Sales Force Management

1. Presented to: Ms. Saman Izhar
Presented by: Syed Ahmed Hussain
SALES FORCE
MANAGEMENT

2. Introduction
Although selling is an extremely important function in most organizations, it
does have something of a bad reputation.
This has mainly come about from the kind of hard selling associated with
door-to-door selling.
This image is quite far removed from the majority of selling that takes place
especially in the business-to-business sector.
Much of a salesperson’s time is not actually taken up by selling but with a
variety of other tasks that they have to undertake in order to achieve the sale.

3. Sales Force organization
Sales force organization is the process of allocating and managing
sales resources to meet sales and marketing objectives.
The organization reflects the number of sales representatives and
their skills, the size of the product range, the location of customers
and prospects, and the market sectors in which a company
operates.

4. Sales Force Management
 Efforts put forth to attain a company’s sales objectives.
 Sales management can involve any of the following activities:
(1) formulation of sales strategy through development of account
management policies, sales force compensation policies, sales revenue
forecasts, and sales plan.
(2) implementation of sales strategy through selecting, training, motivating,
and supporting the sales force, setting sales revenue targets.
(3) sales force management through development and implementation of
sales performance, monitoring, and evaluation methods, and analysis of
associated behavioral patterns and costs

5. Sales Force Management

6. Recruitment
It is the process of finding out candidates, who are encouraged to apply.
Selection is the process of choosing some out of many candidates.
Therefore, we can say that selection is recruitment, but recruitment is not
selection.
Selection is the process of rejection of unfits.
Recruitment precedes the selection process.

7. Selection
The process of selecting differs from one company to another. The qualities
expected must match with the job description and the person should be
qualified enough too.
The steps followed for selection is the same in all the places.
 Application Blank
 Screening
 Reference
 Personal Interview
 Test
 Medical examination
 Final interview

8. Training
Training is the continuation of selection. After selection, the sales manager
will have two options.
 Send him to the work field directly
 Send him for training program
It is always advisable to train a person before sending him to the work
floor.
Training means the process of perfecting the salesmen for their work.
It is the organized procedure through which knowledge as well as skill,
for a particular purpose, is acquired.

9. Training Methods
There are five training methods.
1. Class Room / Conference Training
2. Behavioral Learning / Simulations
3. Online Training
4. Absorption / Self learning Training
5. On-The-Job Training

10. Supervising
 Directing the sales force
 Identify customer targets and set call norms
 Develop prospect targets
 Ensure efficient use of time and assets

11. Motivation
 Mostly believed that the higher the salesperson’s motivation, the greater
the effort and the resulting performance, rewards, and satisfaction-and
thus further motivation.
 Sales managers must be able to convince salespeople that they can sell
more by working harder and smarter
 Sales managers must be able to convince salespeople that the rewards
for better performance are worth the extra effort.

12. Motivation
 In this stage organization identify the attributes that motivates the sales
executive to perform well.
 There are two types of incentives given by the organizations
 They are
FINANCIAL NON-FINANCIAL
INCENTIVES

13. Types of Incentives
 FINANCIAL INCENTIVES
* Salary package
* Flexible expenses
* Fringe benefits…etc…
 NON-FINANCIAL BENEFITS
* Promotion
* Recognition
* Awards

14. Evaluating
 To know whether the sales executives are achieving the quotas set for them
i.e. sales plans, the reports of their performances are compared against the set
standards.
 On the basis of target achieved the conclusions are drawn and accordingly
incentives are announced.
 The sales force is to be motivated all the time and trained when required.

15. Compensation
 COMPENSATION is made in three ways.
Direct salary
Direct
Commission
Combined
plans

16. Compensation
 Direct salary:
In this method sales executives are given fixed salary per month.
 Direct commission:
In this case the executives will be working on commission basis…e.g : Life
insurance agents or 3rd party sales team
 Combined Plans:
It is a mixture of straight salary and straight commission plans. In this
method the sales executives are paid their regular salary plus their commission
on the sales they make.
Eg. BMTC pays their conductors a fixed salary + 2% Commission on the sale
of tickets.

17. THANK YOU…