Evaluating

Sales Personnel
 Sales Force Evaluation Model
Set Goals and Objectives for
Sales Force
Revenue ,Contribution/ Profits
Market Share, Expense Ratios

Design Sales Plan

Set Performance Standard

Organization, Regions, Districts,
Sales People Accounts

Measure Results Against Take Corrective

Standards Action
Performance Evaluation
 Performance Appraisal is the
process of Evaluating the
Achievements of the Sales
Force in Terms of Requirements
of the Job
 The Appraisal System is Essentially
a Comparison of Sales Force Goals
and Objectives With Actual
Achievements in the Field
 Why Performance
Appraisal
 To Ensure Effective Administration
 Promotions
 Rewards and Recognitions
 Improving Sales Performance
 Strengthening Job Skills
 Undertaking Training Programmes
 Counseling
 Basis of Evaluation
 Input Based Systems
 Outcome / Results Based
Systems
 Contribution Based Systems
 Traits Based Systems
 Behavior Based Systems
 Management By Objectives
 Individual versus Team
Appraisals
 Sales Force Evaluation Model

Behavior Results

Calls Sales Revenues

Reports Sales Growth
Complaints Sales Sales Quota
Demonstrations Person Sales Potential
Dealer Meetings Evalua- New Accounts
Display Setup -tion Contribution
Travel/ Entert- Margins
-ainment Contribution
Expenses Percentage
Company Objective and
Resources
 In Line With Company’s
Long Term Objective
 Skill and Resources (Strengths)
Superior to Competitors
 Capacity to offer Superior Value
 Strength in Success Factors For
Targeted Segment
Selecting Market Segments

Company’s
Marketing Market
Mix

A. Undifferentiated Marketing

Company’s Marketing Company’s Marketing

Mix - 1 Mix - 1

Company’s Marketing Company’s Marketing

Mix - 2 Mix - 2

Company’s Marketing Company’s Marketing

Mix - 3 Mix - 3

B. Differentiated Marketing
Selecting Market Segments

Segment - 1

Company’s
Marketing Segment - 2
Mix
Segment - 3

C. Concentrated Marketing