“SALES HR” LINKING BUSINESS WITH HUMAN CAPITAL

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SALES HR LINKING BUSINESS WITH HUMAN CAPITAL. Sales HR - Deliverables. Performance Evaluation & Mapping. Talent Development . New Initiatives . Rewards & Recognition . Sales Force Retention Strategy . Recruitment Planning & Implementation. - PowerPoint PPT Presentation

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  • SALES HR LINKING BUSINESS WITH HUMAN CAPITAL

  • Sales Force Retention Strategy Rewards & Recognition Recruitment Planning & ImplementationSales HR - Deliverables Performance Evaluation & MappingSales HR Linking Business with Human CapitalNew Initiatives Talent Development

  • Recruitment Planning & ImplementationFPA Recruitment Sales Force Recruitment Sales HR Linking Business with Human Capital

  • FPA Recruitment Planning & Implementation - Existing Activities SMs own References. FPA Referral Program Road Shows Association Meetings Advertisement Classified Job / Career fair Employment Exchange Use existing ConsultantsExternal Tel-call.

  • FPA Recruitment Planning & Implementation - Research Data

  • Recruitment Planning & Implementation -FPA - :Part Time Age 18-25 yr- 34% 25-30 yr- 25% Source Reference 70% Consultants 17% Qualification 12th pass 29% Graduate 51%

    87%59%80%Source April 04 to March 05 information Age 18-25 yr- 45% 25-30 yr- 25% Source Reference 59% Consultants 15% Qualification 12th pass 24% Graduate 60%70%64%84%Full TimeFEW FACTS ON FPA PROFILING

  • Recruitment Planning & Implementation -FPA - Activities FPA Reference Program Robust FPA Reference Program

    Time Line : Responsibility:

  • Recruitment Planning & Implementation -FPA - Activities Introduce Staffing firms : Ma Foi , Team Lease, Manpower to help get FPAs. We can use them to promote event led strategy. We can have both National and Regional Tie-ups

    Time Line : Responsibility:

  • Recruitment Planning & Implementation -FPA - Career @ Aviva Program Modus Operandi Hire a venue. Use consultant / Sm reference /thru database telecalling generate leads and have them available for career presentation at the venue. Aptitude test to be cleared before coming in for the session and the same is being conducted by the consultant. Attendees : 100 approx Career presentation to be made by ZM / BM to the attendees. First half : Career Presentation. Second half; On the spot Job offer. ONE FULL DAY ACTIVITY-SUNDAY ONLY . Time Line : Responsibility:

  • Recruitment Planning & Implementation -FPA - Activities

    Aggressive Participation in Job fairs: Times Job / Naukri.com or any other regional event .

    Time Line : Responsibility:

  • Recruitment Planning & Implementation -FPA - Activities MEDIA Strategy : Newspaper : Classified - > Use of local vernacular language. Walk in ads in ASCENT. Website : Advt in Naukri.com Explore new relationships with portals Monster and Jobs ahead Time Line : Responsibility

  • Recruitment Planning & Implementation -FPA - Activities

    Focus Association Meetings Participate in monthly RWAs Meetings. Lead generations at Clubs.

    Time Line : Responsibility

  • Recruitment Planning & Implementation -FPA - Activity

    Road Show : On going and make it more creative with the help of Marketing .

    Time Line : Responsibility

  • Recruitment Planning & Implementation -FPA - Activities Focus on B-Class Institute Start Showing Career to the students in final year.

  • Recruitment Planning & Implementation -FPA - Activities Redefine Consultants Strategy : Develop New Relationships across all states Incentive program for Consultants..

    Database Procurement. On going activities

    Database Tele-calling activity.

  • FPA Recruitment Planning & Implementation - Data Base generation Target Tax Consultants ; Investment brokers/ Post office consultants Target House Wives and lady Enter. Target : Support Army Officers. Short Service Commission People. Target : Banks Officials who have taken premature retirement . Existing Bank Employees. Govt. Employees. Target : Distributors of Multilevel Marketing ( Companies like Amway, Oriflame, Avon , Tupperware, Herbal life).

  • SM & above Recruitment Planning & Implementation - Activities Consultants : Develop New Relationships Target 5 new consultants per state per month . Incentive program for Consultants.. Bulk discounts to consultants .

