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Showing posts with label selection. Show all posts
Showing posts with label selection. Show all posts

Thursday, February 13, 2014

SALES MANAGEMENT


Selling is done by the salesforce either directly to customers, such as in case of industrial salesmen or to retailers, as in case of salesmen merely supplying shopkeepers and inducing them to stock the goods.  

In both cases, the effort of the salesmen contributes to the overall sales turnover of an organisation. The advertising effort and the sales effort are to a certain extent interrelated. The main function of advertising is generally before the actual selling occurs. The customer looks at advertisements and is thus induced to go to the shop or wait for the salesman and make his purchase. The salesman's job is to hand over the merchandise against exchange of money and provide satisfaction to the customer. Besides, he also some times has to provide after-sales service. In terms of selling, the role of a salesman can be sub-divided into several stages. These are:

1) Prospecting, i.e. trying to find out likely customers who are called Prospects.
2) Pre-approach, i.e. trying to find out more about the customers, before actually meeting them.
3) The Approach, i.e. when the-salesman actually communicates with the prospect with a view to sell the product.
4) The actual selling where he Answers Objections and Closes the sale.
5) In addition to this, he may also provide services such as giving technical Assistance, arranging credit facilities and expediting deliveries.
6) Collecting Information useful for the organization.  

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Wednesday, October 1, 2008

Job Analysis & Design, Recruitment, Selection, Outsourcing

Explain the process of job analysis and job design. Discuss different functions related to recruitment, selection and outsourcing in your organization or any organization you are familiar with.


JOB ANALYSIS :

Job analysis is the fundamental process that forms the basis of all human resource activities. In its simplest terms, job analysis is a systematic process for gathering, documenting and analyzing data about the work required for a job. The data collected in a job analysis, and reflected through a job description, includes a description of the context and principal duties of the job, and information about the skills, responsibilities, mental models and techniques for job analysis. These include the Position Analysis, Questionnaires, which focuses on generalized human behavior and interviews, task inventories, fundamental job analysis and the job element method.

The United States Govt’s Union Guidelines on Employees Selection Procedure (1978) and the American Psychological Association’s principles for the validation and use of personnel selection procedure stipulates that job analysis is essential to valediction of any and all major human resource activities.

A job analysis provides an objective picture of the job, not the person performing the job, and as such, provides fundamental information to support all subsequent and related HR activities, such as recruitment, training, development, performance management and succession planning.

Uses of Job Analysis:

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