Explain How Sales Strategies Are Revise In Line WithCorporate Objectives Business Essay

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Strategies are made according to objectives of an organization. These are set of activities towardsobjectives.

Corporate objectivesThese are the statement of intent that basically provides a firm direction for the activities an organizationperforms in the pursuit of its mission. Usually in organizations there is confusion and overlapping betweenthe terms, objectives and the company goals. This confusion is easy o solve only if the company tends tothink of the objectives as a statement of intents and the goals as the quantifiable targets.

Sales StrategiesSales strategy can be defined as the planned approach to the account management policy formation,prospect identification and qualification, sales presentation, and order generation aimed at achieving afirm's sales quotas or targets.

Following are sales strategy Objectives:

Helps in improving client loyalty

Increases the closeting ratio by knowing clients hot buttons

Helps in shorting the sales cycle with outside recommendations.

Proper sales strategy helps in offering best solutions to outsell the competitors

Helps in targeting and penetrating the most promising and profitable sectors and markets

Helps in refining and maximizing the competitive advantage and product differentiation to increase themarket margin and share.

Helps in establishing a specific plan to strengthen and enhance the lead generation

source: (Businessdictionary)

P-9: Devise appropriate recruitment and selection procedures.

Recruitment:It is the process of attracting, screening and selection qualified people for the Job.

Attracting:

Screening:

Selection process:Screening Applicants

Read all applications submitted. The selection of the top candidates for interviewing must be based on theJob Description and specifications. New criteria cannot be introduced to assess the candidates at thisstage as it would be unfair. It is the responsibility of the persons conducting the interviews to complete theshort-listing and to ensure the process remains free of unlawful discrimination. If a committee is used, theentire committee should agree on the short list. If a committee is not used, it is desirable that a secondperson also participate in the short-listing process. The criteria used to select the top candidates and allappropriate notes must be returned to Human Resources and Employee Development for filing and areretained for a period of 6 months. It is good practice that all employees that apply for a position within theirdepartment be interviewed.

Former employees who have been dismissed for misconduct cannot be considered for appointment.Former employees who have since retired must meet certain qualifications due to their retirement status. Ifthere is a question about whether an applicant can or cannot be considered contact Human Resourcesand Employee Development.

Arranging the Interview

The persons responsible for the interviews is responsible for scheduling dates and times for interviewsdirectly with the short listed candidates and notifying the candidates of any selection tests that will be used.

Federal law prohibits certain questions in an employment interview and the application for employmenthas been developed to comply with Federal guidelines. Examples of such illegal questions might refer tothe applicant's age, disability, religion, ages of children, etc. Interviewing guidelines are provided to theemploying department upon referral of applications. To assure consistent treatment of each applicant, apatterned interview might be developed by the department. Such might include specific questions of jobrelated functions, skills required, and how the applicant's educational background, previous experience,etc. might be useful in the position if selected for employment.

The Interview

The purpose of interviewing is to appoint the best person for the job based solely on merit and suitability.The Valdosta State University recruitment and selection process achieves this using methods that aresystematic, thorough, fair, unbiased and based on rational, objective, job related criteria.

At the interview, each candidate should be treated consistently. To achieve this the panel should:

Ask the same initial questions of each candidate

Supplement their understanding of the candidate's responses by following up questions as appropriate

Be consistent in allowing access to presentation material, notes and so on

Not allow any discriminatory questions, harassment, or any other conduct which breaches the equalopportunities policy or code of conduct

Ensure that in the case of disabled candidates, the necessity for any 'reasonable adjustments' that wouldbe required on the job are explored in a positive manner. Assessment of disabled candidates should bebased on their expected performance in the job, given that any reasonable adjustment required wasprovided.

Keep in mind that information obtained throughout the selection process is treated as confidential and isknown only to parties involved in the selection process

Keep records of interviews and the reasons for decisions - each question should receive a grade, and agrade for overall impression. The candidates will be ranked from highest to lowest based on the scoresgiven and the position negotiated or offered to the highest ranking candidate. The scoring sheets and alldocumentation of the interviews must be given to Human Resources and Employee Development for filing

Panel members must be aware that it is their responsibility to ensure recruitment/interview documentationis stored securely and confidentially whilst in their possession.

