Sales Management

Unit 3- Sales Force Management

Recruitment
Recruitment is the process of obtaining qualified candidates for the job. It a process of searching candidates with an objective to stimulate them to apply for jobs in the organizations

Job Analysis
The identification of specific activities performed in a job and the characteristics of the person, the work situation, the materials or equipment necessary for performing the job effectively

Job Analysis:Process
Company records the past activities and performance related to a specific job Interviews with the existing salespeople performing the jobs Observing the behaviour of the sales force at work Self-appraisal and reporting by the salespeople Consulting various secondary information

Out come of Job Analysis

Job Description

Job Specification

Job Description
Job title Primary objective Secondary objective Reporting Authority Duties and Responsibilities Performance Criteria Remuneration

Job Specification
Demographic features Physical characteristics Personal characteristics Behavioural characteristics

Selection
Selection is the process of choosing the best which can fulfill the needs of a particular company or organization

Selection Process
Screening resumes Reference check Medical examination

Application blanks

Psychological testing

Job offer

Initial interviews

Intensive interviews

Training
Training is an activity to derive the best possible efforts from an employee that contributes successfully to the performance of a job in an organization

Training process
Indentifying training needs Setting training objectives Evolving training methods

Evaluating training effectiveness

Designing sales training programme

Compensation
Compensation is defined as the money received by employees from the organization on account of the performance they render

Factors influencing compensation plan (Internal)

Financial ability Compensation policy Recruitment policy and selection policy Promotional policy Job description Job evaluation An employees position and designation An employees relative contribution to the job

Factors influencing compensation plan (external)

Prevailing compensation policies in the industry Legal conditions Economic conditions Market compensation Trade union Global considerations

Steps in Compensation Plan

Review job description Establish compensation objectives Establish compensation level

Review the entire plan

Decide on indirect compensation

Choose the compensation method

Implement the plan

Motivation A Strategic Push to Influences Salespeople

Objectives of Motivation
The Four Ss Self-start Self-plan Self-direct Self-control

Benefits of Motivation
Motivation triggers a sense of drive to initiate action and gives a mental push to the individual to complete their tasks It generates willingness to bring quality in the work and accomplish tasks successfully It prepares an individual mentally to confidently take up any challenge at work It indoctrinates a spirit of zeal and enthusiasm amongst individuals for them to apply their potentials to the fullest It brings in steadfastness, acuity and firmness in ones mind to act uninterruptedly towards goal It foster supervision ability, managerial instinct, and leadership skills in the salesperson

Motivation theories
Motivation theories

Cognitive theories

Non-cognitive theories

Content theories

Process theories

Reinforcement theory

1.Maslows need hierarchy 2.Herberzs two-factor theory 3.McClellands three-need theory 4.McGregor participation theory 5.Theory Z 6.Alderfers ERG theory

1.Vrooms expectancy theory 2.Porter and Lawler expectancy theory 3.Equity theory

Maslows Need Hierarchy Theory

Self-actualization Esteem needs Social needs Safety needs physiological needs

Herzberg Two factor theory

Motivation factor
Hygiene factor

McGregors Theory
Theory X
Theory Y

Willian Ouchs theory

Theory Z

McClellands Three Need Theory

Need for Achievement
Need for Power Need for Affiliation

Alderfers Theory
Existence Need (E) Relatedness Need (R) Growth Need (G)

Sales Force Evaluation

Salesforce Evaluation process

Set sales goals and objectives
Design implementation mechanisms Establish performance standards

Measure actual results ( sales analysis)

Compare results against standards Take controlling measures

Sales force Control

Sales Audit MIS MBO

Performance Appraisal Methods

Traditional Methods Modern Methods

Ranking method Paired method Graphic rating scale Checklist method Critical incidents method Forced distribution method Field review method

MBO BARS (Behaviourally anchored rating scale) 360 degree appraisal