Snatches

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Snatches

  1. 1. OBJECTIVES  Job Description  Supervisor Duties  Medical Reps Duties  Field Visits Types and their Values  Controlling and Evaluation
  2. 2. Medical Reps Job Description  MAJOR RESPONSIBILITY:  Increase the sales and market share of company products  Standard, Attain 100% sales  Through : 1. Effective planning 2. Detailing 3. Selling activities
  3. 3. Medical Reps Job Description  DUTIES AND RESPONSIBILITIES: 1. TECHNICAL: a) Medical knowledge, physiology, pharmacology, diseases and therapy b) Thorough knowledge of company products, mechanism of action, indications, dosing, contraindications, side effects, packaging and prices c) understands competitor's products and can clearly differentiate our advantages based on the doctor needs and motives
  4. 4. Medical Reps Job Description  DUTIES AND RESPONSIBILITIES: 2. PROMOTIONA AND SELLING: I. Directly responsible for the promotion and selling activities using organized selling method to create demand for company products II. Directing the maximum efforts in the proper implementation of professional selling by: a) Pre-call planning to include reviewing notes, identifying the doctors’ behavior, recognizing the competition and using appropriate resources b) Using the L.A.S.R. method (Listen, Ask questions, Size-up and respond) to deal with objections
  5. 5. Medical Reps Job Description  DUTIES AND RESPONSIBILITIES: 2. PROMOTIONA AND SELLING: III. Balancing interpersonal relationship building and the ability to gain commitment and recommendation of company products IV. Running prescription survey during pharmacy call V. Must completely cooperate in all programs and activities of the company: a) Conferences b) A.V. actions c) Campaigns
  6. 6. Medical Reps Job Description  DUTIES AND RESPONSIBILITIES: 3. BUSINESS MANAGEMENT & ADMINISTRATION: I. Using effective territory management skills to include a route call list, that maximize company contact with high monthly call ratio II. Conducting regular and proper coordination with distributors to ensure availability in all outlets and maintain rational stock level in the branches III. Preparing itinerary for one cycle and discussing with supervisor about 7 days before the beginning of a detailing cycle
  7. 7. Medical Reps Job Description  DUTIES AND RESPONSIBILITIES: 3. BUSINESS MANAGEMENT & ADMINISTRATION: IV. Preparing daily report and weekly activity report that must include competitor’s activities V. Keeping up-to-date territory and account records to be able to identify account business potential and current prescription patterns VI. Keeping all work timetables, including attending meeting, doctor visits and submitting tasks
  8. 8. SUPERVISOR Job Description  MAJOR RESPONSIBILITY:  Increase the sales and market share of company products  Standard, Attain 100% sales objectives  Through : 1. Effective leadership 2. Managing professional MSR 3. Effective planning 4. Detailing 5. Selling activities
  9. 9. SUPERVISOR Job Description  ANALYSIS AND PLANNING:  Analysis and planning sales objectives  Establishing marketing plan and promotional cycle plan  Enhancing the sale plan for each district in his territory taking into account customer needs, potential and MSR effectiveness  Using monitoring systems to ensure compliance with the sales plan based on unit and value objectives for products  Assisting MSR in setting realistic goals & methods of achievement
  10. 10. SUPERVISOR Job Description  FIELD ACTIVITY & MANPOWER DEVELOPMENT:  Preparing and setting developmental plan objectives  Reviewing and analyzing MSR itinerary, daily call plan, territory sales updates, trade analysis and market share. To ensure that the MSR is familiar with the business opportunity on assigned territory  Reviewing and observing MSR promotional activity based on the marketing plan and promotional cycle plan  Diagnosing MSR’s areas of improvement after series of observations
  11. 11. SUPERVISOR Job Description  FIELD ACTIVITY & MANPOWER DEVELOPMENT:  Setting a developmental plans based on program agreed both by the MSR and Supervisor  Obtaining through the sales force and field visits competitive market data  Developing and maintaining business relationship with key customers  Ensuring the authorized distributors represent the company effectively
