Sales Strategies, Corporate Objectives and Recruitment

Sales Strategies, Corporate Objectives and RecruitmentThese argon the statement of intent that basically provides a firm direction for the activities an organization performs in the pursuit of its mission. Usually in organizations there is confusion and overlapping between the enclosures, objectives and the company goals. This confusion is well-situated to solve only if the company tends to think of the objectives as a statement of intents and the goals as the quantifiable targets.Sales StrategiesSales strategy arse be be as the planned approach to the account management policy formation, prospect identification and qualification, trades presentation, and drift generation aimed at achieving a firms sales quotas or targets.Sales Strategy ObjectivesHelps in improving client loyaltyIncreases the closeting ratio by sack outing clients hot buttonsHelps in shorting the sales cycle with outside recommendations. kosher sales strategy dishs in take awayering best solutions to outsell the competitorsHelps in targeting and penetrating the approximately promising and profitable sectors and marketsHelps in refining and maximizing the matched advantage and product differentiation to increase the market margin and share.Helps in establishing a specific plan to strengthen and enhance the lead generation advert www.businessdictionary.comP-9 Devise appropriate recruitment and selection uses.RECRUITMENT AND SELECTIONA. Overview of ProcessAssess the need for the tune and retard adequate fundingReview the business enterprise description to ensure that it meets the present and future requirementsDesign the selection process ( utilize search committee process if applicable)Draft the advertisement and select the advertizement mediaShort list using the person specification onlyInterview and test short-listed vistasValidate references, qualifications and context checksMake bear downmentSupervisors and Department music directors hold the accountability for ensuring this framework is followed. mankind resources and Employee Development is ready(prenominal) for advice and go away assist in normal administration of the recruitment process.B. Review the Job and the Need for It.Upon the resignation, transfer, retirement, or the agency of a new couch, the search and selection procedure begins. This is an opportunity to brushup position responsibilities and the way in which the position contributes and promotes unit, department, division and university objectives.Supervisors need to consider the spare-time activity issuesIs the short letter still necessary?What grade does it add to the aggroup and to the delivery of service?How go forthing the Post be funded?Does the job description need modify?If so, the grade for the job and the person specification may need to be re-evaluated. The Human Resources and Employee Development Team is available to provide advice on constructing both job descriptions and person specifications and advising o n grading issues.What type of employment could be offered?Full-time, part-time?Is job-sharing an option?Permanent or fixed term contract? using ups of fixed term contracts are most appropriate for covering a particular task/project/item of work or an interim appointment. They should not normally be recitationd to fill permanent posts.If the decision is to hire for the position, it is the responsibility of the Supervisor/Director to ensure that the Position Management Form is completed and sent to Human Resources and Employee Development as soon as possible.C. Search Committeenot all interviews for permanent positions must be conducted by a Committee. The Department Director is responsible for determining the positions that require a committee to interview and select. If the position is a possible promotion for one or more(prenominal), then a committee should be applyd to ensure there is no appearance of bias or favoritism. All chip in positions titled, Assistant Director and ab ove must use of a search committee.3. REQUEST FOR PERSONNEL ACTIONA. Va dropt PositionWhen an employee gives notice of intention to leave University employment, the immediate supervisor should notify the Human Resources Employee ripening so that necessary interviews for re-staffing baron be arranged. The job classification, description and qualifications desired of replacement personnel should be provided by the department head at that time. Examples of such culture might includeEducation or technical training required.ADA requirements, lifting, vehicle operation, physical demands, and so onHours of work including Saturday or Sunday.Officials to whom appli stinkpotts are to be referred.Recommendations of any known applicants.Additional knowledge felt useful in preliminary screening.The beginning salary for classified personnel shall be determined by the job classification of the vacant position and the associated pay grade. Employing departments should consult the Human Resou rces Employee Development on classification issues and salary issues before card the position. Most importantly the dept should consult with Human Resources Employee Development before making any salary commitments.4. ADVERTISINGA. Job Posting.When advised of a vacancy, the Human Resources Employee Development lead review the existing job description, making the necessary corrections, post a vacancy announcement for a minimum of five days on the Human Resources bare board, and on the Human Resources web site. Postings entrust be forwarded to the Georgia Department of Labor for their reference and applicant referral. It is hoped that this procedure entrust create an awareness of positions available to insure upward mobility in careers within the University and to encourage applicant referral from numerous sources. Other advertising arrangements can be made. Consult with the Assistant Director for troth Administration for advice on advertising and related