    Career Fair by Aviva : BPO Segment

  • FPA Recruitment Planning & Implementation FPA Recruitments - Job Fairs Participation. Association meetings Job Mailers Empanelment of new consultants Employment Exchanges Websites / Portals Subscription Road shows Incentives on conversions Database procurement

  • Recruitment ProcessStep 1 Sourcing SM / Referrals / Agencies (New Branches)Step 2 Screening the CV / Candidate Profile FormStep 3 Shortlisting and Aptitude TestStep 4 First Interview Sales MgrStep 5 Potential Mapping - ReferencesStep 6 Final interview Branch MgrStep 7 Presentation for Pre-Recruitment TrainingFPA Recruitment & Training ProcessPre - Recruitment Training ProcessStep 1 Data Collation and Batch Approval Step 2 Batch Buddy Sales Mgr as AdministratorStep3 Batch Progress Reviews Step 4 Post Training ExaminationControls

    FPA Recruitment As An Integral KPI Standard Profiling Forms Scientifically Designed Tests Benchmark Min Scores 40% Uniform Recruitment Trainings For SMs Multi-level Screening Managements Approval On Quality BM / RM / Sr. Mgr Analysis Of Prospect / Reference List Data Reporting For Approval Random Quality Audits By Senior Mgr / RM *

    Controls

    Data Validation and Documentation Batch Monitoring & Progress Reporting Certificate Of Completion - NIS On Line Examination External Supervision (Off Line Exam.)

  • Strategy Sales Force Recruitment

    Sales Force RecruitmentSales HR Linking Business with Human Capital Participation in Job fairs:Times Job / Naukri.com

    Strengthening the Referral program.

    Using Consultants

    Adding more consultants on the panel. Develop incentive plans for the Consultants.

  • Way Forward Resource Planning at New Branch locations Numbers of Proposed Branches -5( Ranchi, Nasik, Aurangabad, Hawrah, Faridabad) No of SMs/ASMs Phase1: 30 (Oct 31st) Phase2 : Total 50 (Nov 30 th)

    Resource Planning at Spoke locations. Numbers of spoke- 63 No of SMs / ASMs - 126 Time line : Oct 31st, 2005

    Sales Force RecruitmentCONTROLS PLAN Sales HR Linking Business with Human Capital

  • Recruitment ProcessStep 1 Sourcing Referrals / Agencies / Job PortalsStep 2 Screening & Shortlisting the CV Step 3 First Interview Sales HR / BMStep 4 Project 30 ( Business Plan ) References / Sales AcumenStep 5 Second Interview Branch Manager( Business Plan )Step 6Final Interview Zonal ManagerStep 6 Pre Offer Ref Check Cross check on Employment history Recruitment - SM / ASMsControls

    Multi-level Screening Analysis Of Prospect / Reference List Practical Approach Cross check on Employment History Random Quality Audits By Senior Mgr / Head / Directors

  • Redefine the Role and Responsibilities for BMs

    Create Standardized Benchmarks wrt required skill set.

    Map the existing Talent of Sales Force Phase-1 BMs & above Phase-2 SMs

    Talent DevelopmentSales HR Linking Business with Human Capital

  • Talent Development Sales Force Development

    Skill Enhancement Program - MDPs- ALP

    Job Rotation/ Enrichment (IJP) EvaluationDevelopmentSales HR Linking Business with Human Capital

  • Sales Force Retention Strategy

    Sales HR Linking Business with Human Capital

  • Sales Force Retention Strategy

    New Program Development 1) Loyalty Program

    - Program targeted at retaining Vintage Team members (Under production). 2) Fast Track Program (Under production). - Program exclusively focused on Out Performers. Sales HR Link Business with Human Capital

  • Sales Force Retention Strategy Team Welfare Program

    - Set up Sampark A dedicated team per region driving Welfare initiatives.

    Team Get together

    - Entertainment allowance like movie ticket on B day.

    Family day /Success Party ..Concept of Touch Point.

    i discover i

    Aggressive Monthly / Quarterly Sales Incentive schemes.

    Sales HR Linking Business with Human Capital

  • Reward & Recognition StrategySales HR Linking Business with Human Capital

  • Reward & Recognition Existing FPA Program Evaluation Mapping and Evaluation. New Program development.

    Development of business Promotion tools. CDs Brochures Business growth planner

    R & R successful roll out and effective implementation with controls inbuilt and monitored.

    Competition R & R mapping and subsequent analysis/Benchmarking -

    Career Presentation.

    Reward & RecognitionSales HR Link between Business and Human Capital

  • New Initiatives Sales HR Linking Business with Human Capital

  • New Projects/Initiatives Develop Best Practices Booklet for BMs/SMs/FPAs.Values EthicsDos and dont from Organization

    Revenue Bottom Line monitoring

    FPAs Profiling and Research

    Sales HR Linking Business and Human Capital

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