Beruflich Dokumente
Kultur Dokumente
SHUMAILA ZAHEER
MUHAMMAD ALI KHAN
OMAR IQBAL
ASFIA GUL
Presented to: Sir Saeed Ur Rahman
PHARMACEUTICAL INDUSTRY
1 Preliminary Screening
resumes/applications
2 Initial interview
3 Intensive interview
Selection decision
& testing
• Offensive personality
• Low social ability
• Low test score
• Poor health condition
• Unrealistic career goals
Making the Job Offer
Follow up with first-class letter containing formal offer of employment,
should include
2. INFIELD TRAINING
It depends on the managerial style of the manager how he trains them on field.
Some managers prefer sitting in office and passing orders while others like me go on in the filed with
the sales teams and train them accordingly.
“I am friendly with my sales force and this is what makes them stay with me and
work along, I prefer being on the field with them at least once in a month to
observe the and monitor them”-Saad Ali Siddiqi
THE BUDGET SPEND BY SJ&G PHARMACEUTICALS
ON TRAINING AND DEVELOPMENT
SJ&G considers training as crucial and believes that the sales force of pharmaceutical
industry needs more training as they deal with sensitive products which needs proper
guidelines to be followed e.g. the dosage of the medicine.
“It’s the only industry where the customer knows more than the seller about the
product”!
“Our sale force needs special training as they have to deal with qualifies professional
doctors”. Mr. Saad Ali Siddiqui
SJ&G spends around 1% to 2% of the total sales budget on training and development of
sales force.
The manager quoted;
“Achieving a target of 1 Crore means spending 20 lacs on training which is 20%, which is
a good amount and is enough for training a large workforce of about 100”.
Training Cycle
•Investigate Training Needs
•Design Training Program
•Conduct Training
•Evaluate Training
OBJECTIVES
•Financial
•Development
Financial Objectives
• Annual/Quarterly/Monthly
• Review of Targets
• Decided by Country Head
• Consideration-Last year's growth
• Divided on Quarterly Basis
• Qs divided in months
• Crucial days-25 onwards
• Accumulation, of % missed or over achieved
• Productivity, Value and Units
Developmental Objectives
• Growth of the Salesperson
• Adaptation to Change
• Better relationships with Customers
• Product Knowledge
• Analytical Skills
• Objection Handling Skills
Evaluating Training
• Feedback questionnaire given to participants
• One-to-one discussion
• Discussion at team meeting if training was
for whole team
• Monitoring performance/performance
appraisal
Importance
• Help in addressing employee weaknesses
• Improvement in workers performance
• Consistency in duty performance
• Ensuring worker satisfaction
• Increased productivity
• Improved quality of services and products
• Reduced cost
• Reduction in supervision
we
SIR.