Professional Documents
Culture Documents
Belton Industries, Inc.: Manufacturer OF Toys AND Bicycles Selecting Sales Personnel
Belton Industries, Inc.: Manufacturer OF Toys AND Bicycles Selecting Sales Personnel
Belton Industries, Inc.: Manufacturer OF Toys AND Bicycles Selecting Sales Personnel
5/3/2012
CONTENT
5/3/2012
1. 2. 3.
4.
2
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
CASE SUMMARY
Belton manufactured a wide line of children's toys and bicycles.
5/3/2012
Sales organization consisted of 110 salespeople Seventeen branch sales offices were selectively distributed to department stores, discount
products
3
Belton Industrial Inc sales Force Recruitment and Selection
3
Abel Biniam Enchalew Kahsay Kenedi
CASE SUMMARY
5/3/2012
Applicants judged as "possibilities - handed a standard application form requesting information such as personal history, education, previous experience, and the like
4
Belton Industrial Inc sales Force Recruitment and Selection
4
Abel Biniam Enchalew Kahsay Kenedi
CASE SUMMARY
5/3/2012
Second interview
Given considerable information about the company applicants make a sales presentation "on the spot. Compete the rating sheet forwarded to the general sales manager all materials compiled on the applicant general sales manager decided whether or not to hire the applicant, then notified the branch sales manager, who, in turn, notified the applicant.
The
5
Belton Industrial Inc sales Force Recruitment and Selection
5
Abel Biniam Enchalew Kahsay Kenedi
CASE SUMMARY
5/3/2012
General
sales manager believed that the Belton sales force turnover rate was excessive (25%) above the industry's average (15%).
The general sales manager lay the blame directly on the selection procedure Psychological testing could correct the weaknesses in the selection procedure
The results of each applicant's testing program could be compared with standards of achievement for sales personnel in the Belton Company and in the entire industry lead to objective decision.
6
Belton Industrial Inc sales Force Recruitment and Selection
6
Abel Biniam Enchalew Kahsay Kenedi
CASE SUMMARY
5/3/2012
Psychological testing - Highly theoretical and impersonal, and tests in no way could be substituted for experienced judgment.
The selection process was not really the cause of the turnover problem. Job dissatisfaction and turnover would be reduced by a better job of training and motivating salespeople. Thomson agreed to concentrate more effort on training and motivation.
7
Belton Industrial Inc sales Force Recruitment and Selection
7
Abel Biniam Enchalew Kahsay Kenedi
CASE SUMMARY
5/3/2012
Two years later revised training program and a stronger program of sales incentives had not completely solved the turnover problem (20%). "you can't make a silk purse out of a sow's ear
Industrial psychologist, Dr. Claude Pfeiffer: Belton should be recruiting individuals with high need for achievement
High-nAch persons are successful in endeavors that require hard work and perseverance; they feel rewarded solely through their own efforts. Dr. Pfeiffer suggested that answers to the following questions would help to identify high-nAch people.
8
Belton Industrial Inc sales Force Recruitment and Selection
8
Abel Biniam Enchalew Kahsay Kenedi
CASE SUMMARY
5/3/2012
Do they use achievement words like success and accomplishment when talking about their work? Do they seem more concerned with results than with gettingalong with people? Do they have a track record of working independently? Are they mode tale risk takers rather than impulsive reckless types? Do they seem to enjoy challenges or try to avoid them?
Dr. Pfeiffer recommended that Belton Industries concentrate its recruiting efforts on, finding and hiring high-nAch salespeople. However, Thompson had reservations about seeking out and using such people in his sales force.
9
Belton Industrial Inc sales Force Recruitment and Selection
9
Abel Biniam Enchalew Kahsay Kenedi
INTRODUCTION
Now a days, proper management of sales force is very important
and critical issue. Since it has a strong impact on the performance of the company. Managing sales personnel is the activity of the sales manager and the full cost of unsuccessful recruitment and selection are probable very difficult to estimate. Sales force management consists of planning recruitment and selection process, recruiting a sufficient number of applicants,
5/3/2012
10
Abel Biniam Enchalew Kahsay Kenedi
Step 1
Planning for Recruitment & Selection
Step 2
Recruitment: Locating Prospective Candidates
Step 3
Job Analysis Job Qualifications Job Description Recruitment & Selection Objec. Recruitment & Selection Strategy
Screening Resumes and Applications Initial Interview Intensive Interview Testing Assessment Centers Background Invest. Physical Exam Selection Decision and Job Offer
11 11
Abel Biniam Enchalew Kahsay Kenedi
it establish the total level of selling effort that is available to the sales organization. It is a prime determinant of organizational structure.
The number of sales people needs depends on Sales growth target Distribution strategies
12
Belton Industrial Inc sales Force Recruitment and Selection
12
Abel Biniam Enchalew Kahsay Kenedi
B) Types of sales personnel needed The second task of sales force planning is determining the sales people desired Types of sales force needed involves
Job
Analysis
13
Abel Biniam Enchalew Kahsay Kenedi
Job Analysis: Entails an investigation of the tasks, duties, and responsibilities of the job.
