Description
The PPT explains about how to do manpower planning for a new division taking an example of the Pharmaceutical company.
Manpower Plan
Pharmaceutical Company
Business Plan: Expansion Strategy
Objective:
To launch a new division catering solely to the chronic diseases. Pilot launch will be in three states – Maharashtra – Kerala – Tamil Nadu As the performance of existing divisions is good in these states
Structure of New Division
COO
VP HR
VP OPS
VP Marketing
VP Finance
VP Sales
HR-OPS
ZHR
SCM Team
Product Manager
Product Manager
Product Manager
NSM
ZSM
ASM
MR
Q1 Field Force Requirement= 121
Maharashtra No. of Doctors Doc/MR/Day Doc/MR/Week Visits/Doc/Month Doc/MR/Month Total MRs Final Field Force 4000 13 78 4 78 51.28 51 Tamil Nadu 3000 13 78 4 78 38.46 38 Kerala 2500 13 78 4 78 32.05 32
Q2 Field Force Requirement= 147
UP No. of Doctors Doc/MR/Day Doc/MR/Week Visits/Doc/Month Doc/MR/Month Total MRs Final Field Force 5000 13 78 4 78 64.10 64 Gujarat 4000 13 78 4 78 51.28 51 North East 2500 13 78 4 78 32.05 32
Total Sales Team for First year
• Plan to increase MRs from 121(Q1) to 500 for National operations • Sales Force to Managers Ratio:
– 500 Medical Representatives – 50 Area Sales Managers – 10 Zonal Sales Managers – 1 National Sales Manager
Sources of Recruitment
• Focusing on D Pharma candidates
– Chronic division will require sales people with proficiency in Pharma. – Collaboration with the colleges in interiors and training them while they are in college.
• Manpower Resourcing Agency
– Contract extension with the existing Agency.
• Online Job Portals
– Naukri.com, MonsterIndia.com
• Building Relationships with the Stockist
– Stockists can be given incentives for referring quality people. – This can be an important source for backfilling.
Sources of Recruitment
• More dynamic Employee Referral program
– Employee will be awarded Rs 5000 for successful selection and joining of a candidate . – Bonus issued after 1 month of joining. – Employees will be given referral ids to keep track of the reference.
• Maintain a database of Rejected candidates
– Communicate to them the reasons for rejection and ask them to overcome them. – Re-look at these candidates in the future.
Competencies
DESIGNATION QUALIFICATION EXPERIEN CE COMPETENCY ROLES & RESPONSIBILITIES
Medical Representative
Essential-Science Graduate DesirablePharmacy Graduate
Behavioral Competencies Initiative, Communication skills, Customer orientation, Learning and self development, 0-2 years Assertiveness Functional Competencies In depth knowledge of Drug molecules & their actions etc
Contacting potential customers; identifying their needs; persuading them that your products or services, rather than those of your competitors, can best satisfy those needs; closing the sale by agreeing the terms and conditions; and providing an after-sales service.
Essential- Graduate from any discipline Area Sales Manager Desirable- Degree in Sales/Marketing
Recruiting and training sales staff; supervising, motivating and Behavioral Competencies monitoring team performance; Achievement Orientation, allocating areas to sales Teamwork, Initiative, executives; setting Communication skills, Customer budgets/targets; liaising with orientation, Learning and self other line managers; reporting 1-3 years development, Assertiveness back to senior managers; liaising Functional Competencies with customers (which may In depth knowledge of Drug include actual selling); molecules & their actions etc maintaining detailed knowledge and ability to identify new of the company's products; market trends keeping abreast of what competitors are doing.
Competencies
DESIGNATION QUALIFICATION EXPERIENCE COMPETENCY ROLES & RESPONSIBILITIES
Zonal Sales Manager
Essential-MBA in Marketing/Sales
3-6 Years
Behavioral Competencies Ability to cope under pressure, Assertiveness, Achievement Orientation, Teamwork, Initiative, Communication skills, Customer orientation, Learning and self development, Leading and Developing others, Assertiveness Functional Competencies In depth knowledge of Pharma Industry Behavioral Competencies Assertiveness, Achievement Orientation, Teamwork, Initiative, Communication skills, Customer orientation, Learning and self development, Analytical Thinking Functional Competencies In depth knowledge of Business.
Similar to ASM, larger scale and reporting to NSM
National Sales Manager
Essential- MBA from prime 6-9 Years institute in Marketing/Sales
In addition to the above mentioned activities, NSM is also involved in product development, identification of new business opportunities and the development of marketing strategies
Thank You
doc_977209603.ppt
The PPT explains about how to do manpower planning for a new division taking an example of the Pharmaceutical company.
