Of a Sales Executive

● To promote the sales of any company's sales executive one have to try many tactics.

● When there is a performance lack and drop in sales when compared to the competitors.

● There is stiff competition between the public and private companies.

● Public have the Govt security and private have the new technology and fast services and attractive schemes and packages.

● Gives more time to manage.● Standardized performance.● Less absenteeism.● Less turnover.● Reduced tension.● Consistency.● Lower costs.● More customers● Better service.

Conduct training needs assessmentIs there a training/development gap?

● To determine what development will improve performance

● To determine if training will make a difference

● To distinguish training needs from organisational problems; and

● To determine what development is relevant to your employee’s jobs

● To link improved job performance with the organisation’s goals

Current Position Where you want to be

Current Position Where you want to beIdentify TrainingNeeds

Identify TraineeSkills etc

Select Developmen

tMethod

Link to T&D plan

WriteDevelopmen

tObjectives

Conduct

TrainingAnalysi

s

Design/Conduct

Evaluation

Feedback

Identify TrainingNeeds

Identify TraineeSkills etc

Conduct

TrainingAnalysi

s

Audit current situationLook at tasks/objectives for the job, are they changing?Desired change in job responsibilitiesTechnological or organisational developmentsIs work below acceptable quality?

What knowledge, skills, abilities, contacts etc.Organisational needs: Strategic plan, Integrated Strategies, School Plans, Annual Operating StatementsUniversity processes, standards, systems, requirementsDepartment initiativesSkills appraisalRisk analysis

AppraisalReview previous performance; achievement against objectives, way in which objectives were met/stylePrevious experienceReflection on previous T&D activities

Select Developmen

tMethod

Link to T&D plan

WriteDevelopmen

tObjectives

Design/Conduct

Evaluation

How best to deliver development activity?Courses; Research on internet or other resources; Self study; Mentoring; Job shadowing; Structured on the job training, CPD or professional qualification

How does it fit in with Department?Resource implications/timescaleEquity of provision amongst team

How to get feedbackTest or review improved skills or performance?Reflection through appraisal; 1:1sFeed into Evaluation of T&D plan

What outcome from T&D eventImproved performance; Better knowledge/ skills; Networking

HR/ March 2003

Is training the solution? Look at cost /benefits

● When Sales of the company are dropping and losing its grip in the market then boost up training sessions and motivation sessions programs are needed. Employee morale build up and skills are sharpened. New Motivational advertisements are made to attract customers and borrow their faith.

10 Tips:● Stress Training as investment.● Determine your needs.● Promote a Culture of Learning

● Start out small.● Choose Quality Instructor and material.● Find out right space.● Clarify Connections.● Make it ongoing.● Measure Results.

● Sales performance rate● Employee performance rate● Employee motivation level.● Customer call back rate● Customer leaving rate.

● To determine what development will improve performance

● To determine if training will make a difference

● To distinguish training needs from organisational problems; and

● To determine what development is relevant to your employee’s jobs

● To link improved job performance with the organisation’s goals

Identify training needs

Audit current situationLook at tasks/objectives for the job, are they changing?Desired change in job responsibilitiesTechnological or organisational developmentsIs work below acceptable quality?

Conduct training analysis

What knowledge, skills, abilities, contacts etc.Organisational needs: Strategic plan, Integrated Strategies, School Plans, Annual Operating StatementsUniversity processes, standards, systems, requirementsDepartment initiativesSkills appraisalRisk analysis

Identify training skills

etc.

AppraisalReview previous performance; achievement against objectives, way in which objectives were met/stylePrevious experienceReflection on previous T&D activities

Write development

objectives

What outcome from T&D eventImproved performance; Better knowledge/ skills; Networking

Link to T&D plan

How does it fit in with Department?Resource implications/timescaleEquity of provision amongst team

Select development

method

How best to deliver development activity?Courses; Research on internet or other resources; Self study; Mentoring; Job shadowing; Structured on the job training, CPD or professional qualification

design/conduct evaluation

How to get feedbackTest or review improved skills or performance?Reflection through appraisal; 1:1sFeed into Evaluation of T&D plan

● Moving from plan to action.● Carry out the training program with employees who

do not meet standards.● Once the training process is complete EVALUTE.● Formal Evaluation: uses observation, interviews,

and surveys to monitor training while its going on.● Summative evaluation: measures results when

training is complete in five ways:1 Reaction 2 Knowledge 3 Behavior 4 Attitudes5 Productivity

● The above parameters gives a vivid idea of the sales department performance measure and required skill renewal rate and motivational buildup.