including special revenue-sharing deals with selected and known top industry performers. You will also create and distribute newsletters including price variations, specials, activations and new affiliate material
6. Responding to Affiliate Inquiries. Provide timely responses to affiliate inquiries as well as developing and maintaining FAQ’s and a knowledge base.
7. Marketing Your Business. Developing your business further by finding new merchant clients and new affiliate programs where you can add value.

Business Analyst Job Description

A business analyst makes detailed quantitative and qualitative analysis of a company’s business strategies and suggests new strategies or solutions for improving the performance of the company. He has to be aware of various statistical models and apply them in formulating portfolio strategies. By performing in-depth analysis for portfolio management, a business analyst takes on the data challenges of the organization and the industry in general. He understands the company’s strengths and weaknesses, and Reviews and edits requirements, specifications and recommendations accordingly. The business analysts are entrusted with wide array of duties and responsibilities which mainly depends upon their job profile.

The main responsibilities of these analysts would be:

• To develops functional specifications and system design specifications for client engagements
• He must follow industry trends and needs to conduct research to identify loopholes in the company’s strategies
• These analysis reports must be submitted regularly so that the suggestions can be implemented
• He may also have to develop business models related to customer modeling, customer segmentation and business forecasting
• He must understand the customer’s needs, and change them into application and operational requirements
• He must be capable of analyzing and documenting the processes involved in business.
• Test scenarios must also be prepared by the business analyst.
• He must looks after the day to day change in the management which is needed as per the plans of the project.
• The business analyst should take care that throughout the development plan there is proper coordination between the development team, customers and any other party which may be involved.

A business analyst must have very good analytical and problem-solving skills. Teamwork is also very important in this line and he should be able to communicate well with his team members and people from other departments. Knowledge of the basic technical software and applications related to this field is also beneficial for this job.

As far as educational qualifications are concerned bachelor’s degree in mathematics, statistics, economics, operational research etc is a good for being a business analyst. One can also study finance, marketing and do an MBA to get more exposure in this field. Any additional course in management will surely give an edge over the others. Other skill sets which are needed by organization for this post include good analysis skills, good knowledge about various technological tools like HTML, JS, PHP, ASP,.NET and others. Knowledge about data base, SQL and UML will be an added advantage. Thus properly defined business analyst job description is beneficial for the employers as well as the employees.

Business – Creating a Wonderful Environment – How to Develop a Job Description For Staff

Before you hire anyone in your private practice, it is important that you determine what that employee or contract person will be doing for you. There are several steps in the process that will help you to ensure that you have hired the right person to do the work.

1. Sit down in a quiet place where you can think, plan and work without interruption

2. On a piece of paper write down all of the things that only you can do. These will be the services which only you hold a licence to perform, the management tasks that you need to monitor (such as bank accounts and business statements) as well as the personal choice decisions that need to be made (choosing decor, hiring contractors or developing marketing plans).

3. On a different piece of paper list all the other things that need to be done – but not necessarily by you. They might include things such as ordering supplies, answering the telephone, scheduling appointments, filing, organizing information, making bank deposits, delivering mail or maintaining equipment. It is important that you list everything no matter how small the task may seem.

4. Draw a vertical line down the middle of a third sheet of paper. On the left hand side start sorting the tasks into logical groupings (tasks out of the office, computer tasks, filing and organization tasks etc)

5. On the right-hand side of the third paper list the skills or abilities that a person would need in order to accomplish the task. For example, someone who will be be preparing and making bank deposits will need computer skills, math skills and either a vehicle or the ability to walk to the bank to physically make the deposit.

6. When you have completed use a coloured pen to mark the amount of time that you think each category would take to accomplish. Some tasks might need to be done on a daily basis while others might be weekly or monthly activities.

7. Consider which if any of the tasks could be contracted by another professional such as an accountant or lawyer.

8. Once you have calculated the approximate number of hours required to complete the daily tasks, calculate the costs to hire someone to do this. You will likely want to pay more than the minimum wage in order to get a skilled person. Contact an Employment Agency to ask about the rate per hour that would be reasonable. In fact, the agency may even have someone who would be suitable for the position.

