personnel management in sales

8/8/2019 Personnel Management in Sales

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SDM KRR 2010SDM KRR 2010 11

Personnel Management in SalesPersonnel Management in Sales

DifficultiesDifficulties

Appraisal (Sales persons work in field andAppraisal (Sales persons work in field andClose supervision not possible like factoryClose supervision not possible like factoryworkers)workers)

Stay away from home (psychologicalStay away from home (psychologicalfactors)factors)

Success in sales always need not be due toSuccess in sales always need not be due to

sales persons, it is due to many othersales persons, it is due to many otherfactors.factors.


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Activities in Sales force managementActivities in Sales force management

JOB ANALYSIS

JOB DESCRIPTION

JOB SPECIFICATION

JOB EVALUATION

RECRUITMENT

SELECTION

TRAINING&

SUPERVISION

PERFORMANCE

EVALUATION


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IssuesIssues

Economies of effective sales forceEconomies of effective sales force

Eg. If Co X has 10 sales persons, each making 5 calls perEg. If Co X has 10 sales persons, each making 5 calls perday. 4 calls materialize in average sale of Rs. 2500.day. 4 calls materialize in average sale of Rs. 2500.

If by better management, sales persons can make 6 callsIf by better management, sales persons can make 6 callsper day, then extra sales =per day, then extra sales =

Rate of sales persons turnoverRate of sales persons turnoverVarious costs associated in replacement?Various costs associated in replacement?

Causes of turnoverCauses of turnover

A.A. Controllable by companyControllable by company

Poor recruitingPoor recruiting

Improper Selection and assignmentsImproper Selection and assignments

Training deficienciesTraining deficiencies

Inadequate supervision and motivationInadequate supervision and motivation

Breakdown in communicationsBreakdown in communications


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Unsatisfactory performanceUnsatisfactory performance customercustomercomplaints etccomplaints etc

Discharged for causeDischarged for cause alcoholism, dishonesty etcalcoholism, dishonesty etc Cutbacks in personnelCutbacks in personnel Transfer to another departmentTransfer to another department Promotion to a higher positionPromotion to a higher position

B.B. Not controllable by companyNot controllable by company RetirementRetirement DeathDeath

Illness or Physical disabilityIllness or Physical disability Personal/family difficultiesPersonal/family difficulties Dislike for jobDislike for job travel, working conditions etctravel, working conditions etc Better position elsewhereBetter position elsewhere


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Job AnalysisJob AnalysisJob analysis is assembling and analyzing factual informationJob analysis is assembling and analyzing factual information

on specific job. Job analysis helps in preparing written jobon specific job. Job analysis helps in preparing written jobdescription, which in turn is used to derive job specificationdescription, which in turn is used to derive job specification(qualifications and characteristics individuals need to perform(qualifications and characteristics individuals need to performgiven jobs).given jobs).

Job analysis involves determining jobs objectives and whatJob analysis involves determining jobs objectives and whatthe person holding the job should do to reach them.the person holding the job should do to reach them.

Job analysis answers questions such asJob analysis answers questions such as

--To whom does this person report?To whom does this person report?

--To whom does this person sell?To whom does this person sell?

--What products should this person sell?What products should this person sell?

--What information this person should gather?What information this person should gather?

--What reports need to be done by him and to whom?What reports need to be done by him and to whom?


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Sales Job DescriptionSales Job Description

It is a factual statement coveringIt is a factual statement covering The reporting relationship of a particular job toThe reporting relationship of a particular job to

other jobsother jobs

The Job objectivesThe Job objectives

Duties and responsibilitiesDuties and responsibilities

Job performance criteriaJob performance criteria

ie., it tells to whom the sales person reports, whatie., it tells to whom the sales person reports, what

has to be done, how it is done and why, standardshas to be done, how it is done and why, standardsagainst which performance is measured.against which performance is measured.


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Job SpecificationJob Specification

Determining the qualifications that an individualDetermining the qualifications that an individual

needs to perform the job satisfactorily.needs to perform the job satisfactorily.Sales job specification need to set forth the requiredSales job specification need to set forth the requiredpersonality skills required for the sales person.personality skills required for the sales person.

--EmpathyEmpathy

--Ability to get along with othersAbility to get along with others--Integrity and characterIntegrity and character

--MaturityMaturity

Job specification stipulate minimum requirements wrt.Job specification stipulate minimum requirements wrt.Education and product or technical knowledge.Education and product or technical knowledge.

Job specifications provide recruiters with set ofJob specifications provide recruiters with set ofminimum requirements to use in weeding outminimum requirements to use in weeding outunqualified applicants.unqualified applicants.


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Recruiting Sales personnelRecruiting Sales personnel

Recruitment: Act of seeking prospective newRecruitment: Act of seeking prospective new

employees or members for an organization .employees or members for an organization . Organisation for recruiting and selectionOrganisation for recruiting and selection Prerecruiting reservoir (Prerecruiting reservoir (SelectedSelected--Data ofData of

prospective candidates)prospective candidates) from walk infrom walk incandidates, through centers of influencecandidates, through centers of influence(people having good contact with prospective(people having good contact with prospectivecandidates eg, Placement officer of a college),candidates eg, Placement officer of a college),Employment exchanges. Prerecruiting reservoirEmployment exchanges. Prerecruiting reservoirshould be periodically updated and reviewed.should be periodically updated and reviewed.

Sources of Sales force recruitsSources of Sales force recruitsA.A. Sources within the companySources within the company-- Company Sales personnelCompany Sales personnel-- Company executives recommendationsCompany executives recommendations

-- internal transferinternal transfer


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B. Sources outside the companyB. Sources outside the company

-- Employment agenciesEmployment agencies

-- Sales people making calls on the company (PurchaseSales people making calls on the company (Purchasemanager will know good people calling on the company)manager will know good people calling on the company)

-- Employees of customersEmployees of customers

-- Sales executives clubsSales executives clubs

-- Sales force of other companies (non competing andSales force of other companies (non competing andcompeting companies)competing companies)

-- Educational institutionsEducational institutions

-- Retired people, especially VRS people.Retired people, especially VRS people.

Evaluation of sources (ratio of success to total)Evaluation of sources (ratio of success to total)

personnel management in sales

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