Both recruitment and selection are the two phases of the employment process.

Recruitment
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.

Selection
Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

The basic purpose of recruitments is the basic purpose of selection to create a talent pool of candidates process is to choose the right candidate

Identifying the vacancy. Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

INTERNAL
- Company sales Personnel. - Company executives. - Internal Transfers.

EXTERNAL
- Direct unsolicited applications -Job portals -Employees of customers - Sales forces of competing companies. -Consultancies -Campus recruitments

INDIRECT
-Newspapers

Preliminary Interviews Application blanks Written Tests Employment Interviews Medical examination Appointment Letter

Training
Training refers to a planned effort by a company to facilitate employees learning of job-related competencies.

Development
Development refers to formal education, job experiences, relationships, and assessments of personalities and abilities that help employees prepare for the future.

Preparation for current job

Participation:- Required

Preparation for changes

Participation:- voluntary

Globalization Need for leadership Increased value placed on knowledge Attracting and winning talent Quality emphasis Changing demographics and diversity of the work force New technology High-performance model of work systems
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Conducting Needs Assessment

Ensuring Employees Readiness for Training

Creating a Learning Environment

Developing an Evaluation Plan

Content of training

Select Training Method

Monitor and Evaluate the Program

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Lecture Personal Conference Demonstrations Role playing Case study On the job Gaming Correspondence

When will the training take place?

Where will it be carried out? What type of teaching aids/instructional material will be used? Who will carry out the training?

Placement is a process of assigning a specific job to each of the selected candidates. The significances of placement are as follows: -

- It improves employee morale.

- It helps in reducing employee turnover.

-It helps in reducing absenteeism.

-It avoids misfit between the candidate and the job. -It helps the candidate to work as per the predetermined objectives of the organization.

INDUCTION:The process of familiarizing him with the job and the organization is known as induction. Objectives: To help the new comer to overcome his shyness To give new comer necessary information such as location of a caf, rest period etc. To build new employee confidence in the organization It reduces confusion and develops healthy relations in the organization. To develop among the new comer a sense of belonging and loyalty to the organization.

Contents of induction programme for sales force Your industry Your products Your customers Your business objectives

Motivation does not guarantee performance. Motivation inspires performance from capable sales associates.

Need of motivation especially in a sales job

Environmental conditions The firms management policies

compensation supervision task characteristics

Personal characteristics of the salesperson

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Positive Motivators Commission Recognition Acceptance Respect Trust Achievement Pride

Negative Motivators Fear Intimidation Obligation Social Comparison (oneup)

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Define each employees motivating factors and provide an environment that incorporates those factors
Praise performance Address poor performance Set goals & clearly communicate expectations Share your vision and include your team in creating it

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A. Performance standards - Job analysis- Job objectives, duties and responsibilities - Different for different levels.
- Relation of performance standards to personal selling objectives- Breakdown of standards

Quantitative:1. Quotas 2. Sales expense ratio:-Selling expense/ Sales volume -Varies acc. To expense conditions. -This method used in industrial produce companies 3. Calls per day 4. Territorial market share 5.Order call ratio 6. Average cost per call

Qualitative
1.Product Knowledge 2.Awreness of customer needs 3.Service follow up 4. Punctuality 5. Coperation 6. Diligence

B. Recording actual performance Sources of data: -Sales and expense reports. -Field sales reports - Progress on call report - Expense report - Sales work plan -New Business/ Potential new business report

C. Comparing actual performance with standards ( Evaluation). D. Taking Action