Diploma of Management: Sales Executive Role Analysis Report

This report provides a comprehensive analysis of the Sales Executive role within a Diploma of Management context. It begins with a detailed position description, outlining job duties, skill requirements (including communication, marketing, and technical skills), and qualification requirements. Th...Read More

DIPLOMA OF MANAGEMENT

Table of Contents
Assessment 1:..................................................................................................................................1
Assessment 2:..................................................................................................................................7
References:....................................................................................................................................11

Assessment 1:
Position description:
This is the part that describes about the job and the related responsibilities. Positive description
provides the clear view of the position or the designation of the person working in any of the
company (Kaner, 2014).
Title of the job: Sales executive
Reporting manager: sales manager
Job status: Regular
Duties and responsibilities:
 Developing the market for the company
 Increasing the sales of the products that the company deals with
 Maintain the records of the customers that falls under their area of sales
 Maintain the records of the prospects that can be converted into customers.
 Get the feedback of the customers by telecalling or by going on fields.
 Resolving the issues of the customers and provide them after sales service.
 Propending the customers about the proper information of the products and the eservices
given by the company
(Amick, Lee, Hogg-Johnson, Katz, Brouwer, Franche & Bültmann, 2017)
 Making the customers understand about the different offers and discounts
 Convincing the customers those products is better the competitor products.
Skill requirements:
There are several skills that are required by the sales executive. Some of them are:
 Communication skills

 Pleasant personality
 Marketing skills
 Knowledge of the market
 Knowledge of the process and services along with the company policies
 Technical skills that includes handling of company’s portal
 Decision making skills
 Customer handlings and conflict resolution skills
(Boud, 2013).
Qualification requirement:
Diploma degree in marketing and sales
Goals at personal level:
Personal goals are the gaols that relates with the individuals to make development in own self by
polishing some of the skills (Brown‐Rice & Furr, 2013). The goal of the sales executive in this
case is to:
 To improve the communication skills
 To improve decision aiming skills
 Achieve the monthly target
 Getting better customs satisfaction score
(Johnston & Marshall, 2016).
Goals of the team:
 Achievement of the team target
 Better communication between the sales team and also with the sales manager

Work plan:
Activity Descripti
on
Goals KPI’s Timefra
me
Person
responsi
ble
For achieving team
goals:
 Developme
nt of
communica
tion portal
for the sales
team
 Clarificatio
n of the
targets set
for the
teams
 Decision
making
session for
the
employees
who works
on field
All the
activities
that are
included
ere are
related to
achievem
ent of the
team
gaols. It
has been
analysed
that these
activities
are
required
to be
conducte
d by the
company
or the
managem
ent so
that the
team
goals can
be
 Achieveme
nt of the
team target
 Better
communica
tion
between the
sales team
and also
with the
sales
manager
(Claessens,
Van Eerde,
Rutte &
Roe, 2007).
 Target
achieveme
nt rating
of the
team
 Feedback
of the
customer
reading
informatio
n related
to the
product
 Knowledg
e of team
about the
team
target
status
2
months
HR
manager
And
sales
manager

achieved
at the end
of the
month
For achieving
personal goals:
 Motivation
to the
employees
by
rewarding
them
 Performanc
e evaluation
and
appraisal
 Definition
of
individual
targets
 Robison of
training that
can develop
them as the
individual
In this
section all
those
activities
are
required
that can
be
practiced
in order
to make
the
employee
s achieve
their
individual
goals.
 To improve
the
communica
tion skills
 Achieve the
monthly
target
(DeNisi &
Smith,
2014).
 Target
achieveme
nt status
 Customer
satisfactio
n score
1 month Sales
manager
And HR
manager

Journal:
Organisational policies are those policies that deal with the organisational functions that provide
the direction to the company. It this case, there are several policies and programs that has been
analysed by them are briefly discussed below:
 Training and development policy: it has been analysed that the company focuses on
providing different types of training to the employees so that they can develop
individually as well a professionally (Franklin & Melville, 2015).
 Technology: The Company also focuses on provision of technical facilities to the
employees by developing online portal through which the sales team can get connected.
 Performance appraisal program: It has been analysed that the company also deals with
performance appraisal programs for the ales team along with incentive scheme.
Development of goals and setting the targets is the very important thing to be done in an
organisation. This is because at individual level, setting the gaols help the employee to know
about their taste and the amount of efforts they have to put in. in terms of organisation, it has
been analysed that the company can know about the potential of the employees and they can be
compared on the scale of targets. Same goes for the team gaols as well.
KPI can be defined as the key performance indictor that provides the basis of evaluating the
performance of the employees. KPI act as the measures at which the performer of the employees
is based (Korschun, Bhattacharya & Swain, 2014).
There are several situations that affect the decision and the policies of the company (Kulturel-
Konak, Konak, Kremer & Esparagozza, 2015). That situation can modify the decision or process
of making the decision. Thus, it is required by the company to make flexible plans so that any of
the contingency can be considered at the tie of implementation of the same.
In terms of strength, I am very much confident that I have better understanding of human
behaviour and thus I can use this ability of mine to understand the requirements of the customers
very well. I can influence them very easily as I know what they are thinking about the products.
In terms of weakness, I am very much talkative in nature thus it can go wrong for me as the