  12. 12. SUPERVISOR Job Description  REPORTING:  Providing company management with appropriate information needed to make decision relating to sales and marketing  Providing field visit report and MSR developmental program updates  Providing business and competitive conditions  Ensuring all records are accurate and current on both doctors and personnel
  13. 13. SUPERVISOR Job Description  EXPENSES CONTROL:  Working with MSR to monitor and control their budgetary compliance  Travelling expenses  Bills  Services  Outlets accounts  Matching the AM with their sales achievement and sales growth
  14. 14. SUPERVISOR Job Description  SELF-DEVELOPMENT:  Be familiar with company policy and procedures and incorporate them into daily work routine  Consistently strive for improvement in general product and market knowledge  Complete at least one self-study skills improvement program per year  Have a written and personal goals and work towards achieving them
  15. 15. SUPERVISOR Job Description  MAJOR REQUIREMENTS:  Must be company oriented  Must be good listener and willing to be a team player  Good organizational and leadership skills required  Must able to execute timely and accurate paperwork necessary for the job  Must have excellent time management skills  Must believe on change
  16. 16. FIELD VISITS  THE AIM OF F.V.: 1. Size-up sales 2. Feedback 3. Keeping objections and complaints at minimal level 4. Defining areas of improvement 5. Training and developing personnel 6. Monitoring sales work process 7. Keeping people on the track 8. Catching opportunities
  17. 17. FIELD VISITS  THE TYPES OF F.V.: 1. COACHING VISIT 2. EVALUATING VISIT 3. SUPPORTING VISIT 4. PUSH VISIT 5. CHECK VISIT 6. SPECIFIC TASK VISIT
  18. 18. FIELD VISITS  COACHING VISITS:  Aim:  Enhancing MSR skills and organizing selling methods  Contribution:  Both MSR with Supervisor  Technique:  Do As I Do technique  Demands:  High awareness of selling and objections handling skills  Thorough knowledge of products and competitors
  19. 19. FIELD VISITS  EVALUATING VISITS:  Aim:  To define areas of improvement to act  Contribution:  Both MSR and Supervisor  Technique:  Observation and analysis technique  Demands:  Good listening  High analyzing and interpretation skills
  20. 20. FIELD VISITS  SUPPORTING VISITS:  Aim:  Size-up sales and building trust with MSR and improve MSR self-confidence  Contribution:  Both MSR and Supervisor  Technique:  Two way communication and interaction technique  Demands:  Excellent Communications skills  Good Interactive detailing skill
  21. 21. FIELD VISITS  PUSH VISITS:  Aim:  Increasing sales and market share  Catching new opportunities  Building up and maintain Key accounts  Contribution:  Supervisors  Technique:  Interpersonal / commitment and recommendation technique  Demands:  High performed selling and detailing skills
  22. 22. FIELD VISITS  CHECK VISITS:  Aim:  Ensuring sales process on track and MSR perform their defined tasks matching with company requirement  Contribution:  Supervisor  Technique:  Job accomplished observation technique  Demands:  High ability of smart discovering and collecting information
  23. 23. FIELD VISITS  SPESIFIC TASKS VSISTS:  Aim:  Sales and market feedback  Solving problems  Contribution:  Supervisor with or without MSR  Technique:  L.A.S.R. technique (Listen, Ask questions, Size-up and Respond)  Demands:  Problem solving, negotiation and decision making skills
  24. 24. CONTROLLING  Aim:  Ensuring that plans are being implemented properly  Process:  Establishing performance standards  Created when objectives are set during the planning process  Measuring actual performance  Supervisors collect data to measure actual performance to determine variation from standard  Comparing Measured Performance Against Established Standards  the acceptable variance - has to be established, Deviations or differences that exceed this range would alert the supervisor to a problem
  25. 25. CONTROLLING  Resources:  Reporting system  Written reports  Day by day call  Sales figure  Take Corrective Action:  The supervisor must find the cause of deviation from standard  If the source of variation in work performance is from a deficit in activity, then a supervisor can take immediate corrective action and get performance back on track
  26. 26. EVALUATION  Evaluating individual work performance is a form of control because it ties performance feedback to rewards and corrective actions  MSR evaluation is an on-going process  Assessment of job performance is shared with employees being appraised through one of several primary methods of performance appraisals

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