14
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
Job analysis consists of: Analyzing the environment: it includes the nature of the customers, competitors, knowledge and skill required for the job.
Determine the duties and responsibilities that are expected from the sales
person. Job Description: companies use job analysis to develop job description. Job description are formal written statements describing detailed account
of the job.
15
Belton Industrial Inc sales Force Recruitment and Selection
15
Abel Biniam Enchalew Kahsay Kenedi
Job Qualifications: Refers to the aptitude, skills, knowledge, personal traits, and willingness to accept occupational conditions necessary to perform the job.
16
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
Job qualification/Specification It refers to aptitude, skills, knowledge and personality trait necessary to perform the job successfully.
Education level Previous work experience Technical expertise Attitude and interest
17
Belton Industrial Inc sales Force Recruitment and Selection
17
Abel Biniam Enchalew Kahsay Kenedi
Job Description: A written summary of the job containing the job title, duties, administrative relationships, types of products sold, customer types, and other significant requirements.
18
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
19
Abel Biniam Enchalew Kahsay Kenedi
Recruitment
and
Selection
Objectives:
The things the organization hopes to accomplish as a result of the recruitment and selection process. They should be specifically stated for a given period.
20
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
Recruitment
and
Selection
Strategy:
The plan the organization will implement to accomplish the recruitment and selection objectives. selection. The sales managers should consider the scope and timing of recruitment and
21
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
Empathy Reliability/ creditability Product knowledge Loyalty to customers Professionalism/ Integrity Risk taking and problem solving Care for customer
Persona
22
Abel Biniam Enchalew Kahsay Kenedi
Internal Sources
External Sources
Advertisements Private employment agencies Colleges and universities Job fairs Professional societies Computer rosters
23
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
Based on the above qualities, each company should develop its own
specification including sales experience, education skill, personality trait for selecting people. RECRUITING SALES FORCE
The goal of the recruiting is find and attract the best qualified applicant for the sales positions.
Recruiting needs 3 tasks
Finding
Evaluating Contacting
and selecting
candidates through the selected sources
24
Belton Industrial Inc sales Force Recruitment and Selection
24
Abel Biniam Enchalew Kahsay Kenedi
Recruiting also involves activities to get individuals who will apply for the job and it doesnt include selection activities. Sources of Sales recruits: There are six main sources of recruitment:
From inside the companys own staff; Employee Referral Recruitment agencies; Educational institutions; Competitors; Other industries; Suppliers.
Belton Industrial Inc sales Force Recruitment and Selection
25 25
Abel Biniam Enchalew Kahsay Kenedi
Evaluation of recruiting sources After identifying sources of the recruiting sales people, a company select those sources that are evaluated on the basis of the following criteria's:
Performance of sales force Percentage retained and The total cost of recruiting
26
Belton Industrial Inc sales Force Recruitment and Selection
26
Abel Biniam Enchalew Kahsay Kenedi
Screening Resumes and Applications Interviews Testing Assessment Centers Background Investigation Physical Examination Selection Decision and Job Offer
27
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
The type of job to be filled The size of the organization The number of people to be selected Outside pressure
Belton Industrial Inc sales Force Recruitment and Selection
28 28
Abel Biniam Enchalew Kahsay Kenedi
The steps of selection process All steps are used by few organizations, since they are time consuming and expensive.
Each company designs its selection to fit its own information needs and expensive budget.
The major selection tool used to select sales people: Screening resume: Comparing with job specification. Application Blank: to review applicants background Personal Interview: Screening and selection Interview.
29
Belton Industrial Inc sales Force Recruitment and Selection
29
Abel Biniam Enchalew Kahsay Kenedi
Evidence of job qualifications Work history Salary history Accomplishments Responsibilities Appearance and completeness
30
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
INTERVIEWS
5/3/2012
Types of interviews
Locations
Value
May be used to assist with initial screening May indicate compatibility with job responsibilities May indicate compatibility with organizations culture and personnel Personality Intelligence Psychological Ethical Framework
32
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
Types
BACKGROUND CHECK
5/3/2012
Be wary of first-party references Radial search referrals might be used Use an interview background check Use the critical incident technique Pick out problem areas
Obtain a numerical scale reference rating Identify an individuals best job Check for idiosyncrasies Check financial and personal habits Get customer opinion
33
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
Evaluate qualifications in order of importance Look for offsetting strengths and weaknesses Rank candidates If none meet qualifications, may extend search May have to offer market bonus (signing bonus) to highly qualified candidates
34
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi
Conduct job analysis with an open mind Job descriptions and job qualifications should be accurate and based on a thoughtful job analysis
Sources of job candidates should be informed of the firms legal position Communications must be devoid of discriminatory content Avoid other practices that may be perceived as ethically questionable
36
Belton Industrial Inc sales Force Recruitment and Selection Abel Biniam Enchalew Kahsay Kenedi