Selection Tests

Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the jobcriteria, is relevant, reliable, fair and unbiased - also considering the predictive capacities of tests), they arean extremely useful tool and are recommended for use. Supervisors should seek advice from HumanResources and Employee Development on the use of such tests.

Hiring Decision

In selecting the successful candidate, the panel must make a decision based on the merit and eligibility ofthe candidates as judged by:

Content of application and qualifications

Performance at Interview

Outcome of any selection tests

Reference Checks

As part of assessing the merit of each candidate, persons selecting candidates must satisfy themselvesthat the information the candidate gives is authentic, consistent and honest. This includes being satisfiedabout information regarding the candidate's:

application -- work history

qualifications (where a qualification is a requirement, supporting evidence or certification must be obtainedfrom the candidate and recorded)

evidence presented at interview

Reference checks; references must be called and information recorded for the file

a) Identify yourself immediately, explain your position within the organization and tell the person why youare calling about the applicant.

b) Ensure confidentiality

c) Ask if he or she is free to discuss the situation

d) Try to establish rapport

e) Tell the person the position the candidate is being considered for

f) Let the person talk feely

g) Ask the references the same questions for each of your candidates

h) Always end the call with: would you rehire this person?"

Should any of these not meet the required standards, Human Resources and Employee Developmentmust discuss the issue with the Supervisor/Director. Use the Employment Reference Check and EducationVerification form located in Appendix 10 and Appendix 11.

Criminal Background Checks.

In an effort to provide a safe and secure workplace, to comply with Board of Regents Policy and tominimize the potential litigation associated with "negligent hiring processes," Valdosta State University willrequire background checks on the top two candidates for the position. Employment shall be conditionedupon the execution of a consent form for criminal record disclosure and upon consideration of one'scriminal history. The Valdosta State University Police Department, upon receipt of the Consent to CriminalHistory Release Form, shall conduct the background check and report results to the Department of HumanResources.

The department will notify the applicants whose criminal history report prevents their employment. Theapplicant can be referred to Human Resources and Employee Development if they have questions on theprocess The applicant is allowed seven calendar days to initiate corrective action of any inaccurate report.Proof of an error in reporting shall not disqualify the applicant and the position will not be filled until thistime period has expired.

If no action is initiated, and if the report is factual, the hiring department may resume the employmentprocess.

P-10: Evaluate the role of motivation, remuneration and training inenhancing sales performance.

Role of Motivation in sales performance.Whether you are a sales person or someone in a position who manages sales people, you need to knowthe importance of motivation. Although many it would be great to just hire self motivated people who don'tneed any help from you to take action and make sales, you need to realize that sales is a tough job andthat there are people who can really become great at it with some encouragement. Being in sales caneither pay you very well or can make you go broke. The better you are at sales, the more money you willmake.

So where does motivation come into play? Well, the main reason that most people don't like sales isbecause of having to deal with rejection. No one likes to be rejected but if you're in a sale, that's all part ofthe game. The more rejections you get, the closer to a sale you will be. Now just because you expect yoursales people or yourself to go out there and make those sales calls like a machine, it doesn't meanmotivation should be neglected. If you are a sales person, take the time to read and listen to motivationmaterial. By doing this, you will constantly be feeding your mind with positive and encouraging thoughtsthat will help you get through those days where everyone prospect seems to be in a bad mood.

For sales managers, providing your team with motivation is critical. Just look in the world of sports. Thoseathletes are the best in the world at what they do yet when they are losing and feeling discouraged, asimple pep talk from their coach can fire them up to the point to turn the game around. This same thing canbe used on your sales people to help them see more of themselves instead of beating themselves up

mentality for not making as many sales.

Motivation is important because it causes people to take action. Without action, nothing happens. The keyto achieve any goal is to take action. The more action you take, the closer to your goals you will be. Inorder to continually take action, you will need to come up with ways to motivate yourself to do what youneed to do everyday in order to reach those goals. So whether you need to motivate yourself or your team,motivation plays an extremely important role in building success.

