2. It means selecting right type of
sales force, providing right
training, doing right type of
motivation & controlling.
It is the key to success depending upon contacts and
relationship with customers dealings and retailers.
It starts with tracing and hunting of the qualified job
applicants & selecting the best candidates with
professional outlook.
3. The Sales Force Management
Process
• Recruitment of Sales Force
• Selection of Sales Force
• Training & Development of Sales Force
• Motivation of Sales Force
• Compensation of Sales Force
• Controlling of Sales Force
4. Scope of Sales
Force Management
A sales force management is a mini-
Human resource Management.
It is basically concerned with
procurement, selection, placement,
training, direction, organizing,
coordinating, motivating,
remunerating and controlling the
activities of Sales Force.
5. JOB ANALYSIS
It is a detailed study of jobs to know the nature &
characteristics of people to be employed for a job.
In job analysis the following two activities are
involved:-
Job Description
It includes basic job-related data that is useful to
advertise a specific job and attract a pool of talent.
Job Specification
It refers to a summary of the personnel characteristics
required for a job.
6. The Process of generating a pool of qualified candidates
for a particular job.
The Process of discovering potential candidates.
OR
11. INTERNAL SOURCES
ADVANTAGES DISADVANTAGES
Morale of Promotee
Better assessment of abilities
Candidate’s character is known
Motivator for good
performance
Have to hire only at entry level
No Fresh Talent
Possible morale problems of
those not promoted
“Political” infighting for
promotions
Lack of performance due to
surety of promotion
12.
13. EXTERNAL SOURCES
ADVANTAGES DISADVANTAGES
New “blood” brings new
perspectives
No group of political supporters
in company
May bring new industry insights
May not select someone who will
“fit” the job or organization
May cause morale problems for
internal Candidates not selected
Longer “adjustment” or
orientation time
14.
15. 1
•The Process of making a “Hire”
or “No Hire” decision regarding
each applicant for a job.
2
•Selection is the process of
choosing qualified individuals
who are available to fill the
positions in organization.
O
r
16. The process of interviewing and evaluating
candidates for a specific job and selecting an
individual for employment based on certain criteria.
Employee selection can range from a very
simple process to a very complicated process
depending on the firm hiring and the position.
19. Hiring Profile:
Attract number of qualified candidates.
Neither too less..nor too more..!!
Application Scrutiny
Sales Manager should review the completed
forms he has received.
Identify the candidates who fit the job
Specification & can be called for Interview.
20. Interview:
Helps in determine if a person is RIGHT for
Job.
Brings out personal characteristics.
Types of Sales Interview:
1.Structural or guided interview.
2.Unstructured or Informal interview.
21. Psychological Testing:
It is designed to measure such skills &
abilities that are essential for job performance.
Types of Psychological Tests:
1.Knowledge Tests:
Measures knowledge or information regarding
sales job.
22. 2.Ability Tests:
Measures the skills and abilities already present in the
candidate at the time of testing.
3.Aptitude Tests:
Measures whether or not the individual has the capacity
or latent ability to learn the job quickly.
4.Simulation Exercises:
A test which duplicates many of the operations &
problems confronting the sales job.
23. Reference Check:
Secure information that is not available from
application & verification of information from
external sources.
Physical Examination:
Physical Examination reveals whether or not the
candidate possess the required stamina, strength &
tolerance needed under hard working conditions.
Handle job without delay on health grounds.
24. Job Offer:
After all steps, company decides whether
it should hire the candidate or not.
If yes, the company gives offer letter.
It must be in writing for the protection of
recruit & company specifying all details.
Sometimes, sales people may have to sign
a job- contract too.
25. SELECTION PROCESS
Initial screening
Completed application
Medical/physical examination if
required (conditional job offer
Comprehensive interview
Employment test
Permanent job offer
Reject Applicant
Background Examination
if required
Conditional job
offer
Passed
Passed
Passed
Passed
Passed
Able to perform
essential elements
of job
Fail to meet minimum
qualification
Failed to complete job
application or failed job
specification
Failed Test
Failed to impress
interviewer and / meet
job expectations
Problem
encountered
Unfit to do essential
elements of job
26. PLACEMENT
The selection procedure ends with placement of
employees. “The right person should be on the right
job and right job should be with the right person.”
As right person become wrong if they are put on
wrong jobs.
Placement should be based on the qualifications
& qualities of the sales person selected. It also
depends upon the staff requirements of different
departments.
27. Orientation/Induction
Induction is aimed at introducing the
job and organization to the recruit and
him or her to the organization.
Induction involves orientation and
training of the employee in the
organizational culture, and showing
how he or she is interconnected to
everyone else in the organization.
Induction is the welcoming process to make the new
employee feel at home & generate a feeling of
belongingness to the organisation.