Manpower Plan
Pharmaceutical Company
Business Plan: Expansion Strategy
Objective:
To launch a new division catering solely to the chronic diseases. Pilot launch will be in three states – Maharashtra – Kerala – Tamil Nadu As the performance of existing divisions is good in these states
Structure of New Division
COO
VP HR
VP OPS
VP Marketing
VP Finance
VP Sales
HR-OPS
ZHR
SCM Team
Product Manager
Product Manager
Product Manager
NSM
ZSM
ASM
MR
Q1 Field Force Requirement= 121
Maharashtra No. of Doctors Doc/MR/Day Doc/MR/Week Visits/Doc/Month Doc/MR/Month Total MRs Final Field Force 4000 13 78 4 78 51.28 51 Tamil Nadu 3000 13 78 4 78 38.46 38 Kerala 2500 13 78 4 78 32.05 32
Q2 Field Force Requirement= 147
UP No. of Doctors Doc/MR/Day Doc/MR/Week Visits/Doc/Month Doc/MR/Month Total MRs Final Field Force 5000 13 78 4 78 64.10 64 Gujarat 4000 13 78 4 78 51.28 51 North East 2500 13 78 4 78 32.05 32
Total Sales Team for First year
• Plan to increase MRs from 121(Q1) to 500 for National operations • Sales Force to Managers Ratio:
– 500 Medical Representatives – 50 Area Sales Managers – 10 Zonal Sales Managers – 1 National Sales Manager
Sources of Recruitment
• Focusing on D Pharma candidates
– Chronic division will require sales people with proficiency in Pharma. – Collaboration with the colleges in interiors and training them while they are in college.
• Manpower Resourcing Agency
– Contract extension with the existing Agency.
• Online Job Portals
– Naukri.com, MonsterIndia.com
• Building Relationships with the Stockist
– Stockists can be given incentives for referring quality people. – This can be an important source for backfilling.
Sources of Recruitment
• More dynamic Employee Referral program
– Employee will be awarded Rs 5000 for successful selection and joining of a candidate . – Bonus issued after 1 month of joining. – Employees will be given referral ids to keep track of the reference.
• Maintain a database of Rejected candidates
– Communicate to them the reasons for rejection and ask them to overcome them. – Re-look at these candidates in the future.
Competencies
DESIGNATION QUALIFICATION EXPERIEN CE COMPETENCY ROLES & RESPONSIBILITIES
Medical Representative
Essential-Science Graduate DesirablePharmacy Graduate
Behavioral Competencies Initiative, Communication skills, Customer orientation, Learning and self development, 0-2 years Assertiveness Functional Competencies In depth knowledge of Drug molecules & their actions etc
Contacting potential customers; identifying their needs; persuading them that your products or services, rather than those of your competitors, can best satisfy those needs; closing the sale by agreeing the terms and conditions; and providing an after-sales service.
Essential- Graduate from any discipline Area Sales Manager Desirable- Degree in Sales/Marketing
Recruiting and training sales staff; supervising, motivating and Behavioral Competencies monitoring team performance; Achievement Orientation, allocating areas to sales Teamwork, Initiative, executives; setting Communication skills, Customer budgets/targets; liaising with orientation, Learning and self other line managers; reporting 1-3 years development, Assertiveness back to senior managers; liaising Functional Competencies with customers (which may In depth knowledge of Drug include actual selling); molecules & their actions etc maintaining detailed knowledge and ability to identify new of the company's products; market trends keeping abreast of what competitors are doing.
Competencies
DESIGNATION QUALIFICATION EXPERIENCE COMPETENCY ROLES & RESPONSIBILITIES
Zonal Sales Manager
Essential-MBA in Marketing/Sales
3-6 Years
Behavioral Competencies Ability to cope under pressure, Assertiveness, Achievement Orientation, Teamwork, Initiative, Communication skills, Customer orientation, Learning and self development, Leading and Developing others, Assertiveness Functional Competencies In depth knowledge of Pharma Industry Behavioral Competencies Assertiveness, Achievement Orientation, Teamwork, Initiative, Communication skills, Customer orientation, Learning and self development, Analytical Thinking Functional Competencies In depth knowledge of Business.
Similar to ASM, larger scale and reporting to NSM
National Sales Manager
Essential- MBA from prime 6-9 Years institute in Marketing/Sales
In addition to the above mentioned activities, NSM is also involved in product development, identification of new business opportunities and the development of marketing strategies
Thank You
doc_977209603.ppt