Recruitment, Selection, Training & Development with Sales Person

Presented By

Nilesh Ghadge Chandan JagtapRatnesh WagmareManish EnchilwarSachin Mishra

OBJECTIVES

Recruitment & sources

Selection & procedure

Training &Development

Building SalesTraining Program

RSTD in respect to COCA COLA Ltd

Recruitment is going on……….

Recruitment is a continuous process whereby the firm attempts to develop a poolof qualified applicants for the future human resources needs even though specificvacancies do not exist .Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Need of Recruitment Planned

Anticipated

Unexpected

Sources of Recruitment

Internal RecruitmentPromotionDepartmental ExamTransferRetirementInternal AdvertisementEmployee Recommendation

External RecruitmentManagement ConsultantEmployment AgenciesCampus RecruitmentNews Paper AdvtInternal AdvtWalk In

Pro

moti

on

Transfer

Walk in

Mental Dimension

Mental Alertness

Communication SkillsMechanical InterestInquisitiveness

Recall Aptitude

Requirements in Sales PersonnelPersonality Dimension

Sociability

DominanceEnthusiasm

Competitiveness

Work Motivation

Emotional Maturity

Selection Select right door to proceed

Job

An

aly

sis

Ad

vert

isin

g T

he J

ob

Test

s

Inte

rvie

ws

Med

ical

Ch

eck

Up

Job

Off

er

Selection Process

Training & Development

• Improving quality of work force • Enhance employee growth • Prevents obsolescence • Assisting new comer • Bridging the gap between planning and implementation • Health and safety measures

Objectives of training and development

Building Sales Training Program

Five DecisionsACMEE Aim, Content, Method, Execution, Evaluation

Defining Training Aims

Deciding Training Content

Selecting Training MethodGroup MethodIndividual Method

Execution of TrainingWho is to be trained?Who is to train?(Sales Executives, Personnel department,)When will training take place?Where will training take place?Instruction Material & Training Aids

Evaluating Training Program

Coca-Cola was founded in May 1886 by Dr. John Pemberton. Frank Robinson named a drink Coca Cola.

Coca-Cola was first sold to the public in Atlanta at Jacob’s Pharmacy

Only 9 servings of the soft drink were sold each day

Sales for the first year were only $50

In 1888 As Griggs Candler bought the company and sales increased over 4000%

COMPANY CULTURE•Special training is given to employees, New employees also are placed with old ones to learn work and the values prevalent in the company.

•Two cups tea are free for every employee daily this represents the hospitable nature of the company, This factor keeps the employees motivated as they are taken well care this fact is clear by the physical actions took by the company

•The company working environment is really a good blend of Asian and western values

RECRUITMENT AT COCA COLAJob analysis and designing

Coca cola company HR department has its own job description and job analysis in which they get the information about employees work activities, human behavior, performance standard, job context and human requirements and also other information related to this conduct.

Planning and Forecasting

Coca cola HR department involves in company strategic planning and they also make sufficient planning for hiring new employees in the future. They forecast for the expected employees needs in the organization. They forecast of employees on the change technology and increasing in productivity.

RECRUITMENT PROCESS

Coca Cola’s recruitment process is well established .First of all HR Department give ads in news papers, company website, institutions etc. Then application form, from candidates with required documents and CV is asked.

Recruitment is both-

Internal recruitment

External recruitment

TRAINING PROCESS OF EMPLOYEES

After recruiting the fresh employee ,they are trained for three months and also pay them salaries after three months they become part of a firm .

Coca Cola also give training to existing employee depending upon the condition

for example if new technology is introduced first of all ,full training is given about new technology then they are allowed to start their job .a

PERFORMANCE APPRAISAL

Coca cola performance appraisal is on the annual basis. Hr manger says “we appraise our employee on their performance.

We set the goals in the beginning of year and tell the employees about the goal if the employees achieve this goal we appraise the employees.”

COMPENSATION AND BENEFITS

Basic salary

Bonus Medical facility

Pick and drop Gratuity fund

Social security

DEVELOPMENT OR MENTORING PROGRAMS

Coca-Cola Company is creating a system of mentoring programs that include, one-on-one mentoring, group mentoring and mentoring self-study tools.

These programs promote trusting relationships for networking, coaching, career counseling and life lessons

Mentoring increases the flow of information across organizational lines and encourages diverse thinking and cross-functional learning.

CONCLUSION

In this business enviorment where there is Cut throat Competition each and every Company Organization, firm, etc should maintain the effective team of Sales force..by maintain their sale force effectively. This can be done only by

Recruitment TrainingDevelopment process etc…

Consequence of these can be seen in sales graph or Market share Resulting …

Open Happiness

THANK YOU