- RECRUITMENT AND SELECTION

Sales Force

Management

It means selecting right type of sales force, providing right training, doing right type of motivation & controlling.

INTRODUCTION

It is the key to success depending upon contacts and relationship with customers dealings and retailers.It starts with tracing and hunting of the qualified job applicants & selecting the best candidates with professional outlook.

The Sales Force Management Process

•Recruitment of Sales Force

•Selection of Sales Force

•Training & Development of Sales Force

•Motivation of Sales Force

•Compensation of Sales Force

•Controlling of Sales Force

Scope of Sales Force Management

A sales force management is a mini-Human resource Management.It is basically concerned with procurement, selection, placement, training, direction, organizing, coordinating, motivating, remunerating and controlling the activities of Sales Force.

JOB ANALYSISIt is a detailed study of jobs to know the nature & characteristics of people to be employed for a job.

In job analysis the following two activities are involved:-Job Description It includes basic job-related data that is useful to advertise a specific job and attract a pool of talent.Job Specification It refers to a summary of the personnel characteristics required for a job.

RECRUITMENTThe Process of generating a pool of qualified

candidates for a particular job.

The Process of discovering potential candidates.

OR

Important assets of an organisation

Helps in achieving goals

Importance Of Recruitment

HR PLANNING DECISIONS

STRATEGIC RECRUITING DECISIONS

DECISIONS ON RECRUITING

SOURCES/METHODS

How Many Employees Needed Knowledge & skills Needed Special Qualifications

Where to Recruit: Internal/ExternalNature of Job Requirements

Advertising Choices Recruiting Activities

STRATEGIC RECRUITING DECISIONS

Sources Of RecruitmentInternal

SourcesExternal Sources

INTERNAL SOURCES Transfers Promotion Demotion Retired Employees Employee Recommendations Departmental Exams

INTERNAL SOURCES

ADVANTAGES DISADVANTAGES Morale of Promotee Better assessment of abilities Candidate’s character is known Motivator for good performanceHave to hire only at entry level

No Fresh Talent Possible morale problems of those not promoted “Political” infighting for promotions Lack of performance due to surety of promotion

EXTERNAL SOURCESFormer EmployeesJobers & ContractorsTechnical Institutes & Management SchoolsAdvertising MediaTrade Unions Employment Agencies

EXTERNAL SOURCES

ADVANTAGES DISADVANTAGES New “blood” brings new

perspectives No group of political supporters

in company May bring new industry insights

May not select someone who will “fit” the job or organization

May cause morale problems for internal Candidates not selected

Longer “adjustment” or orientation time

SELECTION OF SALESMEN

SELECTION1

• The Process of making a “Hire” or “No Hire” decision regarding each applicant for a job.

2• Selection is the process of

choosing qualified individuals who are available to fill the positions in organization.

Or

The process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position.

SelectionProcedur

e

Job Offer

Physical Examination

Reference Check

Psychological Testing

Interview

Application Scrutiny

Hiring Profile

Selection Process

Hiring Profile:Attract number of qualified candidates.Neither too less..nor too more..!!

Application ScrutinySales Manager should review the completed forms he has received. Identify the candidates who fit the job Specification & can be called for Interview.

Interview:Helps in determine if a person is RIGHT for Job.Brings out personal characteristics.

Types of Sales Interview:1.Structural or guided interview.2.Unstructured or Informal interview.

Psychological Testing: It is designed to measure such skills & abilities that are essential for job performance.

Types of Psychological Tests:1.Knowledge Tests: Measures knowledge or information regarding sales job.

2.Ability Tests:Measures the skills and abilities already present in the candidate at the time of testing.

3.Aptitude Tests:Measures whether or not the individual has the capacity or latent ability to learn the job quickly.

4.Simulation Exercises:A test which duplicates many of the operations & problems confronting the sales job.

Reference Check: Secure information that is not available from application & verification of information from external sources.

Physical Examination:Physical Examination reveals whether or not the candidate possess the required stamina, strength & tolerance needed under hard working conditions.

Handle job without delay on health grounds.

Job Offer:After all steps, company decides whether it should hire the candidate or not.If yes, the company gives offer letter.

It must be in writing for the protection of recruit & company specifying all details.

Sometimes, sales people may have to sign a job- contract too.

SELECTION PROCESSInitial screening

Completed application

Medical/physical examination if required

(conditional job offer

Comprehensive interview

Employment test

Permanent job offer

Reject Applicant

Background Examination if

required

Conditional job offer

Passed

Passed

Passed

Passed

Passed

Able to perform essential elements of job

Fail to meet minimum qualification

Failed to complete job application or failed job

specification

Failed Test

Failed to impress interviewer and /

meet job expectations

Problem encountere

d

Unfit to do essential

elements of job

PLACEMENT The selection procedure ends with placement of employees. “The right person should be on the right job and right job should be with the right person.” As right person become wrong if they are put on wrong jobs. Placement should be based on the qualifications & qualities of the sales person selected. It also depends upon the staff requirements of different departments.

Orientation/InductionInduction is aimed at introducing the job and organization to the recruit and him or her to the organization.Induction involves orientation and training of the employee in the organizational culture, and showing how he or she is interconnected to everyone else in the organization.

Induction is the welcoming process to make the new employee feel at home & generate a feeling of belongingness to the organisation.

Presented By:

Vipasha Bhardwaj

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