SACM Unit II s
Transcript of SACM Unit II s
SALES FORCE MANAGEMENT
Unit -II
Sales Force Management
It is the specialized type of personal management
It is also referred as account administrators or territory managers .
Qualified and trained job applicant Away from their family .
Activities involved in sales force management
Job jJob
analysis
Selection
Training & Supervision Job specification
Job Evaluation Job
description
Performance Evaluation
Compensation & Motivational Programs
Recruitment
Economics of effective sales force management
Five calls per day If it raised to six calls then the sales can be
increased Instead of recruiting one more sales men the
number of calls can be increased to each sales men.
Fixed expenses and variable expensesFixed expenses(Travelling , sales
equipments ,travelling )Variable expenses (Commission ,
expenses ,training ,motivation )
Rate of sales personnel turnover
Number of groups in sales department is called as Number of separation
The rate of sales turnover measures the quality of sales force management
Rate of sales personnel turnover = Number of separations
*100 Average total sales force
Most sales people leave the company who is having an experience less than 3 years
The age difference should be analyzed in sales force management
Causes of turnover of sales personnel
Caused by actions controllable by the company
(i) Poor recruiting(ii) Improper selection and assignment (iii) Training deficiencies (iv) Inadequate supervision and motivation(v) Breakdown in communications(vi) Unsatisfactory performance ,customer
complaints (vii) Discharged for cause (alcoholism,
dishonest)(viii) Cutbacks in personnel
(ix) Transfer to another department (x) Promotion to a higher positions
Caused by actions not controllable by the company
(i) Retirement(ii) Death(iii) Illness or physical disability(iv) Personal and marital difficulties(v) Dislike for the job – travel , type of work (vi) Military duty(vii) Better position elsewhere
Involvement of sales executives in sales force management
Need for the proper settingThe low and sales force management
Job Analysis
Sales job analysis(i) To whom the person report (ii) What product does the person sell(iii) Where do the person gather
Job Description
Sales job description1. Assemble factual information about the job2. Analyze the information gathered3. Write the job description
Preparation of Sales job specification.1. The duties and responsibilities of job
specification 2. Sales 3. Service4. Territory management5. Sales promotion 6. Executive 7. Goodwill
Recruiting sales personnel
Fielding the sales personnel needed to service the company’s customers and prospects is a key responsibility of sales executives .
Initial sales training is required to bring new sales personnel up to expected productivity levels
Organization for recruiting and selection Varies from company to company Company size , executive’s personalities and
departmental structure all influence the organization used
Centralized Decentralized
Prerecruiting reservoirWhen new personnel will be
needed ,many companies have a Prerecruiting reservoir
1. Volunteer walk ins 2. Center of influence
Source if sales force recruits
Recruiting source evaluationSources within the company1.Company sales personnel(recommendation of Sales persons)2. Company executives(recommendation of the
sales manager, top executives)3. Internal Transfers
Sources outside the company
Direct unsolicited applicationsEmployment agenciesSales people making calls on the companyEmployees of customersSales executives clubSales force of noncompeting companiesSales force of competing companies Educational institutionsOlder person
The Recruiting Effort
Differs company to company Differs in methods and steps Depend on the size and style of the Recruits
Personal Recruiting
College RecruitingRecruiting direct to consumers sales personalRecruiting consultantsIndirect Recruiting (adv in news papers)Recruiting Brochures
Selection
Preliminary interview& pre interview screening
Formal applicationInterviews RejectionReferences & credit checksTestingPhysical Examination Employment offer
Preliminary interview& pre interview screening
Formal applicationObjective scoring of personal history itemsInterviewsWho should do the interviewing?How many interviews?Interviewing the spouse
Interviewing Techniques 1. Patterned Interview(outline with questions)2. Non directive interviews (speak freely his
experience )3. Interaction (stress) interview
References1. Present or former employers2. Former customers3. Reputable citizens (repeatedly applying )4. Mutual acquaintances
Credit Checks Psychological testsValidation of tests 1. Direct Validity2. Inverse validity3. No validity4. Equal validity for two different groups 5. Differential validity for two different groups
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Types of tests1. Tests of ability2. Tests of habitual characteristics3. Interest tests4. Achievement tests