Blessings are not privileges that are meant to be kept.

They are responsibilities that are meant to be

shared. Bro. Velden Lim

MELSPL- Special Topic in Marketing motivate sales person or distributors

Management to achieve their goals therefore some
sales organization use quota only for
SALES TERRITORY & SALES QUOTA
inspirational purpose.
SALES QUOTA  To use in connection with Sales
contest: Companies frequently use
Sales Quota
performance assigned quota making
- “The sales standards which are set for awards in sales contest. Sales contest
products, company or sales persons.” is more powerful incentives for sales
- Quotas as quantitative objectives unit so with help of sales quota we can
assigned to sales organization or able to design best sales contest for
individual sales person. increasing sales volume of the
- Are derived as a standard for company.
evaluating performance of sales  TYPES OF SALES QUOTA
volume in terms of sales target. Sales  Sales Volume Quota: Sales Volume
quotas are generally set for individual quota are in terms of no. of units,
sales distinct or sales person by amount of sales in Rs, product wise.
considering time period. It is - Basis of sales volume
generally define as what management a. Past Sales
expect within a given period of time. b. Total Market estimates
 Financial Quotas: Financial quota
Objectives of Sales Quotas
also known as budget quotas which
 To provide quantitative are set for various units of sales
performance standard: Sales quotas organization to control expenses,
are provide performance of sales unit gross margin and net profit.
in terms of quantitative standards on  Activity Quotas: Quota set according
the basis of which sales management to the activities which are perform by
can able to identify sales units which sales person. The main purpose of this
are doing average or above average quota is to control how sales person
performance. allocate the time and affords among
 To obtain strike sales and expense different activities.
control: With help of sales quotas we  Combination Quotas: There are
can able to make effective control some companies in which according
over sales and expenses. Some to nature of products and Service
companies assigned expense quota on Company required many types of
the basis of percentage of sales selling and non-selling activities.
volume or on the basis of profit  Methods of Sales Quota
percentage to control sales volume.  Based on forecast and potential
 To motivate desired sales - One common practice in quota setting
performance: Quotas for sale are is to relate quotas directly to the
indirectly present target market for territorial sales potential and sales
sales unit which is helpful to motivate forecast.
sales person. Sales quotas generally  Based on past sales
Blessings are not privileges that are meant to be kept. They are responsibilities that are meant to be
shared. Bro. Velden Lim

- Some sales quotas are based on - Sales Territories help in evaluation of

previous year sales or average sales sales performance of a company.
over a period of time. Here actual performance data can be
 Based on executive judgement collected, analyzed and compare with
- Which executive and expert gives expected performance for a particular
their views and opinion for setting territory.
sales quotas. 4. To reduce sales expenses
 Based on total market estimates - Sales Territories are assigned to avoid
- Obtain the sales estimates for the duplication of affords in which two or
whole company on the basis of more sales person are not travelling in
market condition. the same geographical area which
 Related to compensation result in lower selling cost and
- Set volume quota based upon the increase in companies profit.
projected amount of compensation 5. To improve control on sales force
that management gives it to a - When customer is told which
particular sales person. frequency, routes and schedules in to
 Salesperson set their own a particular territory then the
- Placed in a position in determining performance of salesman can be
their own performance standard. measured by defining sales territory.
 Sales Territory  Procedure or process for setting up
- Composed of a group of customer or sales territories
prospect assigned to an individual 1. Selecting a basic geographical control
sales person. unit.
 Reasons for establishing Sales 2. Making an account analysis.
Territory 3. Developing a sales person’s workload
1. To provide proper market coverage analysis.
- Sales Territory helps in providing 4. Combining geographical control unit
proper market coverage to a sales into sales territories.
person with help of this sales person 5. Assigning salesperson to sales
can make appointments and calling territories
time is planned properly to ensure  Bases for Territory Development
proper coverage of present as well as 1. Geography: Sales manager has to
potential customers consider geographical area like state,
2. To decide sales person’s jobs and country or city with help of this based
responsibility a sales manager can assigned sales
- Sales territories help in setting tasks territory.
and responsibilities for sales force. 2. Workload: Sales Manager on the
With help of sales territory we decide basis of location, area, travelling time
activities and responsibilities of sales required, number of potential
person like sale volume, to handle customer etc.
complaints or problems to 3. Potential and Service
maintaining & generate sales etc. Requirement: a sales manager
3. To evaluate sales performances develop sales territory on the basis of
Blessings are not privileges that are meant to be kept. They are responsibilities that are meant to be
shared. Bro. Velden Lim