Source (Wikipedia)

Role of Remuneration in Sales PerformanceRemuneration is wages or salary, typically money that is paid for services rendered as an employee. Howdo you decide what remuneration packages to adopt? How do you ensure that your Remunerationpackages incentives and motivate the right people? How do you make sure that the amount of pay helpsyour staff with their lifestyle requirements?

These questions are vital ones to anybody trying to run a sales team or customer service team, when youhave a look at how you can actually reward personal effort as well as maintain service. In looking at anyremuneration package, it's worthwhile to consider a set of scales. In any job description, there is anopportunity to analyze the work required into service aspects whereby these things have to be done tomaintain the client, or maintain the client relationship, such as receiving orders, implementing orders,

handling queries, general items of customer service, and also perhaps even merchandising or helping withdisplays, as well as ensuring that stock levels are adequate, these can be called service areas or serviceresponsibilities.

On the other hand, a sales person or customer service representative could influence the

value of the sale through their personal sales skills, personality, and training, to either make the salehappen, add value to the sale, or sell some specific items that are on special or on bonus, at the point ofcommunication, either by phone, by web, or face-to-face. This particular activity is known as personalcontribution. A relatively easy formula to follow is by adopting the scales of remuneration, you can thenanalyze the input from the people involved. If there is high service requirements and service levels in theperformance of the job, and little opportunity to add personal influence, then a wages or base salarysystem will be the most cost efficient to make the results work. If there is a high personal input, wherebythe sales person can strongly influence the amount of the sale or the profitability of the sale, then you canreward that personal effort by special commissions, share of profits, special incentives, and specialrewards, for the sales as they occur after the event, and lessen the base salary or wages that need to bepaid by increasing the risk factor, which of course the personal touch will overcome.

Role of Training in Sales PerformanceThe term training refers to the acquisition of knowledge, skills, and competencies as a result of theteaching of vocational or practical skills and knowledge that relate to specific useful competencies. It formsthe core of apprenticeships and provides the backbone of content at institutes of technology (also knownas technical colleges or polytechnics). In addition to the basic training required for a trade, occupation orprofession, observers of the labor-market recognize today [update] the need to continue training beyondinitial qualifications: to maintain, upgrade and update skills throughout working life. People within manyprofessions and occupations may refer to this sort of training as professional development.

Source (Wikipedia)

P-11: Describe two techniques used to co-ordinate and control sales output.Sales out put control

Outputs can be triggered manually or automatically in the sales document.

Automatic determination requires maintenance of output condition record.

Print programs and layout sets control content which Should be displayed in the output. controls outputdetermination using condition

Technique.

Output determination procedure is determined on the basis of sales document type (sales order type,delivery type, billing type).

Standard output determination procedure for sales order (OR), Delivery (LF) and Billing (F2) is V100000.

Output procedure contains output types, which can be processed when that sales document is created.One document can have Output types like Delivery note and Packing list in delivery.

Output controls

Medium (Like Print, Fax, EDI)

Time of sending the output -e.g. immediately or in a batch

Which partner function of Business partner it can be sent

Language

Criteria for which output condition record can be maintained for automatic output determination

It offers flexibility of changing the key controls in the Sales documents.

Example - If order confirmation for a customer is scheduled to be printed in a batch but the customer wantsit immediately then time of dispatch control can be changed in the sales order.

P-12: Use given information to recommend appropriate organizationstructures and procedures.Team

One of the newest organizational structures developed in the 20th century is team. In small businesses,the team structure can define the entire organization. Teams can be both horizontal and vertical. While anorganization is constituted as a set of people who synergize individual competencies to achieve newerdimensions, the quality of organizational structure revolves around the competencies of teams in totality.For example, every one of the Whole Foods Market stores, the largest natural-foods grocer in the USdeveloping a focused strategy, is an autonomous profit centre composed of an average of 10 self-managed teams, while team leaders in each store and each region are also a team. Larger bureaucraticorganizations can benefit from the flexibility of teams as well.

Functional structure

Employees within the functional divisions of an organization tend to perform a specialized set of tasks, for

instance the engineering department would be staffed only with software engineers. This leads tooperational efficiencies within that group. However it could also lead to a lack of communication betweenthe functional groups within an organization, making the organization slow and inflexible.

