SUSL - Sales Traning ppt

1. What is sales training

2. Sales training process

3. Assess sales training need

4. Setting objectives of sales training

5. Evaluate training alternatives

6. Design Sales training programs

7. Perform sales training

8. Conduct, follow up and evaluation

Sales training is the effort put forth by an employer

by an employer to provide the opportunity for the

salesperson to receive job-related culture, skills,

knowledge, and attitudes that result in improved

performance in the selling environment.

- Increased sales activity level

- Build confidence

- Make the sales cycle brief

- Success Encourages Even More Success

- Learn to focus on customer behavior

- Know people

- Compliance Training

- Safety Training

- Skills Training

- Employee Benefit

Induction training is a type of training given as an initial

preparation upon taking up a post. To help new people get to work

initially after joining a firm, a brief programme of this training can

be delivered to the new worker as a way to help integrate the new

employee, both as a productive part of the business, and socially

among other employees. It often contains information dealing with

the layout of the firm's operating facility, health and safety

measures and security systems.

Assess sales

training needs

Design sales

training program

Set training

objectives

Evaluate sales

training alternative

s

Perform sales training

Conduct follow- up

and evaluation

Purpose:

To compare the specific performance related skills, attitudes,

perceptions & behaviors required for sales force success with the

state of readiness of the sales force.

Methods of Needs Assessment

Sales Force Audit

Performance Testing

Observation

Sales force Survey

Customer Survey

• Puts training needs in context of organizational needs

(business drivers)

• Validates and/or augments sponsor’s ideas about the

need for training

• Ensures training design will respond to need

• Identifies non-training issues influencing performance

• Ensures survival of training function

• Establishes foundation for post-training evaluation

Increase sales or profits

Improve Company Knowledge

Create positive attitude and sales force morale

Clarify Responsibilities and Expectations

Reduce role conflict and ambiguity

Introduce new products markets and promotional programs

Develop sales people for future management positions

Ensure awareness of ethical and legal responsibility

Teach administrative procedures

Identifying customer needs

Minimize sales force turn over rate

Enhance sales skills

Improve team work and cooperative effort

•Sales manager considers various approaches for

accomplishing the objectives of training

•Many more alternatives exist today than in the past.

•The evaluation of alternatives of three questions

-Who will conduct the training

-Where is the location?

-Which method and media are best suited for

conducting the training?

Selecting sales trainers

• Sales manager is the most important sales trainer

• In large companies a full time sales trainer is often

available

Selecting sales training location

•Most sales training is conduct in home, regional, or field

offices

•Manufacturing plants are also popular training sites

•Some company use non company sites such as hotels or

conference centers to conduct training

Training is scheduled

Travel arrangement made

Media selected

Speakers hired

Other details arranged

This is particularly true in better sales training

programs

Sales managers should assess the clarify of training

materials

Feed back from the trainers might be solicited on

everything from the effectiveness of external

trainers to the adequacy of the physical training site

It is always difficult to measure the effectiveness

of sales training.

Steps in evaluation.

• What should be measured?

• What should be the information collection

method?

• What should be the measurement method?

• Analyze the data, determine the conclusions

for making recommendations.

Sales people should be provided with the company’s code of ethics and informed of the organization’s policies concerning ethical behavior.

Furthermore, by providing salespeople with potentially troubling ethical scenarios, having them respond, and then explaining how a similar situation could be handled, it may be possible to lessen salespeople’s concerns about such situations.

• 10/MS/004 M.P.D.S.Ananda

• 10/MS/034 D.M.D.S.Dissanayake

• 10/MS/105 S.L.C.D.Samarawickrama

• 10/MS/138 O.T.M.W.A.Bandara

• 10/MS/169 S.M.Habaragamuwa

• 10/MS/191 A.G.C.M.Kumari

• 10/MS/217 N.M.C.K.Nawarathne

• 10/MS/249 N.D.N.P.Rupasinghe

1) http//:www.wikipedia.com

2) http//:www.slideshaire.net

3) Sales Management Decisions, Strategies and Cases,

Richard R Still, Edward W Cundiff, Norman A P Govoni,

5th Edition, 1998, Asoke K Ghosh,Prenticehall of India

(pvt) ltd, M-07, Connaught Circus, New Dilhi