customers can get irritated sometimes. I need to learn how to be calm and composed as well as to
make decision at the time when I am with customers so that I can speak as much which is
required.
Prioritising the activities is the basic requirement to make the plan successful. Thus, it is required
by me to judge which activities are important and which are not. I have used a stepwise process
to do the same. First of all I set my gaols and that which activities are very close to my goals
achievement process and thus prioritized them accordingly.
Work plan was also made by stepwise method. The first activity that has been conducted was to
set up the goals along with the actions that are required to be done. This step has been followed
by prioritizing the goals and the activities along with setting the timeframes that is required for
practicing toe actions (Rosen, Kacmar, Harris, Gavin & Hochwarter, 2017).
As per the workplan made, it has been analysed that I can act as the role model of the other
employees. This is because I have used the better approach of developing my kills and has
worked upon my weakness. It is required by other employees of the team to learn that how to
identify their weakness and have to work on those weakness so that they can develop themselves
professionally and personally.
The company can follow the workplan made in the above section. This required the efforts of the
employees as well as the management. This is because the employees themselves have to look
for their weakness so that the management can help them to improve their personal as well as
professional skills (Wilson & Poulter, 2015). Involvement of employees in the work plan process
helps to develop a sense of belongings among the employees and this helps the employees to
make a better person by learning new skills.
Work life balance can be defined as maintenance of personal as well as professional life. It has
been analysed that it is very important to make the policies and the procedures in the company
that helps the employees to maintain the balance between their work and life. This helps the
employees to feel motivated and motivated employees perform efficiently in the organisations.
This in turn is the win-win situation for the employees and the organisation.

Assessment 2:
Professional development plan:
Time Description of opportunity or
training
Skills to develop
1 week For a sales person, it is very
important to have the decision
making skills. This is values
they have to eke decision the
spot when they are in front of
the customers on the field. It
has been analysed that
development of decision
making skills in the sales
person help the person to have
better interaction with the
customers so that he can make
better sales (Van
Dooren,Bouckaert, &
Halligan, 2015). This also
helps in developing the person
individually as he can achieve
better customer’s satisfaction
score.
Decision making skills
1 week Internal communicate is very
much required for the tam to
perform (Hotaling, Fakhari &
Busemeyer, 2015). As in this
case, there is portal for the
sale team to interact with each
other thus it is required for the
sales executive to have proper
Internal communication skills

knowledge about the
communication portal so that
it can be used for better
information flow and the team
can perform effectively.
Meeting notes:
Meeting with the team lead:
Objective: to evaluate my professional skills
Points covered:
 My performance status
 My customers satisfaction score
Nature of meeting: The nature of meeting was formal in nature. I have asked some of the
questions to my team lead and then he has answered those questions and I have noted down the
points where I am lacking.
Suggestion by him:
The first suggestion that has been given by my team lead was to improve my communication
with the team so that I can have better knowledge about my argots. As far as my performance is
confided, he said it was average in the last two months and I need to focus on the work. My
customers satisfaction score was 75% and thus it has been analysed that I am good with the
customers but not with the team.
Conclusion:
It has been concluded from the meeting that I need to develop my internal communication skills
by developing the technical knowledge regarding the portal.

Meeting with the colleague:
Objective of meeting: Evaluation of my professional skills and performance status
Points covered in meeting:
 My weakness and strengths
 My professional behaviour
 My skills
Nature of meeting:
The meeting was informal in nature as I have communicating with my colleague. We have talked
about many things and he has suggested some of the points to me that I should work upon in his
concern.
Suggestion by him:
He suggested me that I should work upon my professional and decision making skills. This is
because he has observed that I got panic when the things do not go in the direction that is
according to my thought. Thus, it is required by me to make decision efficiently on the spot. He
also suggested me to be updated with the tam targets as well so that I can perform efficiently by
making comparison with other team mates.
Conclusion: It has been concluded from the meeting that I need to develop my decision making
skills and have to be calm at the time of any contingency.
Journal:
Assessment of professional skills requires a process to be followed. Following are some of the
steps that have been followed:
Analyse of own strength and weakness: It is the first step. For this step I have made plan at how
can I assess my won skills. I have made list of alternatives that can be used to analyse the
professional skills.

