Learning model

WELCOMECrossroad:

From Selling to Managing

VISION We are the leading provider

of pioneering, innovative and globally competitive

consumer goods and services.

MISSION We are a fast moving and consumer goods

marketing company that shall be known for strong brand management and making

accessible pioneering, quality, innovative products derived from extensive research

to improve the well-being of our consumers.

COMPETENCY LEARNING MODEL

ALAM NA WALANG

KAKAYAHAN

ALAM NA MAY

KAKAYAHAN

HINDI ALAM NA MAY

KAKAYAHAN

HINDI ALAM NA WALANG KAKAYAHAN

LEARNING

AWARENESSAPPLICATION/PRACTICE

Habits define

KNOWLEDGE

(What to, why to)

Desire

(want to)Skills

(how to)

HABIT

SPLASH Members will …

MAINTAIN MULTIPLY

&Focus on having a regular

MONTHLY PERSONAL

PRODUCT USAGE

Find at least 5 people who will join to BUILD A BUSINESS WITH

SPLASH

What is Recruitment and Selection?

Recruitment and SelectionThe process of finding, attracting and choosing

capable individuals to join an organization with the use of various strategies.

Profitability: Productivity; expense control; collection and retention of network/dealers.

Establish a recruitment Selection and Retention philosophy

Mahalaga na magkaroon ng aktibong paraan ng pagrerecruit.

Ang isang organisasyon ay hindi mabubuo kung ang ating pagre-recruit ay walang direksyon.

Recruitment Selection and Retention philosophy

“ To recruit, select and retain the right NETWORK at the right QUALITY level, right QUANTITY and right TIME.”

“ Mag recruit, piliin ang tamang network, sa tamang antas ng kalidad, bilang at panahon”

Recruitment Selection and Retention philosophy

Remember that….

“Success breeds success- the more quality dealers you recruit, the more production will increase.”

Sources of new recruits

A. Controllable Recruiting sources:1. Direct/Personal contact2. Referral from dealers/staff/customers 3. Center of influence

1. Barangay Captain2. Pastors/Ministers3. Dean of school/Principal4. Leader of organization5. Government officials

4. Business meeting

Sources of new recruits

B. Non-Controllable Recruiting sources:

1. Walk-ins2. Radio ads3. Invitations4. Flyers

Recruitment and SelectionThe process of finding, attracting and choosing

capable individuals to join an organization with the use of various strategies.

Profitability: Productivity; expense control; collection and retention of network/dealers.

Benefit of Recruiting Through Personal Contact

You eliminate the need to search for a means of introduction.

Easily to check the prospect’s background from the one who made the referral.

Personal recruitment can be added to your daily activities with minimum extra time.

Selecting for HighPerformance

A Mental Picture ofNetwork that you

Seek

TECHNICAL COMPETENCIES

SELLING

RECRUITING

COLLECTING

HABIT

Technical Competencies

1.Selling2.Recruiting3.Collecting

1. Initiative-Motivation• May sariling pagkukusa• Nag iisip ng ibat ibang paraan upang

mas maging mahusay sa trabaho.

Personal, Interpersonal and Management Competencies

2. Interpersonal Sensitivity• He/she is tolerant( mapagpaumanhin)• He/she understand that the art of being human

includes allowing people to grow by learning through “mistakes”. In reality, he/she knows that there is no “mistakes”- only steps to mastery.

• He/she is flexible(marunong makibagay)• New situations call for different actions overtime.

He/she needs to know when to direct and when to follow and discover.


3. Persistent and desire to succeed• He/she is persistent in the pursuit of his/her

goals (matiyaga sa pagtupad ng kanyang mga nais.)

• He/she is enthusiasm (masigla at masigasig.)• With sense of commitment (marunong

tumupad sa pangako.

“ Until One is Committed, there is hesitancy and always ineffectiveness.”


4. Optimism• Palaging may positibong pananaw sa buhay.• Hindi sumusuko sa mga suliranin at pagsubok sa

buhay.

“Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence.”


5. High Work ethics/Standards.• He/she is engage in self analysis.• He/she must have the guts to accept feedback and

willing to listen.• He/she has strong desire for responsibility (may

masidhing hangarin sa responsibilidad.)• Responsible for the result of the act.• Well organized(may kaayusan)“ Organization is the Foundation of everything that one

does successfully in life”


6. Compassion/Willingness to help others• He/she brings out the best in people (may

kakayahang i-motivate ang kapwa upang gawin ang kanilang pinakamahusay.)

• Nakahandang tumulong sa oras ng pangangailangan.

“I think one of the best words in the English language is compassion. I think it holds everything. It holds love, it holds care... and if everybody just did something. We all make a difference.”


“ High Retention For Success.”

Reason for Inactivity of Dealers

Wrong Selection Lack of Communication

Poor SupervisionNot Earning enough

Inadequate Training Incompatibility with recruiter/Superior

End Result of Right and Effective Recruitment and Selection

UNLIMITED INCOME

NO AR PROBLEM

BUILD SELF CONFIDENCE

AVAIL GIFT AND RECOGNITION

NETWORK MAINTENANCE

PRODUCTIVITY INCREASE

PERSONAL AND PROFESSIONAL GROWTH

Factors that Affect Retention

How a Manager recruits

The selection criteria and process

The training curiculum

The effectiveness of sales team

FOX & RABBIT

LUNCH

LIFE

• Conduct highly productive meetings• Deliver impressive training sessions with consistent follow through• Establish rapport with practically everyone• Communicate clear directions to dealers and staff• Motivate consistently

Be a Leader with a Heart!

Effective Execution is

key to Sustainable

Growth!

Team, Let us do ordinary things

extraordinarily well!,

THANK YOU!