costs.B. Employee Pr iority PostingAll open positions must be stick on for a minimum of five days, besides the employing unit may initially designate that a position be posted with an employee priority designation or be posted on the habitual public website.Positions designated for employee priority posting will be posted for a minimum of five business days on the employee priority website and only occupations from accepted qualified Valdosta State University employees will be referred to that position. Positions not designated for employee priority posting will immediately be posted on the general public posting website.If the employing unit identifies a successful candidate from this pool, no rise to poweral recruiting is required. If later on five business days no Valdosta State University applicant has been selected, the position will be reopened and posted for recruiting on the general public website for a minimum of five additional business days. Valdosta State University employees may stil l apply during this open completion.Those employees classified as casual laborer/temporary workers do not change for employee priority positions. As in the past, they may apply for positions on the general public posting site.5. SELECTION PROCESSA. Screening ApplicantsRead all applications submitted. The selection of the top candidates for interviewing must be base on the Job commentary and specifications. New criteria cannot be introduced to assess the candidates at this stage as it would be unfair. It is the responsibility of the persons conducting the interviews to complete the short-listing and to ensure the process remains free of unlawful discrimination. If a committee is apply, the entire committee should agree on the short list. If a committee is not used, it is desirable that a second person excessively go in in the short-listing process. The criteria used to select the top candidates and all appropriate notes must be returned to Human Resources and Employee Developm ent for filing and are retained for a period of 6 months. It is good practice that all employees that apply for a position within their department be interviewed.Former employees who have been dismissed for misconduct cannot be considered for appointment. Former employees who have since retired must meet certain qualifications due to their retirement status. If there is a question about whether an applicant can or cannot be considered contact Human Resources and Employee Development.B. Arranging the InterviewThe persons responsible for the interviews is responsible for scheduling dates and times for interviews directly with the short listed candidates and notifying the candidates of any selection tests that will be used. federal law prohibits certain questions in an employment interview and the application for employment has been developed to comply with Federal guidelines. Examples of such illegal questions might refer to the applicants age, disability, religion, ages of children, etc. Interviewing guidelines are provided to the employing department upon referral of applications. To assure consistent treatment of all(prenominal) applicant, a patterned interview might be developed by the department. Such might include specific questions of job related functions, skills required, and how the applicants educational background, previous experience, etc. might be useful in the position if selected for employment.C. The InterviewThe purpose of interviewing is to appoint the best person for the job based solely on merit and suitability. The Valdosta State University recruitment and selection process arrive ats this using methods that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria.At the interview, each candidate should be treated consistently. To achieve this the panel shouldAsk the same initial questions of each candidateSupplement their understanding of the candidates responses by following up questions as appropr iateBe consistent in allowing access to presentation material, notes and so onNot allow any discriminatory questions, harassment, or any other conduct which b commites the equal opportunities policy or code of conductEnsure that in the skid of disabled candidates, the necessity for any reasonable adjustments that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided.Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection processKeep records of interviews and the reasons for decisions each question should feel a grade, and a grade for overall impression. The candidates will be ranked from highest to lowest based on the scores given and the position negotiated or offered to the highest rank candidate. The scoring sheets and all documentation of the interviews must be given to Human Resources and Employee Development for filingPanel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession.D. Selection TestsWhere selection tests are a valid method of assessing a candidate (i.e. in effect measures the job criteria, is relevant, reliable, fair and unbiased also considering the predictive capacities of tests), they are an extremely useful tool and are recommended for use. Supervisors should seek advice from Human Resources and Employee Development on the use of such tests.E. Hiring DecisionIn selecting the successful candidate, the panel must make a decision based on the merit and eligibility of the candidates as judged by theme of application and qualifications exertion at InterviewOutcome of any selection testsF. Reference ChecksAs part of assessing the merit of each candidate, persons selecting candi dates must satisfy themselves that the information the candidate gives is authentic, consistent and honest. This includes being satisfied about information regarding the candidatesapplication work memorialqualifications (where a qualification is a requirement, supporting evidence or certification must be obtained from the candidate and recorded)evidence presented at