As a whole, a functional organization is best suited as a producer of standardized goods and services atlarge volume and low cost. Coordination and specialization of tasks are centralized in a functionalstructure, which makes producing a limited amount of products or services efficient and predictable.Moreover, efficiencies can further be realized as functional organizations integrate their activities verticallyso that products are sold and distributed quickly and at low cost .For instance, a small business could startmaking the components it requires for production of its products instead of procuring it from an externalorganization. But not only beneficial for organization but also for employees faiths.

P-13: Identify and give three examples of the differences in the nature ofsales tasks and skills in a variety of context.Sales Skills

Effective communication

Ability to listen

Ask revelent questions

Problem solver

Well-organized

Self starter and self finisher

Positive self image.

Well mannered and courteous

Naturally Persuasive

Person of Integrity

Sales TaskSpecified amount of sales that a management sets for achieving or exceeding within a specifiedtimeframe, and allocates required resources. Sales targets are apportioned among different sales-unitssuch as salespersons, franchisees, distributors, agents, etc.

Three Types of Sales Task

Personal Sales Task

A salesman of Jazz has to sell 100 connections/Sims per week

Team Sales Task

Peshawar region has to sellout 2000 connections in a month

Organizational Sales Task

Ufone has to cover 5 cities per year.

P-14: Explain the role of sales staff operating in an internationalenvironment.International sales staff have very important role in an organization.

To improve firms image

To improve brand image

Bring International talent to domestic market

Bring new Ideas and knowledge

Create good relationship between nations

To integrate the different cultures

Brining International harmony while working with different people of the world

Bringing new skills and talents

With all above international sales staff is the sign of Globalization.

P-15: Explain the purpose of trade fairs and evaluate their contributions.

Trade fairA trade fair (trade show or expo) is an exhibition organized so that companies in a specific industry canshowcase and demonstrate their latest products, service, study activities of rivals and examine recentmarket trends and opportunities. In contrast to consumer fairs, only some trade fairs are open to the public,while others can only be attended by company representatives (members of the trade, e.g. professionals)and members of the press, therefore trade shows are classified as either "Public" or "Trade Only".

Purpose of Trade FairsGenerating sales leads

Generating actual sales at the show

Enhancing your image and visibility

Reaching a specific audience

Establishing a presence in the marketplace

Improving the effectiveness and efficiency of your marketing efforts

Personally meeting your customers, competitors and suppliers

Prospecting for new customers

Introducing new products and services

Demonstrating your product in ways not possible using other marketing channels

Recruiting distributors or dealers

Educating your target audience.

Contribution of trade fairs to Firms Establish meaningful goals, masterfully plan your strategy, and measure your return on investment.

Implement powerful marketing initiatives before, during, and after the event that engage potential buyersand generate sales.

Choose the best exhibit display booth that meets your marketing needs and budgetary requirements.This includes evaluating different sizes, designs, and configurations of trade show displays.

Identify the most effective graphic elements for your exhibit that portray your key messages and fulfillyour brand communications needs. This includes establishing design parameters for banners, customexhibition stands, brochures, and other materials.

Learn about unique and appealing booth ideas that create buzz on the exhibition floor and attractvisitors to your trade show display area.

Effectively use exhibit accessories, signage and lighting techniques to heighten visibility. This includesselecting quality booth materials, high-impact portable display boards and booth fixtures that support yourbrand positioning.

Select cost-effective giveaways and promotional products that have high-perceived value among yourtarget prospects and complement your company image.

Ensure team members who are staffing your booth project a professional appearance and are well-trained to represent your company, generate leads, and secure sales.

source: (Businessdictionary)

M-4: Evaluate the recruitment and selection procedure of the selectedorganization.

Recruitment at UfoneBefore recruiting a new employee, management checks whether there is a need to hire a new employeefor that particular job or whether it can be incorporated into an existing employees job. Recruitment inUfone may be of internal or external nature.

