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SALES TEAM
Copyright 2001 by Harcourt, Inc. All rights reserved.
LEARNING OBJECTIVES
A successful sales force is determined by who is hired; this is the
end result of sales human resource management. This chapter
should help you understand:
WHAT IS SALES
HUMAN RESOURCE
MANAGEMENT?
Sales human resource management (SHRM)
refers to activities undertaken to attract, develop,
and maintain effective sales force personnel
within an organization.
S a le s
H u m a n R e s o u rc e M a n a g e m e n t
P e o p le P la n n in g
H ow M any
to H ire ?
T ype of
P e o p le ?
E m p lo y m e n t P la n n in g
R e c r u itm e n t
S e le c tio n
S o c ia liz a tio n
D e te r m in e
H o w M an y
t o H ir e
F ir s t
I n t e r v ie w
G ra d u a t io n
B e g in
W o rk
T im e L in e
T r a in in g
E nds
A s s ig n e d
T e r r it o r y
S a le s F o rc e
O b je c t i v e s
S tra te g ic
P la n s
C u rre n t
S a le s F o r c e
P e rso n n e l
H irin g ,
P ro m o tio n s ,
T ra n s fe rs I n
Q u its ,
T e r m in a tio n s ,
P ro m o tio n s ,
T ra n s fe rs O u t,
o r R e tire m e n t
T e rrito ria l
D e s ig n
P e o p le
F o re c a s ts
NATURE OF JOB
Responsible for developing new accounts and reaching profitable sales goals in assigned territory.
PRINCIPAL RESPONSIBLITIES
Meeting total sales goals for product lines and individual products.
Maintaining an average of six daily sales calls.
Maintaining an average of one monthly product presentation to wholesalers.
DIMENSIONS
Develop strong promotional support from retail and wholesale customers.
Plan effective territorial coverage resulting in high sales/call ratio.
Inform management of activities by submitting daily and weekly call and sales reports to district manager.
SUPERVISION RECEIVED
General and specific tasks are assigned for each sales period. Every two months work with supervisor for a
minimum of one day.
SUPERVISION EXERCISED
None
Organizational
Unit:
replacement Parts
Date: ( When
Job Was
Described)
Personality
Experience
Appearance
8.
2. High self-confidence
9.
Likable
10. Self-disciplined
4. Hardworking
11. Intelligent
6. High perseverance
7. Competitive
continued
Selling ability.
Conceptual ability.
RECRUITMENTS PURPOSE
Recruitment is the set of activities and processes
used to legally obtain a sufficient number of
individuals in such a manner that the recruits and
the sales forces best interests are taken into
consideration.
I n te r n a l
S o u rc e s
S a le s
H um an
R e s o u rc e
P la n n in g
R e c r u itm e n t
A p p li c a n t
Pool
Q u a li fi e d
A p p li c a n t
Pool
E x te r n a l
S o u rc e s
E v a lu a t e
R e c r u itm e n t
R e s u lts
S e le c t io n
LEGAL INFLUENCES
Equal Employment Opportunity Commission
(EEOC) is the principal governmental agency
responsible for monitoring discriminatory
practices.
RECRUITMENT OF
SALESPEOPLE
To be an effective recruiter, a sales manager
must have the answer to several questions,
including:
How many people do I need to recruit?
Who does the recruiting?
Where do I find recruits?
How can I develop a qualified pool of
applicants?
How can recruiting programs be evaluated?
Copyright 2001 by Harcourt, Inc. All rights reserved.
R e c r u itm e n t P y ra m id
R a tio
D ays
R e p o r t to W o rk
2 :2
21
O ff e r / H i r e s
3 :2
14
10 :1
21
4 :1
30
30
12 0
I n t e r v i e w / O ff e r
L e a d s / I n te r v ie w
SOURCES OF RECRUITS
WHERE ARE THEY FOUND?
INTERNAL SOURCES
Internal recruitment sources come from inside the
company:
Current Employees.
Promotions.
Transfers.
Copyright 2001 by Harcourt, Inc. All rights reserved.
EXTERNAL SOURCES
Walk-ins.
The Internet.
Employment agencies.
Internships.
Newspaper advertisements.
Competitors.
Telephone-in advertisements.
THE QUALIFIED
APPLICANT POOL
The organization should find out:
How candidates obtain information
regarding job availability.
What attracts people to the job.
What the likes and dislikes are about the job.
Why the person took the job.
Copyright 2001 by Harcourt, Inc. All rights reserved.