interviewReference checks references must be called and information recorded for the filea) Identify yourself immediately, rationalize your position within the organization and tell the person why you are calling about the applicant.b) Ensure confidentialityc) Ask if he or she is free to plow the situationd) Try to establish sonoritye) Tell the person the position the candidate is being considered forf) Let the person talk feelyg) Ask the references the same questions for each of your candidatesh) Always end the call with would you rehire this person?Should any of these not meet the required standards, Human Resourc es and Employee Development must discuss the issue with the Supervisor/Director. Use the Employment Reference Check and Education Verification form located in Appendix 10 and Appendix 11.G. Criminal Background Checks.In an drive to provide a safe and secure workplace, to comply with Board of Regents Policy and to minimize the potential litigation associated with negligent hiring processes, Valdosta State University will require background checks on the top two candidates for the position. Employment shall be conditioned upon the execution of a consent form for savage record disclosure and upon consideration of ones criminal history. The Valdosta State University Police Department, upon receipt of the Consent to Criminal History Release Form, shall conduct the background check and report results to the Department of Human Resources.The department will notify the applicants whose criminal history report prevents their employment. The applicant can be referred to Human Resources and Employee Development if they have questions on the process The applicant is allowed seven calendar days to initiate corrective action of any inaccurate report. Proof of an error in reporting shall not disqualify the applicant and the position will not be filled until this time period has expired.If no action is initiated, and if the report is factual, the hiring department may resume the employment process.Disqualification of Applicants.An applicant will be disqualified for employment for any of the following reasonsHe or she is addicted to the use of alcohol or use of illegal drugs.Discovery of any fictional statement or omission of material facts from the formal application.He or she has been a member of an organization advocating the violent overthrow of the government of the United States.He or she has been convicted of a crime involving moral turpitude, unless pardon has been granted.He or she has been convicted of a felony, unless first offender treatment was granted by the c ourt.J. Employment mountain passHaving completed the interviewing process, an offer of employment may be extended by the employing department. However, the dept head must advise the candidate that the offer is conditional pending the results of a criminal background check.When a department head believes he/she has a candidate who because of exceptional training or experience is deserving of more than the posted minimum for the classification, they may offer the candidate up to 10% over the minimum. However the department head must either have the money already in his/her budget or through the dean or vice president can have it transferred to their budget. This change in policy is not bastardly to permit the department head or authority to offer more than 10% over the minimum and in no eggshell is the offer to be made without sufficient departmental funds to meet requirements of the hire.K. Post InterviewHuman Resources and Employee Development is responsible for providing all ca ndidates with written notification of the outcome of their application (letter of rejection). However some departments prefer to write their own letter. These letters must be attached to the compliance reports. If feedback is requested from an unsuccessful short-listed candidate, the manager should provide a valid reason to the candidate for rejection together with constructive feedback. Written feedback will not normally be provided.P-10 Evaluate the role of motivation, remuneration and training in enhancing sales performance.Role of motive in sales performanceWhether you are a sales person or someone in a position who manages sales people, you need to know the importance of motivation. Although many it would be great to just hire self motivated people who dont need any help from you to take action and make sales, you need to realize that sales is a tough job and that there are people who can really break great at it with some encouragement. Being in sales can either pay you very well or can make you go broke. The better you are at sales, the more money you will make.So where does motivation come into play? Well, the main reason that most people dont comparable sales is because of having to deal with rejection. No one ilks to be rejected but if youre in a sale, thats all part of the game. The more rejections you get, the closer to a sale you will be. Now just because you expect your sales people or yourself to go out there and make those sales calls like a machine, it doesnt mean motivation should be neglected. If you are a sales person, take the time to read and listen to motivation material. By doing this, you will constantly be eating your mind with positive and encouraging thoughts that will help you get through those days where everyone prospect seems to be in a bad mood.For sales managers, providing your team with motivation is critical. Just look in the world of sports. Those athletes are the best in the world at what they do yet when they are los ing and feeling discouraged, a simple pep talk from their coach can fire them up to the point to turn the game around. This same thing can be used on your sales people to help them see more of themselves instead of beating themselves up mentality for not making as many sales.Motivation is important because it causes people to take action. Without action, nothing