Internal RecruitmentIn the case of internal recruitment people from within the organization are promoted to fill the vacantvacancy. The HR department and the relevant department in which the vacancy exists, analyze whetherthere an employee within the organization exists, who most appropriately meets the requirements of theparticular vacancy. If more then one employee is eligible for the vacancy; then that employee is chosenwho has the most outstanding record. After the promotion the employee may be sent for further training.The effect of internal vacancy is that it motivates the employee to perform their best and produce maximumoutput. It also creates a healthy competition amongst the employees. The hiring from within may have a

trickle down effect i.e. the opportunities spring not just from the first vacancy but from the vacancy createdwhen a person in the company fills that vacancy.

External RecruitmentIf the organization feels that none of their current employees can fill out the new vacancy then they hirefrom external sources. In this case the human resource management considers other departments in theorganization that might be interested in the appointment in order to make it a joint effort. They talk torelevant supervisors and especially to the people the new person will work with. A set of expert panelists isthen selected from each relevant department to interview applicants

Direct ApplicantsUfone maintains a data base system i.e. HRMS (Human resource management system) for its internalemployees as well as the employees which they will recruit in near future. In some case certain somepeople just drop their CV's at the head office. And whenever there is an opening or a vacancy occurs, theorganization may call them for an interview.

ReferralsBy advertising a post internally Ufone gains an added benefit, which is; the current employees may passthe information on to any interested friends and relations. Word of mouth is also a valuable recruitmentmethod for them and they draw on all appropriate contacts they have

AdvertisementsSince most of the posts are of a specialist nature, they intend on advertising in the journals of professionalbodies and the trade press. Their next step is to find out how much adverts cost for varying amount ofspace and decide what they can afford.

The HR management has hired the services of Interflow, an advertising agency, to propagate their serviceand company for them. They are also using the services of a web designer, Eveready media, to post theadvertisement of the company on the Internet.

Private Employment AgencyThe private Recruiting agencies collect information from unemployed as well as employed people abouttheir skills and experiences. These agencies attempt to find some one suitable using its computerizedinventory database of suitable individuals. These agencies charge Ufone for the referrals.

Through Vendors (Outsourcing)Ufone also do outsourcing for the purpose of recruitment they hire firm, which will provide employee Ufoneto work in the organization, but the employee will remain employee of that firm not Ufone, and this is themost common method followed by most of organization these days. Lower management at Ufone is comesthrough outsourcing.

Electronic RecruitingThe growth of information superhighway has opened up new vistas for organizations trying to recruit talent.Ufone is make full fledge use of this new technology, and it uses its own web page to advertise for new job

openings.

Another aspect of the electronic recruiting is that individuals don't have to physically go to the head office todrop their CV's. They now can simply use the e-CV format provided by Ufone on its home page. The e-CVis then transferred to the relevant database or the HR department.

Recruitment ProcedureThe HR management decides on the length of the short-list, which includes five or six people at the most.Following the advert they need help to sift through the applications. Everything is computerized and on-linewhich makes it easier to handle large numbers of replies. In case they run short of time, they get the helpof other staff, supervisors and managers in the organization. Apart from the question of time, they do thisto get second opinions. They look out for the following when reading an application:

How well-matched is the candidate to the requirements

Any unexplained employment gaps

The quality of presentation

How tailored the reply is to the particular job and Ufone as an organization.

Replying To CandidatesThe candidates that do not match the job are contacted as quickly as possible and dealt with courteouslysince the HR management believes in the philosophy that these people, and their relatives and friends,may be future customers or acquaintances of potential, future applicants. Those that match the job arecalled over to undertake an on-line evaluation test.

Scheduling InterviewThe candidates that pass the on-line evaluation test are then called for interviews. A date and a time arearranged and the candidate appears for the interview. The questions of this interview are designedespecially for gauging the personality and ability of the candidate.

Screening ProcessThe results are screened by a set of panelists in order to minimize chances of error in selecting thecandidates. The HR management sometimes keeps a small number of candidates in reserve.

M-5 : Highlight the motivating factors being used by the selectedorganization also determine the remuneration and training programs usedby the organization for enhancing sales performance.