9. If there are tasks that could be completed by a Virtual Assistant you might want to consider this and begin to research the best match. On the other hand, a person who needs to be working in the office may actually be glad to have as many hours as you are able to offer.

When you have finally identified all the tasks that you would like someone to do for hire, you can type or write them out in simple but detailed fashion. I usually attach this Job Description to the other documents that I prepare when hiring staff and ensure that we each have copies.

Writing a Job Description is a rather simple task after you have determined exactly what you need to have done that you will not be doing yourself. I think that you will find that hiring someone with skill in the task areas will allow you peace of mind and the opportunity to work additional hours seeing clients. In fact, the amount you can earn in one hour with clients will likely pay for several hours of staffing.

It’s all just part of making your business a wonderful adventure!

By the way, do you want to learn more about increasing your business profits fast?


Reinforcing Strategy Through Job Description Management

Job descriptions are the critical building blocks of Human Resources (HR) Management. They are used primarily to direct employees to perform tasks and actions which directly support the enterprise’s vision and goals. When aligned to strategy they become vitally important in recruitment, retention, skills development and remuneration decisions. Managing job descriptions and keeping them relevant is time consuming and challenging where time and resources are limited both for HR and for line management.

Help is at hand. There are systems and tools available that provide database management and that can automate some of the more onerous tasks in creating and maintaining job descriptions. However, making sure that the key elements of these documents are linked to the company’s goals requires some human intervention.

The speed of change

The business environment and world markets are evolving and changing at a great pace. Company strategies must adapt just to keep up, not only to stay in business but to outpace the competition. Job descriptions, both individual ones and those with team-based requirements need to reviewed and updated regularly, preferably on a pre-set schedule. Although HR may be responsible for the managing of the documents, there may be others directly involved in dealing with applying changes to the content. Often this needs to be completed quickly either as a basis for a recruitment campaign or to develop training plans.

The benefits of using an on-line system to cope with the administrative load of managing job descriptions are many.

For HR Management:

A database stores the latest version of the document and previous versions can be archived for reference and to comply with employment regulations. This has the effect of making sure that only the current document is in use.

HR staff need less time to manage routine processes making more resources available for supporting their internal customers.

Access can be provided across the organization with levels of security that control users’ privileges. Only authorised users are able to review, edit and make changes, others are permitted to read-only.

The updating process can be planned on a schedule where job descriptions can be reviewed, say, on a monthly or quarterly calendar or on the anniversary of the last review. Collaboration is promoted using tools and templates and version control.

Non-HR managers

Most systems provide a workflow facility whereby email reminders can be sent to prompt those required to provide updated input and any vital new elements needed to make the job effective.

Operational staff can be sure that they are working with job guidelines that are aligned with corporate goals and priorities.

All staff have a clear understanding of their role and how it links in to the main objectives of the enterprise. Employees that are not clear about how their efforts contribute to the success of the organization quickly become de-motivated. A well-constructed document can change the way an employee perceives his job.

The creation and updating of job descriptions is transparent and does not happen in isolation or exclusively in HR. Documents are communicated electronically in real-time.

This is the way strategic job descriptions can be best managed to ensure relevance and cost-effectiveness. Senior managers in organizations spend many meeting hours in strategy discussions and re-considering and confirming their strategic plans. How often is this completed in a vacuum, perhaps published on a website or in an internal memo, but not communicated to employees? To be of any real effect, updates to strategic plans must be rolled out and embedded in the roles of all employees.

An organization is only as good as its people. If people are directed well and know what is expected of them in contributing to the overall success of an enterprise, they will deliver a better performance. Using technology to support the strategy through using a simple-to-use job description management system makes business sense.

How do you get ahead? Think ahead!

Thousands of employees are managed everyday using Davanti human resource solution software.

Human resource managers use Davanti HR solutions to manage into the future.

Manage your workforce:

– develop clear accurate job descriptions
– integrate all of your HR related systems
– make accurate comparisons to the marketplace and industry
– improve transparency
– test ideas before roll out.