dividing customers based according  Internal Sources of Recruitment

to sales potential. - Person within the company:
Companies generally, at the time
SALES TEAM MANAGEMENT recruitment try to recruit the persons
 Meaning within the company.
- Recruitment is defined is a process of - Company executive: With the help
inviting or attracting a large number of the recommendation or suggestions
of possible candidates for a particular of sales manager, president,
job or position. recruitment is performed.
- Recruitment is positive processes in - Internal transfer: Under internal
which more and more number of transfer the recruitment is performed
peoples related to particular job are by transferring persons from other
invite for recruitment. Here, an department to the sales department.
encouragement is given to possible  External Sources of Recruitment
candidate for apply for job in the - Competitors: The recruitment
organization with the help of different activity perform from our
sources. competitors. We try to attract sales
 Process of Recruitment person from their present job by
1. Conducting a Job Analysis: offering high salary and incentives.
- Sales manager has to make job - Direct Unsolicited Applications: All
analysis for vacancies during job companies received unsolicited
analysis try to know about the sales application during walk in interview
job in which to find out the duties, for sales position.
responsibilities, recruitment, - Educational Institution:
conditions. Recruitment activity perform with the
2. Preparing a Job Description: help of camps interview from schools.
- After performing job analysis now - Advertisement: Publish detailed
during this step a job description is advertisement for the purpose of
prepared in written form on the basis recruitment, newspaper, magazines,
of the result of job analysis. trade journals.
3. Developing a set of Job - Employment agencies: Develop as
qualification: an important source for recruitment
- In this stage the duties and from external source. It depends on
responsibilities which are decided in the relationship between employment
job description should be converted to agencies and the sales manager.
a set of qualification which are - Executive clubs: Sales executives
required to perform sales job. clubs operates placement service in
4. Attracting a pool of applicant: which sales person submit personal
- This is the major steps in recruitment bio-date to club.
process. Here, in the basis of job SALES FORCE SELECTION
qualification try to attract a pool of
applicants for the sales position. 1. Inviting application: When
candidates arrive to fill out
Blessings are not privileges that are meant to be kept. They are responsibilities that are meant to be
shared. Bro. Velden Lim

applications, the screening counter 4. In depth interview: The

conducts initial screening inquiries comprehensive interview is the in-
and then conducts screening depth selection device that is used to
interviews. The candidate is judged get information about the sales
here based on the minimum candidates. Its format is developed by
credentials he or she holds, and then the company’s executives,
the application form is handed to fill considering the following factors:
out completely. Motivation, Values, Ability to work
- If the minimum qualification is not under pressure, Attitude, Ability to fit
satisfied, the candidate is refused to in with the company’s culture.
take further action; if it is met, the - As a result, the most experienced and
candidate is given the opportunity to responsible sales managers, including
complete the application form. psychologists, undergo a
2. Screening of Application: After comprehensive interview.
initial screening, the qualified Interviewers must remember that they
candidates have to complete the are free of interview biases. Similarly,
application form with the demanded they should not work solely on the
information written on the form. This assumption of management.
form in common contains the 5. Reference Checking: In this step of
following details of the candidate: salesforce selection, the sales
- Applicants’ name, His/her address, organization/company verifies the
Parents’ background, Previous information given by the candidate in
experience, Training, Education, the application form whether they are
Gender, Age, Interest areas, Hobby, true and accurate or not. The
Citizenship, Telephone number/ verification basically concentrates on:
Mobile number, Job skills, Assurance - References and their relationship with
that the filled information is true, the candidate. The candidate’s work
Signature and thumb initial. records and performance and other
- In case the information given is behavioral information in the
checked and found not properly previous employer/company.
mentioned in this application form, it Educational accomplishments. Legal
is rejected. If they are true, the status to work. Credit references (if
candidate is passed to the next step of previous job). Criminal records (if
requirements to meet. needed). Online searches about the
3. Selection Tests: Matching to the candidate.
sales job that a prospective 6. Medical Examination: If the
salesperson will have to perform company/employer is happy with the
suitable tests are taken in course of candidate’s background study, it will
predicting who will be successful on request a report on his or her physical
the job. These tests may include the fitness. This report should come from
following: the employer’s own doctors, not from
- The Job Performance Simulation other doctors, such as the candidate’s
Tests, Work sampling Test, personal doctors.
Blessings are not privileges that are meant to be kept. They are responsibilities that are meant to be
shared. Bro. Velden Lim