Training at UfoneTraining & Development involves improving the knowledge, skills and abilities of the individuals. Acontinuous training is conducted inside Ufone to improve the performance of the employee. There are twotypes of trainings conducted at Ufone:

In-house Training

External Training

In-house training is customized training which is only for Ufone employees.

External training is carried out through trainers in training institutes.

Employees at Ufone are usually trained through Rameez Allahwalla (in

Karachi), Possibilities and Intec (two well-known training institutes).

Before training "Training Need Analysis" (TNA) is conducted by the manager

of the department. And after the training feedback from the employee is

taken.

Motivating Factors at UfoneA very effective way to retain an employee is to give him compensation &

Benefits and Motivating factors at Ufone which is mentioned below:

Medical Facility to employee and his/her parents

Paid Vacations

Food Allowance

Trips

Promotion on Performance

Remuneration at UfoneThere are about 150 employees who are working in the Ufone Head Office and 1500 employees servingnationwide. All of them are very devoted as they are given a wonderful learning environment to work, payoffered to them is also very attractive and ample chance of progress motivates them to work more. The jobanalysis is done on targets assigned and daily routines.

The employees are indeed very satisfied and motivated.

Ufone is basically equal employment opportunity organization. Almost 70% of its employees are male and30% are female. The job description of each and every employee is predefined. Performance appraisal isdone on annual basis. Average age of Ufone employee is 32 years. This shows that they prefer young andenergetic people for their middle and lower level management. High profile well experienced persons areconsidered for top level management. Average Salary is 12000 for a Ufone employee. Salaries areincreased as the federal government of Pakistan announced the percentage.

M-7: Compare the sales tasks and skills being used by the two selectedorganization.

Ufone Sales Task & Skills:Successful companies have long known that a well-trained, highly motivated and efficiently connected field

force is critical to their continued growth and success. Ufone realized that to stay ahead of the competition,they must replace traditional paper based systems with mobile solutions that enable access to keyinformation directly from the field.

Today, Ufone's sales team is armed with Psion Teklogix WORKABOUT PRO hand-held with GPRS and asoftware application built on the Microsoft CE Framework; the team retrieves data from the company'saccounting stock system through an Oracle database and uploads new data in the same manner. Knowninternally as U SFA (Ufone Sales Force Automation), this application allows sales staff to create orders,add details, fill in electronic outlet cards, review daily activity, and synchronize for real time information onstock availability.

Sales Tasks at Ufone:

Maximum sales.

Brand Promotion.

Customer Loyalty.

Team Work.

Achievement of Assigned sales task(e.g Sales of 10 Connections & 2000 recharge balance by singlesalesman).

Proper Presentation.

Complete Information about brand & Company.

Taking Competitive advantage by Smooth distribution.

Effective Communication.

Public Relation.

Mobilink Sales Task & Skills:Our objective is to describe the sales management of Mobilink. Personal selling constitutes a lot incompanies' profit. But Mobilink is hardly impressed by the idea of personal selling. In cellular sector thereis large scope of personal selling. Mobilink's management declares that its sales are well managed byregional and divisional service centers and franchises and outlets as can be seen by looking at marketposition of Mobilink and they have strong distribution channel serving them well. In this report we brieflylook at the sales managed by Mobilink though sales centers and franchises.

Following are sales task at Mobilink:

Maximize sales.

Brand Promotion.

Ensure effective sales activity.

Achievement through respective sales channels (franchises / National Distributor / Regional DistributorsRetail Distribution Officers / Route Sales Officers) in the zone.

Oversee preparation and dissemination of daily sales reports.

Maintain and develop comfort level between respective franchises.

National Distributor / Regional Distributors and retailers through consistent visits.

M-8: Measure the differences between sale staff of the selected organizationworking in a domestic environment with that of operating internationally.The sale staff of domestic and international environment has major difference. As local staff needcommand on local language while international while international staff need on international languageslike English. Domestic staff needs local PR while international staff needs international exposure. Ufone isoperating just nation wide so they need domestic exposure. But following are general differences ofinternational & domestic sales staff.

QualificationIn domestic market a non-educated person can also sale products. But in International market it isimpossible to sale without proper education as we see ads in news paper driver cum sales man

Presentation & SkillsFor International market you need to have standard presentation and communication skills while indomestic market you can sale with lower skills.

