4 sales management tasmac
TRANSCRIPT
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Personnel Management in
Sales Field Sales Force Management
Involving Sales Executives in Sales ForceManagement
Job Analysis
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Personnel Management in
Sales Field Sales Force Management: Activities
JOB ANALYSIS
Job Specification
Job Description
Job Evaluation
Recruitment/Section/Training& Supervision
Performance Evaluation
Compensation & MotivationalPrograms
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Personnel Management in
Sales Field Sales Force Management
Economies of effective sales force management Quality of sales executives
Number of executives
Rate of sales personnel turnover
Controllable by company
Non-controllable by company
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Personnel Management in
Sales Field Rate of sales personnel turnover
Controllable by company Poor recruiting and selection
Training deficiencies
Inadequate supervision and motivation
Transfer to other departments
Communication breakdown
Promotion to higher position
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Personnel Management in
Sales Field Rate of sales personnel turnover
Uncontrollable by company
Retirement
Death
Illness or physical disability
Personal and marital difficulties Dislike for job after sometime
Better position elsewhere
Customer complaints (?)
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Personnel Management in
Sales Field Involvement of Sales Executives:
Good Estimate of sales and business potential
Identifying the sales force gap
Knowledge of Law binding sales force
personnel
Equal employment opportunities
Non-discrimination
Hire and fire resrictions
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Personnel Management in
Sales Field Job Analysis: shall identify
Duties and responsibilities
Reporting structure
Nature of demand of job
Trade
Missionary
Technical
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Personnel Management in
Sales Field Sales Job Specification shall clarify the
persons role in:
Sales
Service
Territory management
Sales promotion Customer relation (goodwill creation)
Executive responsibility reporting, organizing,
planning, meetings etc
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Recruiting Sales Personnel Preliminary activities:
Do job analysis Write job description
Prepare job specification
Recruitment process: Evaluate the sources of good potential
Build a supply of prospective sales personnel
Select those with highest probability of success
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Recruiting Sales Personnel Organization for Recruiting & Selection:
Traditionally by the HR or Personnel Dept Initial selection/screening will be done:
By HR if it is for HO Sales Dept or
By Regional Sales Manager if it is for regional office
Decentralized recruitment reduces interviewing
and selection costs
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Recruiting Sales Personnel Prerecruiting Reservoir:
Due to uncertainties of the need for salespersonnel, a pool of prospective candidates
for final selection is kept in the company
This reservoir is updated frequently
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Recruiting Sales Personnel Sources of Sales Force recruits:
Within the company: Referrals from company sales personnel and
executives
Internal transfers from other departments
Purchase people recommending sales persons whocome to meet them
Outside the company (next slide)
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Recruiting Sales Personnel Outside Sources of Sales Force recruits:
Direct unsolicited application Employment agencies
Employees of customers
Sales executive's clubs
Sales forces of non-competing companies
Educational institutions
Advertisements
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Recruiting Sales Personnel Outside Sources of Sales Force recruits:
Direct unsolicited application Employment agencies
Employees of customers
Sales executive's clubs
Sales forces of non-competing companies
Educational institutions
Advertisements
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Recruiting Sales Personnel The Recruiting Effort:
College recruiting
Requires planning, preliminary assessment
Direct-to-consumer sales persons are recruited
by recommendation from existing sales persons
Preliminary work by recruiting consultants Indirect recruiting:
Blind advertisements (classifieds)
Recruiting brochures with career counselors
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Selecting Sales Personnel Selection System:
Pre-interview screening
Formal application
Interview
Reference and credit checks
Physical examination
Employment offer
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Selecting Sales Personnel Formal application
Should help in scoring of personal history and
shall includeAge, gender, single/married, languages etc
Qualifications and trainings
Experience relevant and otherwiseAmbition
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Selecting Sales Personnel The Interview:
How many interviews?
Interviewers
Interview techniques:
Patterned interview with the help of a questionnaire
Non-directive interview where candidate is givenfreedom to speak freely about his experience
Interaction (stress) interview
Use rating scales
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Selecting Sales Personnel References:
Present or former employers
Former customers
Reputable persons other than employers,
customers or relatives
Mutual acquaintances
Credit checks
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Selecting Sales Personnel Psychological tests:
Validation of tests to actual performance to be
verified Can use discriminant analysis test
Can evolve different selection criterion for
different category of people
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Selecting Sales Personnel Types of Psychological tests:
Tests of ability: intelligence and aptitude
Tests of habitual characteristics
Personality, interests and attitudes
Achievement tests on subject matter