happens. The key to achieve any goal is to take action. The more action you take, the closer to your goals you will be. In order to continually take action, you will need to come up with ways to motivate yourself to do what you need to do everyday in order to reach those goals. So whether you need to motivate yourself or your team, motivation plays an extremely important role in building success.Role of compensation in Sales PerformanceRemuneration is wages or salary, typically money that is paid for services rendered as an employee. How do you decide what remuneration packages to adopt? How do you ensure that your Remunera tion packages incentives and motivate the right people? How do you make sure that the amount of pay helps your staff with their lifestyle requirements?These questions are vital ones to anybody trying to run a sales team or customer service team, when you have a look at how you can actually reward personal effort as well as maintain service. In looking at any remuneration package, its worthwhile to consider a set of scales. In any job description, there is an opportunity to analyze the work required into service aspects whereby these things have to be done to maintain the client, or maintain the client relationship, such as receiving orders, implementing orders,handling queries, general items of customer service, and also perhaps even merchandising or helping with displays, as well as ensuring that stock levels are adequate, these can be called service areas or service responsibilities.On the other hand, a sales person or customer service representative could influence thevalue of th e sale through their personal sales skills, personality, and training, to either make the sale happen, add value to the sale, or sell some specific items that are on special or on bonus, at the point of communication, either by phone, by web, or face-to-face. This particular activity is known as personal contribution. A relatively easy formula to follow is by adopting the scales of remuneration, you can then analyze the input from the people involved. If there is high service requirements and service levels in the performance of the job, and little opportunity to add personal influence, then a wages or base salary system will be the most cost efficient to make the results work. If there is a high personal input, whereby the sales person can strongly influence the amount of the sale or the profitability of the sale, then you can reward that personal effort by special commissions, share of profits, special incentives, and special rewards, for the sales as they occur after the event, a nd lessen the base salary or wages that need to be paid by increasing the risk factor, which of course the personal touch will overcome.Role of Training in Sales PerformanceThe term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or matter-of-fact skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize today update the need to continue training beyond initial qualifications to maintain, upgrade and update skills throughout working life. mickle within many professions and occupations may refer to this sort of training as professional development.P-11 Describe two techniques used to arrange and control sales create.Sales out put cont rolOutputs can be triggered manually or automatically inthe sales document.Automatic aim requires maintenance of outputcondition record.Print programs and layout sets control content which should be displayed in the output.controls output determination using conditionTechnique.Output determination procedure is determined on thebasis of sales document type (sales order type,delivery type, billing type).Standard output determination procedure for salesorder (OR), spoken communication (LF) and Billing (F2) is V100000.Output procedure contains output types,which can be processed when that sales document is created. One document can have Output types like Delivery note and Packing list in delivery.Output controlsMedium (Like Print, Fax, EDI)Time of sending the output -e.g.immediately or in a batchWhich furnish function of Business partner it can be sentLanguageCriteria for which output condition record can be maintainedfor automatic output determinationIt offers flexibility of changin g the key controls in theSales documents.Example If order confirmation for a customer is scheduled to beprinted in a batch but the customer needinesss it immediately thentime of dispatch control can be changed in the sales order.P-12 Use given information to recommend appropriate organization structures and procedures.TeamOne of the newest organizational structures developed in the 20th century is team. In small businesses, the team structure can define the entire organization.Teams can be both horizontal and vertical. While an organization is constituted as a set of people who synergize individual competencies to achieve newer dimensions, the quality of organizational structure revolves around the competencies of teams in totality. For example, every one of the Whole Foods Market stores, the largest natural-foods grocer in the US developing a focused strategy, is an self-governing profit centre composed of an average of 10 self-managed teams, while team leaders in each store and each region are also a team. Larger bureaucratic organizations can benefit from the flexibility of teams as well. pastimectional structureEmployees within the functional divisions of an organization tend to perform a specialized set of tasks, for instance the engineering department would be staffed only with software engineers. This leads to operational efficiencies within that group. However it could also lead to a escape of communication between the functional groups within an organization, making the organization slow and inflexible.As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Coordination and specialization of tasks are centralized in a functional structure, which makes producing