Selection of alternative: I have selected one of the alternatives that are conduction of meetings
with my colleagues and my team lead so that I can know about my professional skills and the
performance status as well.
Development of training requirement: after conducting the meeting I have analysed that I am
lacking at some of the points and designed training requirement schedule for myself.
In meeting, I have realised that this is the best approach to analyse ourselves. Conduction of
meeting with my colleague was very informal as he is my fried as well. Thus, I was so free in
front him and sakes so many question to him. I have asked him to suggest me some of the ways
that can help me in giving better and efficient performance. I have selected one of the colleagues
who is a better performer them me so that he can give me better suggestions. As far as the
meeting with team lead is considered, it was an informal meeting in which I have again asked so
many questions but my team lead as very keenly observed my performance and provided me a
full result of my performance and suggested me some of the key areas n which I need to work
upon. It was a rally great experience. I have realised that I he developed as a person after the
meetings because these meeting have helped me realising my actual; potential and the drawbacks
that can be altered and can med me a good performer.
Development of the professional plan was a great experience again. I have analysed the meeting
notes and made a full development plan for myself in which I have written about the training
needs that can help me in becoming a better professional individual.
The process that was required by me to develop my plan and the activities were initiated with the
meetings and the meeting notes. At the time of meeting I have made some notes about what the
team lead and the colleague is speaking bad and good about me. I have asked them to suggest me
many things and noted down their suggestion as well. As per their suggestion and notes I have
developed the activities that are relevant to achieve those objectives.
The skills that are required me according to them as well as according to me are decision making
skills because even I have observed that I get panic at the time when things are not going
according to my plan (Artemiou, Hecker, Adams & Coe, 2015).

On the field, it is required to make better decision and another skill is the internal communication
skills. This is required for developing a team spirit, I have to understand that sales is the job that
can be better done with the team and not alone and thus, I have to develop the internal
communication skills.
It is required to use some kind of networking order to develop the skills (Pettigrew, 2014). The
professional development plan that has been made by me includes many aspects and activities
along with the training session that are required by me. My company allows me to deliver this
information to the training development department so that they can arrange the training session
for me.
References:
Amick, B. C., Lee, H., Hogg-Johnson, S., Katz, J. N., Brouwer, S., Franche, R. L., &
Bültmann, U. (2017). How do organizational policies and practices affect return
to work and work role functioning following a musculoskeletal injury?. Journal of
occupational rehabilitation, 27(3), 393-404.
Artemiou, E., Hecker, K. G., Adams, C. L., & Coe, J. B. (2015). Does a Rater's
Professional Background Influence Communication Skills Assessment?. Journal
of veterinary medical education, 42(4), 315-323.
Boud, D. (2013). Enhancing learning through self-assessment. Routledge.
Brown‐Rice, K. A., & Furr, S. (2013). Preservice counselors' knowledge of classmates'
problems of professional competency. Journal of Counseling &
Development, 91(2), 224-233.
Claessens, B. J., Van Eerde, W., Rutte, C. G., & Roe, R. A. (2007). A review of the time
management literature. Personnel review, 36(2), 255-276.

DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and
firm-level performance: a review, a proposed model, and new directions for future
research. Academy of Management Annals, 8(1), 127-179.
Franklin, N., & Melville, P. (2015). Competency assessment tools: An exploration of the
pedagogical issues facing competency assessment for nurses in the clinical
environment. Collegian, 22(1), 25-31.
Hotaling, J. M., Fakhari, P., & Busemeyer, J. R. (2015). Dynamic decision
making. International encyclopedia of the social and behavioral sciences, 6, 709-
714.
Johnston, M. W., & Marshall, G. W. (2016). Sales force management: Leadership,
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Kaner, S. (2014). Facilitator's guide to participatory decision-making. John Wiley &
Sons.
Korschun, D., Bhattacharya, C. B., & Swain, S. D. (2014). Corporate social
responsibility, customer orientation, and the job performance of frontline
employees. Journal of Marketing, 78(3), 20-37.
Kulturel-Konak, S., Konak, A., Kremer, G. O., & Esparagozza, I. E. (2015). Professional
Skills Assessment: Is a Model of Domain Learning Framework
Appropriate?. International Journal of Quality Assurance in Engineering and
Technology Education (IJQAETE), 4(1), 33-60.
Pettigrew, A. M. (2014). The politics of organizational decision-making. Routledge.
Rosen, C. C., Kacmar, K. M., Harris, K. J., Gavin, M. B., & Hochwarter, W. A. (2017).
Workplace Politics and Performance Appraisal: A Two-Study, Multilevel Field
Investigation. Journal of Leadership & Organizational Studies, 24(1), 20-38.
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