SALES PERFORMANCE MANAGEMENT 13 Running Head

Added on -2019-09-24

SALES PERFORMANCE MANAGEMENT Theory 13 Running Head: SALES PERFORMANCE MANAGEMENT 0 SALES PERFORMANCE MANAGEMENT Name of the Student Name of the University Author’s Note Task 1 2 Introduction 2 SPM 2 Theories of Motivation 3 KPIs 4 Recommendations and conclusions 5 References for Task 1: 6 Task 2 7 Introduction 7 Recruitment Permissions 7 Reviewing staff levels 8 Difference between Job Profile and Job Specification 8 Competencies required in a sales personnel 9 Questions to check sales competency 9 Resources needed for conducting interview 10 Guidelines on selection and recruitment 10 Draft Time
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0Running Head: SALES PERFORMANCE MANAGEMENTSALES PERFORMANCE MANAGEMENTName of the StudentName of the UniversityAuthor’s Note
1SALES PERFORMANCE MANAGEMENTTable of ContentsTask 1........................................................................................................................................................2Introduction...............................................................................................................................................2SPM..........................................................................................................................................................2Theories of Motivation.............................................................................................................................3KPIs..........................................................................................................................................................4Recommendations and conclusions..........................................................................................................5References for Task 1:..............................................................................................................................6Task 2........................................................................................................................................................7Introduction...............................................................................................................................................7Recruitment Permissions..........................................................................................................................7Reviewing staff levels...............................................................................................................................8Difference between Job Profile and Job Specification.............................................................................8Competencies required in a sales personnel.............................................................................................9Questions to check sales competency.......................................................................................................9Resources needed for conducting interview...........................................................................................10Guidelines on selection and recruitment.................................................................................................10Draft Time table for an Interview...........................................................................................................11Conclusion..............................................................................................................................................11
2SALES PERFORMANCE MANAGEMENTReferences of Task 2..............................................................................................................................12
3SALES PERFORMANCE MANAGEMENTTask 1IntroductionSales form the backbone of every organisation, and hence it is very essential to measure it irrespectiveof the current performance as it is an ongoing challenge. Sales Performance Management (SPM)involves providing required tools and techniques that the sales personnel require so that they canenhance their performance (Johnston & Marshall, 2016). It also involves monitoring the sales team sothat efficiency and motivation can be maintained in the sales process. In this study the SPM processesand techniques of the organisation is going to be discussed with respect to theories and respective KeyPerformance Indicators. The report is going to conclude with few recommendations to improve thesystem further. SPMSales Performance Management as discussed in the beginning is a process of monitoring and trainingthe sales people so that they can improve their selling skills, methods in order to enhance their overallperformance. The process that is undertaken by the organisation basically involves 5 steps (Malek etal., 2018):Hiring, Taking on board and Training: The first task is to hire people on the basis of their skillsets, few aptitude and behavioural tests that are usually conducted online. Then on boardingthem in the organisation and most importantly training them and inducting them into thesystem followed by the tracking the progress of the newly inducted people.Planning: The next step is planning their respective territory and assigning it to them. This alsoinvolves planning the revenue of that particular territory too.

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