4 Sales Management Tasmac

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Personnel Management in

Sales Field Sales Force Management

Involving Sales Executives in Sales ForceManagement

Job Analysis


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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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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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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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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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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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Sales Field Job Analysis: shall identify

Duties and responsibilities

Reporting structure

Nature of demand of job

Trade

Missionary

Technical


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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

Documents

4 Sales Management Tasmac