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 j
Job
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 expenses
Fixed 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 setting
The 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 description
1. Assemble factual information about the job
2. Analyze the information gathered
3. Write the job description

Preparation of Sales job specification.
1. The duties and responsibilities of job specification
2. Sales
3. Service
4. Territory management
5. Sales promotion
6. Executive
7. Goodwill

Recruiting sales personnel
Fielding the sales personnel needed to service the
companys 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 , executives personalities and departmental
structure all influence the organization used
Centralized
Decentralized
Prerecruiting reservoir
When 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 evaluation
Sources within the company
1.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 applications
Employment agencies
Sales people making calls on the company
Employees of customers
Sales executives club
Sales force of noncompeting companies
Sales force of competing companies
Educational institutions
Older 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 Recruiting
Recruiting direct to consumers sales personal
Recruiting consultants
Indirect Recruiting (adv in news papers)
Recruiting Brochures
Selection
Preliminary interview& pre interview screening
Formal application
Interviews Rejection
References & credit checks
Testing
Physical Examination
Employment offer
Preliminary interview& pre interview screening
Formal application
Objective scoring of personal history items
Interviews
Who 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

References
1. Present or former employers
2. Former customers
3. Reputable citizens (repeatedly applying )
4. Mutual acquaintances
Credit Checks
Psychological tests
Validation of tests
1. Direct Validity
2. Inverse validity
3. No validity
4. Equal validity for two different groups
5. Differential validity for two different groups
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Types of tests
1. Tests of ability
2. Tests of habitual characteristics
3. Interest tests
4. Achievement tests