UNIT-5

Personal
Management In
Selling Field
MADE BY:MAHIMA RATHI
NISHA GHAVRI
SOMYA KHANNA
SWATI JOSHI

TOPICS COVERED
Introduction
Job analysis
Job description
Job specification
Sales personnel turnover

INTRODUCTION
it is relevant to understand the terms which are
used in job analysis and job design.
Job: A job may be defined as a collection or
aggregation of tasks, duties and responsibilities
which as a whole, are regarded as a regular
assignment to individual employees, and which
is different from other assignments

JOB ANALYSIS
Job Analysis is a process to identify
and determine in detail the particular job
duties and requirements and the relative
importance of these duties for a given
job.

Uses of Job Analysis

1. Achievement of Goals
2. Organizational Design
3. Organization and Manpower Planning
4. Recruitment and Selection
5. Placement and Orientation
6. Employee Training
Development

and

Management

7. Job Evaluation and Compensation

8. Performance Appraisal

9. Health and Safety

10. Employee Counseling

Steps of Job
Analysis

Determine the
Use of the Job
Analysis
Information

Collection of
Background
Information

Selection of
Jobs for
Analysis

Preparing Job
Descriptions
and Job
Classifications

Processing
the
Information

Collection of
Job Analysis
Data

Developing
Job
Specifications

Methods for
Collecting Job
Analysis Data

Participant
Diary/Logs

Intervie
w

Questionnaires

Observation Method

Functional
Job
Analysis

Methods
of
collecting
Job
Analysis
Data

Technical

Conference

Method

Critical
Incidents

Job
Performance

JOB DESCRIPTION

A job description is an organized, factual

statement of duties and responsibilities of a
specific job. In brief, it should tell what is to be
done. How it is done why. It is a standard of
function, in that defines the appropriate and
authorized content of a job.

Writing Job Description

A Job description is a written statement of what
the job holder actually does, how he or she
does it, and under what conditions the job is
performed. This information is in turn used to
write a job specification. This lists the
knowledge, abilities, and skills needed to
perform the job satisfactorily. While there is no
standard format you must use in writing a job
description, most descriptions contain at least
sections on:

1. Job Identification: It includes the job title,

alterative title, department, division, and plant
and code number of the job. The job title
identifies and designates the job properly, the
department, division, etc., indicate the name of
the department where it is situated whether it
is the maintenance department, mechanical
shop etc. Location gives the name of the place.
This portion of job description gives answer to
two important questions: to what higher level
job is this job accountable. And who is
supervised directly?

2. Job Summary: Job summary describes the

contents of the jobs in terms of activities or
tasks performed. Job summary should clear the
nature of the job. Primary, secondary and other
duties to be performed on the job should clearly
be indicated separately.
3. Duties and Responsibilities: This is the
most important phase of job description and
should be prepared very carefully. It describes
the duties to be performed along with frequency
of each major duty. Responsibilities concerning
custody of money, supervision and training of
staff etc. are also described in this part.

4. Supervision: Under it is given number of

persons to be supervised along with their job
titles, and the extent of supervision involved
general, intermediate or close supervision.
5. Relation to Other Jobs: It describes the
vertical and horizontal relationships f work
flow. It also indicates to whom the jobholder
will report and who will report to him. It gives
an idea of channels of promotion.

6. Machine, tools and equipment define each

major type or trade name of the machines and
tools and the raw materials used.
7. Working Conditions: The working
environment in terms of heat, light, noise, dust
and fumes etc, the job hazards and possibility
of their occurrence and working conditions
should also be described. It will be helpful in job
evaluation

8. Social Environment: It specifies the

social conditions under which the work will
be performed. In this part the size of work
group, interpersonal interactions required to
perform the job and development facilities
are mentioned

JOB SPECIFICATION
Edwin B. Flippo defined it as:
a statement of minimum acceptable human
qualities necessary to perform a job.
It specifies the type of person required in terms
of
educational
qualification,
experience,
aptitude and thus helps in selection of
appropriate personnel for a specific job

A job specification should

include:
Physical characteristics as height, weight,
chest, vision, hearing, health , age , voice etc.
Psychological and social characteristics as
emotional stability, decision making, analytical
view, mental ability, pleasing manners, initiative
etc.
Mental
characteristics
as
intelligence,
memory, judgement, foresight etc.
Personal characteristics as sex, education,
family background, job experience, hobbies etc.

All these characteristics

must be classified into three
categories:
Essential attributes which a person must
possess.
Desirable attributes which a person ought to
possess.
Contra indicators which will become a handicap
to successful job performance.

Following are the point of

distinction between these
two:
Job description is the summary of the duties,
responsibilities and other features of the job
whereas job specification measures the person
handling the job.
Job specification assists the management in
selecting a match for the job whereas job
description
assists
the
candidate
in
understanding the requirements of the job
which is to be fulfilled by him.

SALES PERSONNEL
TURNOVER
Turnover refers to the proportion of employees
who leave an organisation over a set period
(often on a year-on-year basis), expressed as a
percentage of total workforce numbers.
At its broadest, the term is used to encompass
all leavers, both voluntary and involuntary,
including those who resign, retire or are made
redundant, in which case it may be described
as overall or crude employee turnover

Types of turnover
InvoluntaryLay offs
UncontrollablePersonal reasons
VoluntaryLeaving for personal reasons
FunctionalRetirement
Dysfunctional Fired
Controllable Downsizing

Retention
Retention relates to the extent to which an
employer retains its employees and may be
measured as the proportion of employees with
a specified length of service (typically one year
or more) expressed as a percentage of overall
workforce numbers.

 However, skills shortages persist for certain

occupational groupings even during troubled
economic times, so it is important to be aware
of trends in turnover rates for different groups
rather than simply focusing on headline
figures.
Turnover levels can vary widely between
occupations and industries. The highest levels
are typically found in retailing, hotels, catering
and leisure, call centres and among other
lower paid private sector services groups.
Levels also vary from region to region. The
highest turnover rates tend to be found where
unemployment is lowest and where it is
relatively easy for people to secure desirable
alternative employment.

How to reduce turnover

Step #1: Assign people to the sales jobs where
theyre most likely to be successful

Step #2: Create a progressive career path

within the company for individual contributors.

Step #3: Provide targeted sales training that

increases overall sales performance.
Step #4: Customize individual coaching to the
needs of the individual.

Thank you!