3. C HAPTER 8 P LANNING FOR AND R ECRUITING S UCCESSFUL S ALESPEOPLE
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5. W HAT IS S ALES H UMAN R ESOURCE M ANAGEMENT? Sales human resource management (SHRM) refers to activities undertaken to attract, develop, and maintain effective sales force personnel within an organization.
8. What’s a salesperson worth? A salesperson’s worth depends on what the salesperson costs to the company and on the profits from the products he or she sells.
9. Selecting someone who will become an above-average performer improves the overall performance of the sales group. A successful hire is someone who performs above average. Goal: Hire above-average performers.
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11. FIGURE 8.3 SALES FORCE PEOPLE-FORECAST MODEL: FACTORS TO CONSIDER WHEN DETERMINING HOW MANY TO HIRE
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13. J OB D ESCRIPTIONS AND S PECIFICATIONS FOR S UCCESSFUL P EOPLE Job specifications convert job descriptions into the qualifications.
14. TABLE 8.1 FORMAL JOB DESCRIPTION, TRANSTEX AUTOMOTIVE SUPPLY CORPORATION None SUPERVISION EXERCISED General and specific tasks are assigned for each sales period. Every two months work with supervisor for a minimum of one day. SUPERVISION RECEIVED Inform management of activities by submitting daily and weekly call and sales reports to district manager. Plan effective territorial coverage resulting in high sales/call ratio. Develop strong promotional support from retail and wholesale customers. DIMENSIONS Maintaining an average of one monthly product presentation to wholesalers. Maintaining an average of six daily sales calls. Meeting total sales goals for product lines and individual products. PRINCIPAL RESPONSIBLITIES Responsible for developing new accounts and reaching profitable sales goals in assigned territory. NATURE OF JOB Organizational Unit: replacement Parts Date: ( When Job Was Described) Position: Sales Representive Reports to: District Manager
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16. TABLE 8.2 SELECTED CHARACTERISTICS OF SUCCESSFUL SALESPEOPLE 7. Competitive 13. Good communication skills 6. High perseverance 12. Achievement oriented 5. Requires little supervision 11. Intelligent 4. Hardworking 10. Self-disciplined 3. Need for material things 9. Likable 2. High self-confidence 8. Good physical appearance 1. High energy level
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19. R ECRUITMENT’S P URPOSE 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 force’s best interests are taken into consideration.
21. Equal Employment Opportunity Commission (EEOC) is the principal governmental agency responsible for monitoring discriminatory practices. L EGAL I NFLUENCES
26. FIGURE 8.5 RATIO AND DAYS FROM SALES JOB ANNOUNCEMENT TO REPORTING TO WORK
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29. R EALISTIC J OB P REVIEWS H ELP B OTH C OMPANY AND R ECRUITS A “realistic job preview” means that a person is given pertinent information about the job without distortion or exaggeration.
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32. T HE B OTTOM L INE Sales human resource management (SHRM) is comprised of two elements: people planning and employment planning. Developing a successful sales team requires the planning of personnel needs and analyzing the sales jobs to achieve more efficient use of human resources. Job analysis is the definition of specific roles or activities to be performed. The goal of managing sales human resources is to hire above-average performers. In order to hire the right person for the job, there must be a recruitment strategy.