-This method is used to screen out - Each & every individuals enter into
individuals who are unable to selling jobs have different
physically meet the standards of the background & experience there is a
job being provided. The candidates gap between actual background &
who passed this step are progressed to experience as well as the required
the final step. background & experience
7. Primary Selection: After succeeding performance a job.
in the comprehensive interview, the  Sales Related Marketing Policy
company offers conditional sales jobs - For performing selling activity for
to the passed candidate. The different products & different markets
conditions include passing a thorough we require different selling practice &
background investigation and tests of policies so by providing sales training
physical fitness. we can able to explain necessary
- If these conditions are met by the marketing policy.
candidate, he/she will be offered the  Content of Training Programme
permanent job and the previous  Product Detail
conditions will be removed, if not - In most of the training programme,
there will be the same, the candidate product training is initial part of the
will get rejected. sales training during a sales activity
8. Final Selection: Giving a permanent sales person must know about
job offer to the potential sales products, their applications, features,
personnel is the last step of the benefits, etc.
salesforce selection process. Here, the  Sales Techniques
potential salesforce who successfully - Giving training to new sales person, a
performs in the preceding steps is sales manager has to give necessary
now considered eligible for the vacant instructions and guidance about
sales job and is now selected various sales techniques.
permanently.  Market
- The company gives the selection - The Sales person must know about
letter with the terms and conditions the customers, their locations,
along with salary and incentives products in which customers are
details to the selected candidates. This interested their financial condition.
is where the candidate is selected and  Company Information
now can join the task. - At the time of performing sales jobs a
 SALES TRAINING sales person require necessary
 Job Specification information about the company.
- In each and every job we require  METHODS OF TRAINING
different types of qualification for  Lecture: Important for getting big
performing a job and all the people do chunks of information to a large
not have each and every qualification employee population, lecture-style
for performing a job. training can be an invaluable resource
 Trainee’s background & experience for communicating required
information quickly.
Blessings are not privileges that are meant to be kept. They are responsibilities that are meant to be
shared. Bro. Velden Lim

 Film: Speed and efficiency—these they’re most useful for less complex
are the keywords that propelled video topics.
as an employee training vehicle.  E-Learning:
Additionally, it became popular - E-Learning has become one of the
because it can be way more most recognized employee training
interesting than traditional training methods, especially in the post-
methods. It’s highly engaging and can pandemic world where employees are
be entertaining as well! remote and can’t attend in-person
- Animations raise information recall to training sessions. E-Learning enables
impressive levels. Live-action videos employees to learn from the comfort
are great for demonstrations. of their homes, according to their
Webinars and screen recordings of individual learning styles and needs.
step-by-step procedures can take a  Impromptus Discussion: For the
simple list and turn it into an right group of employees, group
entertaining, story-based how-to. discussions and activities can provide
- Video-based training is easily the perfect training option. It allows
accessible and repeatable—the multiple employees to train at once, in
employee can watch the video as an environment that better fits their
many times as they need. Also, it current departments or groups. These
doesn’t require an instructor. discussions and activities can be
 Role Playing: A facilitator manages instructor-led or facilitated by online
the process of acting out different prompts that are later reviewed by a
work scenarios with the learners. It’s supervisor.
especially effective for client or - This type of employee training is best
customer interaction training as it used for challenges that require a
explores difficult situations in a collaborative approach to complex
controlled environment. issues.
 Case Studies: This type of training is  In the field Training: Lays out
great for developing critical thinking, different scenarios that allow
problem-solving, and analytical employees to practice tasks that
skills. The scenarios can be real or mimic the actual work of their
imaginary, but in the context of specific job’s role. This is an ideal
employee training, they all illustrate training method for employees
situations at work. working in high-risk or high-stakes
- Learners read the case studies and fields such as pilots or doctors. Many
then analyze and solve them times, simulation training is
individually or in a group. Some mandated by the state or federal
solutions might be better than others, government and it’s called
depend on assumptions, and be either compliance training.
optimal or the best possible given the  On the Job Training: This type of
circumstances. training is great for developing
- Although case studies allow your critical thinking, problem-solving,
staff to learn at their own pace, and analytical skills. The scenarios
Blessings are not privileges that are meant to be kept. They are responsibilities that are meant to be
shared. Bro. Velden Lim

can be real or imaginary, but in the

context of employee training, they all
illustrate situations at work.
- Learners read the case studies and
then analyze and solve them
individually or in a group. Some
solutions might be better than others,
depend on assumptions, and be either
optimal or the best possible given the
circumstances.
- Although case studies allow your
staff to learn at their own pace,
they’re most useful for less complex
topics.
 Programme Learning: It breaks
down long employee training
programs into several sessions or
modules of shorter durations, with
spaced intervals in between. Parts of
these sessions are reintroduced
multiple times over the course of the
next few days or weeks for learners to
recall information, driving long-term
knowledge retention.
 Gaming: Gamification in training
incorporates gaming elements such as
points and badges into training
courses. By leveraging psychology,
gamified training engages learners
and makes them more willing to take
on repetitive tasks despite the risk of
failure. Gamification of training has
been shown to increase employee
performance and the adoption of new
software.