1. PERFORMANCE EVALUATION
Present by
NAZIM AHMAD 60

2. Introduction to
performance evaluation
Evaluation is to measure
the performance of
salespeople.
A important process which enhances
the way organization is managed &
provide recommendation for further
improvements.
It is a critical function.
It constitutes comparing
objectives with results.
Provide feedback.
Take steps to further
improvement.

3. Dimensions of salesperson
evaluation process
Salesperson
Performance
Behavioural
Professional
Development
Results Profitability

4. Performance evaluation methods
Ranking
Methods
Management by
objectives (MBO)
Rating and
Checklist methods

5. Strategic Relationship
between planning and
Evaluation

6. Sales Management Audit
To Find Out:
What
happened
Why it
happened
What to do
about it

7. Components of performance evaluation
Sales Volume Analysis
Related Marketing Expenses/Cost Analysis
Performance of individual salespeople

8. Performance Evaluation
and Misdirected
Marketing Efforts
1. The 80-20 principle
2. Sales executive must
make decision on
- What should have
been spent on
marketing
- Standards for
determining
A> What should have
been spent on
marketing
B> What result should
have been obtained
from these expenditures

9. The Need for Detailed
Data
Sales Administrator
who is analysing
sales volume need
subdivision of
- Sales
Territories
-
Salespeople
- Products - Customers
- Size of Order

10. Bases for Analysing Sales Volume
Total sales volume.
Sales by territories.
Sales by product.
Sales by Customer
Classifications
Insufficiency of Sales
Volume Analysis
Salesforce Automation
and Performance
Evaluation

11. Models of Salespersons
performance evaluation
Qualitative methods are: Personal observation by sales
executive.
Customer opinion of
salesman.
Quantitative methods are: Analysis of sales record
& reports.
Comparison of
salesman’s performance
with quota.
Ratio analysis. Profit & loss statements.

12. Performance Evaluation
Conclusion
 Performance Evaluation is a collaborative process goal is to provide specific
feedback (good & bad) on job performance with the ultimate aim of
IMPROVING PERFORMANCE and connecting individual performance to the
University’s mission, vision, value and strategic initiatives.

13. THANK YOU