SALES MANAGEMENT

bonddonraj

Par 100 posts (V.I.P)
Q-1. What is Sales Forecasting? Explain various methods of sales forecasting. How the right technique of sales forecasting is selected.

Ans.
Sales Forecasting means to predict the future expected sales of the product in the market on the basis of previous sales and prevailing market conditions. It is the central part of the strategic planning process. It may be either short-run to decide the various production schedules or long-run to plan the expansion of the plant.

Sales Forecast literally means sales predictions. Any industry needs to predict future sales time to time to plan their production of a particular model or for unit expansion and for many more factors. Sales Forecasting can be done by different methods depending on the factors that can affect sales volume.

 Top-Down Approach : This approach is also been called as breaking down approach. In this approach, sales forecast is being done at corporate level or at strategic business unit level. Steps followed in this approach are as follows:

1. This approach starts with a forecast of general economic conditions. It includes a forecast of gross national product along with projection of consumer and wholesale price index, interest rates, unemployment level, government expenditures, etc.

2. Estimate the industry’s total market potential for a product category.

3. Determine the current market share of the company.

4. Forecast sales for the product.

5. Use the sales forecast for operational planning and budgeting.

 Bottom-Up Approach : This approach is also known as build up approach. In this approach it is simply asked from the sales people what they are expected to sell in the coming period or even they can do the customer survey to know what they are expected to buy. Then these forecasts for different sales people are summed up to give the complete sales forecast. Usually a buying – intentions questionnaire is mailed or completed in telephonic interview with the prospective customers. It is useful reliable for small period of 6 months or even longer. It can be very accurate over the short run.

Criteria for selection of a suitable forecasting method :

 Comprehensibility : Basic method must be thoroughly understood by the forecaster to have sufficient confidence in the estimates to use them. Complicated techniques that can be understood by statistician never find credibility among sales executive.

 Accuracy : The forecasting method must provide sufficiently accurate results. An accuracy within the limits of 10% are considered acceptable by most of the sales forecasters. Timeliness : It must generate forecast in time to be useful. Complex techniques take long time to get prepared. So, the managers who require results quickly can resort to quicker, perhaps less accurate estimates.

 Availability of information : All forecasting method primarily depends on amount and quality of information available to the organisation.

 Qualified Personnel : Personnel to participate in any aspect of forecast must be fully qualified for the job. Highly skilled people are advisable to develop an accurate forecast.

 Flexibility : The sales forecasting method should be flexible enough to adopt the changing conditions. Flexibility can be achieved by monitoring the actual sales and comparing them with forecasted sales. Deviations indicated by the results guide for the revised forecast.

 Costs and Benefits : Benefits arrived at from these forecast must be more than the cost incurred on making these forecasts.


Conclusion : Sales Forecasting gives an idea about the future sales so as to plan our future strategies. Depending on the various factors governing, it can be done on various methods. The sales forecasting method chosen must be comprehensible to decision makers, flexible, sufficiently accurate and appropriate to the available database.
 
Q-2. Explain the process of recruitment and selection of sales personnel, including the source of recruits and prerecruiting criteria as if you work the sales manager of an Organisation selling personal computers.

Ans.

Recruitment means finding potential job applicants telling them about the company and getting them t o apply. It is the process of finding good people and ultimately selecting them for the organisation. The entire sales organisation ultimately depends on a successful recruiting approach. It is the discovering of potential applicants for actual on anticipated organizational vacancies. It is the linking activity of those with job and those seeking job.

The recruitment process consists of various steps which are as follows:-


1. Job Analysis : It is conducted to identify the duties, requirements, responsibilities and conditions involved in the job. It is most essential to give a complete idea of the job profile to the applicants so that they don’t have any problem in accepting that profile in future. It involves these steps :

 Analysis of the environment in which the sales person is going to work
 Determining the duties and responsibilities expected from the sales person.
 Observing and recording the various tasks of job actually performed.

2. Job Description : Job description is the result of a formal job analysis. It is the most important tool in managing the sales force. It helps in following ways:

 Preparing description of sales person duties.
 Developing training programs to help them perform better.
 Developing compensation plans.
 In supervision and motivation.
 Help the management to decide whether each salesman has a reasonable work load.

3. Identify sales job qualification : Job description should be converted to the job qualification a recruit should have in order to perform the sales job satisfactorily. Qualification a sales person needs to perform satisfactorily are following :

 Personality traits such as self-confidence, aggressiveness, job commitment, persistence, etc.
 Level of qualification such as ability to make decisions under stress, specific product knowledge, little work experience, etc.

4. Attract pool of sales recruits : Companies with a large sales force need to identify, locate and attract potentially effective candidates. The recruitment process always furnishes the organisation with a pool of organisation from where to choose. The most frequent used sources are:

 Persons within the company: Some of the organisations often recruit sales people from the non-selling section of the sales department or from other departments.
 Competitions: Sales people recruited from the competitors firm are already trained in selling the similar product and don’t need much of training.
 Non-competing companies: Non competing firms can provide a well-trained sales force. The only thing required is to train them in the product range.

 Educational institutions: High schools, evening classes, business colleges and universities are all excellent sources of sales recruits.
 Advertising and Employment agencies, etc.

5. Select the best recruits : The importance to assess a candidate’s selling skills and technical background, hiring decision is also based on temperament, suitably to our culture, creativity, ability to visualize, ambition, etc. The selection process involves choosing the candidates who best meets the qualification and have greatest aptitude for the job. There are no. of tools that can be used for the selection process like application forms, In-depth interviews, reference checks, etc.

Procedures followed in selection of a sales person are as follows :

1. Initial Screening Interviews : It should be brief just to eliminate undesirable recruits.

2. Application Forms : It is the most widely used selection tool. It is an easy means of collecting information necessary for determining an applicant’s qualification. It gives an initial impression of the applicant.

3. In-depth interviews: It is used to help determine if a person is right for the job or not. It can bring out the personal characteristics and also serves as a two way channel of communication, which means both the company and applicant can ask questions and learn about each other.

4. Reference Checks: A company cannot be sure it has all the information on an applicant until references have been thoroughly checked. It allows a company to secure information not available from other sources.

5. Physical examination: It require a degree of physical activity and stamina. Poor physical condition can hinder a sales person’s job performance, therefore, a company should insist on thorough medical examination.

6. Tests: these are the most controversial tool used in the selection process. Test profile data can be useful to management in process of selecting and classifying sales applicants who are likely to be high performers. Different types of tests can be used in selection process like intelligence test, knowledge test, etc.
 
First of all, Thanks Bonddonraj very much for your nice post. Please let me introduce you all sample sales job description, I think that it is useful for process of setting up functions of sales dept.

Sales job description can be:

1. Sales director job description

2. Sale manager job description

3. Sales representative job description

4. Job description sales associate

5. Sales assistant job description

6. Sales supervisor job description.

7. Sales executive job description

If if want to refer, please visit: Sales job description

Now we have not job description of CS dept, any one can give more ideals?

rgs
 
Back
Top