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INTRODUCTION
Effective sales managers and personnel managers make every effort to hire the best sales personnel available to them. Poor selection procedures cause expense and heartbreak to both employees and employers. Hiring mistakes cost the organisation considerable training monies. The costs to the wrongly selected trainees themselves are in the form of missed opportunity: What other jobs could they have taken?
An organisation’s turnover rate shows the effectiveness of its selection procedures, although it also points to other possible problems, such as accuracy of job descriptions. A poorly chosen salesperson is likely to leave the company on his or her own or, in the worst case, to be fired. Such short stints of employment waste the company’s training recruiting ringgit, but also look bad to the customers, who lose faith in and grow impatient with a company that cannot keep it sales force.
The intention of this half-day programme is to arrest selection problems and at the same time to be able to conduct an effective appraisal exercise so that both employer and employee will work together leading to a win-win situation.
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METHODOLOGY
To ensure that participants receive maximum benefit from the programme, participants will be provided with certain worksheets, templates of Job Description sheet, Appraisal Form, etc which will act as a guide to the understanding of the programme. These materials are permitted to be used by participants should they wish to apply them as part of their companies’ recruitment and appraisal tools.
Video shows will also be screened in order to amplify substance of certain modules.
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WHO SHOULD ATTEND?
Marketing Directors, Marketing Managers, Sales Directors, Sales Managers, HR Managers/ Practitioners, CEO of Companies.
OBJECTIVES
At the end of this program, participants should be able to :
- Describe the sales personnel selection process.
- Outline the questions that must be answered in evaluating a salesperson selection program.
- Explain why a systematic approach to selection is important to salesperson hiring decision.
- Identify the major selection tools used in staffing a sales force.
- Explain the correct way to extend an offer of employment or to reject a candidate.
- Understand the steps in the development and management of a sales evaluation program.
- Explain the reasons for and difficulties associated with sales force evaluation.
- Describe sales quotas and performance measures and how they should be established.
- Apply the various methods of evaluation.
COURSE CONTENT
Introduction
- The calibre of sales personnel today
- The challenges of today’s business environment
- Sales culture of companies
Part I: The Selection Process
- The sales personnel selection process
- The questions that must be answered in evaluating a salesperson selection program
- Why a systematic approach to selection is important to salesperson hiring decisions
- Identify the major selection tools used in staffing a sales force
- The correct way to extend an offer of employment or to reject a candidate
Part II: Evaluation of Sales Personnel
- Reasons for sales evaluation
- The two type of standards in sales evaluation
- Understand the meaning of input measures
- Understand the meaning of output measures
- Information sources for evaluation
- Methods of sales evaluation
- Applying the developing plan for the sales personnel
- Guidelines for sales evaluation interviews
COURSE TRAINER
Mr. Billy Ong
Associate Trainer
(Click here to view profile)
COURSE FEES
| In-House Course Fee : | Call 6016-216 1383 (Mr. Jimmy Ong) or Fill in Inhouse Request Form |
Inhouse Request Form |
| Public Course fee: | To Be Advised | Public Course Registration |
| Date/s : | TBA (1 Day Program) | |
| Time : | 9am – 5 pm daily | |
| Venue : | In House/Hotel/TNI Centre |