1. Sales and Promotions Management Session 13 th Dated: -30-05-2010 By: -Neeraj Gupta

2. Training the Sales Persons: - Training varies with the sales person's career cycle Sales persons have varied backgrounds, experience levels, learning abilities, etc. and therefore have their own training needs. Another factor deciding the type of training is the stage of the career of the sales person.

3. Training during different career stages:- Preparation: -Orientation and training about the environment, Selling instructions and basic selling techniques. Development: -Main focus is on field coaching Maturity:- Sales person emphasises on smart work rather than hard work, refresher training required to retrain and acquaint with new techniques Decline: -Motivational training required

4. Aim of training Identify initial training needs  Job Specification  Trainee's Background and Experience  Sales-related Marketing Policies Continuing sales training programmes

5. Methods of Training The Lecture  Advantages It is more economical as compared to other methods. It is the only method to cover the desired training content if initial sales training is brief. It is the only practical way to handle instructions when the training group is too large but it can also provide training appropriately to smaller training groups through summary of major topics.  Disadvantages Teaching is emphasised more than learning. Only one-way communication between trainer and trainee prevails. Personal Conference Demonstration Role Playing Case Discussion (Learning by doing) Gaming simulation

6. Methods of Training On the job training (Coach-and-pupil method) Programmed learning (Teaching by machine method) Correspondence courses

7. Execution of training Execution is the fourth step of the A-C-M-E-E approach of sales training. It involves the following four key decisions:  Who will be the trainees?  Who will be the trainers?  When will the training take place?  Where will the training site be?

8. Evaluation of Training Programmes Market share percentages Written Tests Observers which work with sales personnel

9. COMPENSATING THE SALES PERSONNEL Requirements of a sales compensation plan Provides living wage in form of secured income Plan fits with rest of motivational programme Plan is fair Easy for sales personnel to understand Adjusts pay to changes to performance Economical to administer Helps attain sale objectives

10. Designing a compensation package Defining a Sales Job Consider the Company's General Compensation Structure  For this proper job evaluation needs to be done. There are four job evaluation methods:-  Non quantitative methods: - Simple ranking Classification or grading  Quantitative: - Point system Factor comparison method Consider the Compensation Patterns in Community and Industry Determining Compensation Level Provide for the Various Compensation Elements Special Company Needs and Problems Consult the Present Sales Force Reduce Tentative Plan to Writing and Pre-test it Revise the Plan Implement the Plan and Provide for Follow up

11. TYPES OF COMPENSATION PLANS Straight Salary Plan - Sales persons receive fixed sums at regular intervals Straight Commission Plan – Payment according to productivity  Sales persons paying own expenses  Company pays expenses

12. …continued Determining Commission Base for Straight Commission Plan  Commissions based on sales volume  Commissions based on collections Based upon shipments, billings or payments ( if order cancellation is high)  Based on commissions or gross margin(to control price cutting by sales personnel)  Based on net profit(seeking control on price cutting, selling expenses and net profits)

13. …continued Salary for Commission – Attempts to capture the advantages and offset the disadvantages of both the salary and commission systems.

14. Factors Influencing Compensation Scheme Relation with Product Life Cycle (PLC)  Introductory stage direct salary will be on the higher side and indirect benefits may not be introduced.  In the growth stage, Indirect incentive schemes have to be introduced.  In the maturity stage, the indirect benefits like training programmes in good environmental locales foreign trips, promotions, basic increase in salary are given.  In the decline stage, added incentives may be given to generate fresh interest in the product. Compensation Related with Demographic Characteristics

15. Factors Influencing Compensation Scheme Use of Bonus

16. FRINGE BENEFITS Company benefits Insurance Paid vacations Paid leaves Retirement Plans Educational Assistance

17. Thank You