a limited amount of products or services efficient and predictable. Moreover, efficiencies can further be realized as functional organizations integrate their activities vertically so that products are sold and distr ibuted quickly and at low cost .For instance, a small business could start making the components it requires for production of its products instead of procuring it from an external organization. But not only beneficial for organization but also for employees faiths.Burns, T. and G. Stalker. (1961) The Management of Innovation. London Tavistock.P-13 Identify and give three examples of the differences in the nature of sales tasks and skills in a variety of context.Sales SkillsQualifying Fast to Avoid Wasting Sales TimeDo you chase after your prospects until they tell you yes or no? Do you ever tell your prospects No, as in No, I am not going to sell to you? There are many things in selling that you do not and will not be able to control. The one thing that you do have control over is your time and how you choose to use it.To qualify fast you must have a set of criteria describing who you will and will not sell to. You want to sell to the prospects likely to buy your products, and drop the prospects marvelous to buy (so that you can find more good prospects). Sounds simple, but too many salespeople let sludge buildup in their pipeline, constricting the total revenue that flows out. motive ProspectsQualifying goes beyond budget, authority, and need. You want to sell to prospects who *want* to buy from you. Finding prospects that need our products usually is not difficult. Finding those who really want our products though can be very hard if we wait for them to come to us.Products sold by professional salespeople are more complex and offer more value than good products offered through stores, catalogs and brokers. Prospects generally do not know they need such products, until they first discover that they have a problem. This process can take seconds or years depending on the nature of the problem (and the prospect). Prospects get motivated to work with you when you help them to discover that you solve their problem better than anyone doeselse.Selling to People Out side Your Comfort ZoneMost salespeople, who are people persons, already think that they are good at this. Let me ask you a question. When you become lost a sale, how was your rapport with the key person who decided against you?You cant afford to look away and ignore people that you dont have natural rapport with. The good news is that people like people like themselves. All you have to do to gain rapport is stretch your behavior outside or your comfort zone until you become like another person.Reaching Decision-Makers Through VoicemailTheres two ways to make more sales. One is to close more of the prospects you do contact. The other is to get more prospects into the pipeline. When prospecting, you can look at voicemail as either your friend or your enemy. With 70% of your prospecting calls going to voicemail, it is time to make friends with it.Although you will never get even close to getting every voicemail returned, you can get a significant number of your messages returned when treat them as a man-to-man commercials.Delivering I Gotta Have That PresentationsLets face it a lot of business presentations are really boring. Salespeople talk about why their product is great, why their company is great, and the history of their company. Prospects dont relate to this. Thats why they look so bored.Great presentations get the prospects imagination involved. The best way to involve the imagination is through storytelling. Stories rich in descriptive detail get the prospect picturing them using your product and evoke that I Gotta Have That reaction.Gaining Commitments Instead of ClosingEliminate Closing Cheese from Your Vocabulary. You know what I am talking about Would you like that in gray or in black? or If I can show you how this will help you will you buy today?. Lines like these are why salespeople are down on the bottom of societys respect list somewhere turn up lawyers.Learn the power of asking for incremental commitments from the beginning of your sales cyc le. It is not an easy shift to make. First you got to get the prospect to show you what they most want (Hint See Skill 2 above). Then you can negotiate incremental commitments in return for more of your time, information or resources.Have More FunSales is fun when you are in control and closing deals. Selling is miserable when you are under pressure to close business.Take the pressure off yourself to close and instead focus on qualifying and motivating your prospects.Sales TaskSpecified amount of sales that a management sets for achieving or especial(a) within a specified timeframe, and allocates required resources. Sales targets are apportioned among different sales-units such as salespersons, franchisees, distributors, agents, etc.Three Types of Sales Task personalized Sales TaskTeam Sales TaskOrganizational Sales TaskP-14 Explain the role of sales staff operating in an supranational environment.Greater complexities involved with distribution, transportation, payment and insuranc e.Goods in the international market are subject to the customs control and the payment of import duties where they are applicable.Exchange pass judgment and in some cases the regulations of exchange control are applicable.International market exposes the company to a wider and intensive competition which might not be the case with the domestic market.Customer profile in the international market is different from local market in areas of religion, language, ideology, fashion and living standard.Different cultural, legal, economical, political and friendly systems may be encountered in the international market.Complexity of international marketing and the addition of new environment make the business management far more difficult.More use of e-mail and