1. Personnel (HRD)
Management In
The Selling Field

2. Job
Analysis

3. SALES FORCE MANAGEMENT
Economics of Effective
Sales Force Management
Rates of Sales Personnel
Turnover

4. Cause by Turnover of Sales Personnel
Caused by Actions Controllable by company
Caused by Actions Not Controllable by company
Poor recruiting
Improper selection and assignment
Training deficiencies
Inadequate supervision and motivation
Breakdown in communication
Unsatisfactory performance customer complaints, etc.
Discharged for cause, e.g.; alcoholism, conviction of a felony, dishonesty, etc.
Cutbacks in personnel
Transfer to another department
Promotion to a higher position
Retirement
Death
Illness or physical disability
Personal and material difficulties
Dislike for the job-travel, type of work, working condition, etc.
Military duty
Better position elsewhere.

5. Procedure for Sales Job Analysis and preparation of Written job Descriptions
ASSEMBLE FACTUAL INFORMATION ABOUT THE JOB:
Clarity reporting relationships by questionship salespersons and those to whom they report.
Prepare a questionnaire for sales personnel, asking them to list the job objectives, together with the major duties and what is involved in performing them, in doing the job effectively.
Prior to receipt of the complete questionnaires, have sales executives and other executives interested in sales activities write down their conceptions of the sales person’s job objectives, the sales person’s responsibilities, and the, duties they feel the salesperson should not perform.
Survey customers to find out what they believe should and should not be the functions of a company salesperson.

6. ANALYZE THE INFORMATION GATHERED:
Tabulate the information received.
Reconcile differences revealed by the three viewpoints, write a concise statement of job objectives, and prepare a detailed list of duties that sales personnel are to perform.
Classify the duties into major responsibility grouping, such as sales, service, territory management, sales promotion, executive, and goodwill duties.

7. WRITE THE JOB DESCRIPTION;
Put the reporting relationships in writing.
Add the concise statement of job objectives.
Insert the detailed information on duties and responsibilities.
Develop a written statement of job performance measures.

8. As required, repeat the first three steps when changes in markets, customers’ requirements, products, competition, the economic climate, and so forth require a review of job objectives, job objectives, job duties and responsibilities, and/or performance measures.

9. Checklist for Compiling “Duties” and Responsibilities” Section of Sales Job Description
Make regular calls
Sell the line; demonstrate.
Handle questions and objections.
Check stock; discover possible product uses .
Interpret sales points of the line to the customer.
Esimate customer’s potential needs.
Emphasize quality.
Explain company policy on price, delivery, and
credit.
Get the Order.

10. Install the product or display.
Service :
Install the product or display.
Report product weakness, complaints.
Handle adjustments, returns, and allowances.
Handle requests for credit
Handle special orders.
Establish priorities, if any.
Analyze local conditions for customers.

11. Territory Management
Arrange route for best coverage.
Balance effort with customer against the potential volume.
Maintain sales portfolios, samples, kits and so forth.

12. Sales Promotion: Develop new prospects and accounts.
Distribute home office literature, catalogues, and the like.
Make calls with customer’s sales people.

13. Present survey reports, layouts, and proposals.
Train personnel of wholesalers, jobbers, and so
on.
Present survey reports,
layouts, and proposals.

14. Executive : Each night make a daily work plan for the next day.
Organize filed activity for minimum calls.
Prepare and submit statistical data requested by home office.
Investigate lost sales and reason for loss.

15. Attend sales meetings.
Build a prospect list.
Collect credit information
Prepare reports on developments,
trends, new objectives met, and new
ideas on meeting objections.

16. Goodwill : Maintain loyalty and respect for the company
Counsel customers on their problems.
Maintain loyalty and respect for the company
Attend local sales meetings held by customers.

17. Recruiting Sales Personnel

18. Organization for recruiting and selection
Source of Sales Recruits
Recruiting Source Evaluation

19. Source Within the Company
Company sales personnel.
Company executives.
Internal transfer
Source Outside the company

20. Employment agencies
Sales people making calls on the company
Employees of customers.
Sales executives’ clubs.

21. Sales forces of noncompeting companies.
Sales forces of competing companies.
Educational institutions.
Older persons.

22. The Recruiting Effort
Personal Recruiting
College recruiting.
Recruiting direct – to – customer sales personnel.

23. Recruiting consultants.
Indirect Recruiting
Recruiting Brochures

24. Selecting Sales Personnel

25. A Selection System Reject Relative Degree of helpfulness Expenses Time
Employer offer
A Selection System
Physical Examination
Testing
References &
credit check
Relative Degree of helpfulness
Expenses
Interview
Formal Application
Preliminary Interview & Pre-Interview
Reject
Time