LanguageIn domestic market you can sell or present in Urdu, Pashto etc but for International market sales manshould have command on International languages like English, French etc.

Cultural

Need Differences.There are differences in need of International staff and domestic staff in life style and facilities like clothes,foods etc.

Differences of FundsInternational staff needs large funds while domestic need lesser.

Salary Package DifferencesWhen International staff is well qualified and talented than the staff will demand high salaries according toInternational market. And domestic staff have less qualification, weak skills they will have less salarydemand.

Allowances differencesInternational staff have to travel through airplane, eat and stay in five star hotels while domestic staffmostly travel through roads and eat in lower middle place so hey have differences in different kind ofallowances.

M-9: Measure the outputs of the selected organization generated byconducting trade fairs and how sales have improved by doing so.Ufone has arranged different Business Shows, Trade Fairs and Participated in school, college, Universitiesand Educational Institutes Funfairs and other general Public Gathering as well as shopping exhibitions.This contributed a lot. It increased the sales. Advertised, promote the company brands and name. WhereUfone sales out GSM Connections and Recharge cards. Theses types of activities have contribution insales about 31 percent. After these activities customer comes under the Ufone family which motivate otherpeople to use Ufone. And they also need to recharge for balance which automatically increase sales. Italso monitored that it is the most valuable way of marketing and advertisement.

D-5: Suggest the chosen organization about improvement of recruitment andselection procedure and making it more on merit based and unbiased.As we know that Ufone has were clear & transparent merit base recruitment & Selection Procedure butthere are some suggestion to Ufone HR department & High level Executives.

Avoid recruitment on recruitment agencies.

Improve HR Audit.

Visit Universities and Invite Young Talent.

Simplify selection process.

Need transparency in internal promotion.

Remove unnecessary promotions.

Introduce national talent hunt program.

Hire international qualified professional & Train local by them.

Ensure the of recruitment & selection material (e.g. Application forms etc).

Remove the influences on HR Department.

Give Independence to HR Department regarding selection & recruitment.

Hire right person at right place with revelent qualification.

Explain How Sales Strategies Are Revise In Line With Corporate Objectives Business EssayCorporate objectivesSales StrategiesP-9: Devise appropriate recruitment and selection procedures.Recruitment:Attracting:Screening:Selection process:P-10: Evaluate the role of motivation, remuneration and training in enhancing sales performance.Role of Motivation in sales performance.Role of Remuneration in Sales PerformanceRole of Training in Sales PerformanceP-11: Describe two techniques used to co-ordinate and control sales output.P-12: Use given information to recommend appropriate organization structures and procedures.P-13: Identify and give three examples of the differences in the nature of sales tasks and skills in a variety of context.Sales TaskP-14: Explain the role of sales staff operating in an international environment.P-15: Explain the purpose of trade fairs and evaluate their contributions.Trade fairPurpose of Trade FairsContribution of trade fairs to FirmsM-4: Evaluate the recruitment and selection procedure of the selected organization.Recruitment at UfoneInternal RecruitmentExternal RecruitmentDirect ApplicantsReferralsAdvertisementsPrivate Employment AgencyThrough Vendors (Outsourcing)Electronic RecruitingRecruitment ProcedureReplying To CandidatesScheduling InterviewScreening ProcessM-5 : Highlight the motivating factors being used by the selected organization also determine the remuneration and training programs used by the organization for enhancing sales performance.Training at UfoneMotivating Factors at UfoneRemuneration at UfoneM-7: Compare the sales tasks and skills being used by the two selected organization.Ufone Sales Task & Skills:Mobilink Sales Task & Skills:M-8: Measure the differences between sale staff of the selected organization working in a domestic environment with that of operating internationally.QualificationPresentation & SkillsLanguageCulturalNeed Differences.Differences of FundsSalary Package DifferencesAllowances differencesM-9: Measure the outputs of the selected organization generated by conducting trade fairs and how sales have improved by doing so.D-5: Suggest the chosen organization about improvement of recruitment and selection procedure and making it more on merit based and unbiased.