This is a outline of training course for new hires with handling sales in selling memberships to clients

1. Kimberly Haynes
CUR/516
February 1, 2016
Frances Fulcher

2.  Main components of the course
 Timeframe of the training course ( Day by day
agenda)
 List of tools used to cover activities
 Benefits from the course after completion
 Summary of training course

3.  In the course, it will open an essential path for
new hires to comprehend the skills needed for
the job. With this concept, it can help to
distinguish how hires will identify the roles of
handling the objections from clients or the
commitment from clients. The training course
can demonstrate effective learning strategies
for new hires to capture and apply the
necessary skills to improve goals.

4.  The purpose of the course is to train new hires
on how apply effective selling skills after
service to gain long-term relations with clients
 Audience- Well Consultants (New Hires)
 New hires will get an understanding of the company
values and morals.
 New hires will capture the concept of becoming
familiar with skills of knowing how memberships
benefit the customer for long-term.

5.  Length of course:
 2 weeks training course (40 hours each week)
 New hires must attend Monday-Friday training
from 8am-4pm
 Attendance is mandatory to receive relevant
information in becoming effective wellness
consultants

6.  The new hires consultants will list levels of
customer decision making.
 Consultants should be able to explain the
reasons and goals of selling memberships and
different types of selling strategies.
 Given the complete works of mastering skills,
new hires will understand the quality of service
to offer the clients.
 New hires will complete the course with 100%
passing scores and creativity

7.  Learning Objectives at a glance:
 List the levels of customer decision making
 Explain the reasons and goals of selling
 Review the selling techniques and different types of
selling strategies.
 Demonstrate effective concepts of learning the tools
to handle objections.

8.  Discover
 Find out what the clients needs are to find the right
service for long-term services.
 Reaffirm
 Assure your clients understand their need.
 Solve
 Provide the clients with a solution based on what
you learned.
 Recommend
 Give the clients a reason to come back! Recommend
a membership or service that will fit their needs.

9.  Instructional Activities:
 Buddy to Buddy selling scenario.
 Jeopardy- matching the objections to the correct
response
 Creating graphic organizer to display the steps of
selling.
 Technology Tools:
 Technology tools
 Video (watching actual consultants assist clients with the
membership)
 Web-based training (taking compliances)
 Computers resources

10.  Start Date:
 February 1, 2016
 Ms. K. Haynes- Training Director
 Mr. J. Miller- Facilitator
 New Hires- Active Learners
 Materials needed for course:
 Computers
 Video
 New hires training booklet.
 Pre-Test Assessment
 End of the course assessment

11.  Implement short-term engagements
 Develop long-term plan
 Assess outcomes and replicate
 Engage in daily activities by putting effort into
learning the skills.

12.  New hires will used the problem-solution chart
to share information on the outcome of the
course. The training director can see the levels
of success from the chart and have open
discussion to determine if the skills have been
master.

13.  Evaluation is needed to see if objectives have
been meet in the course. It will develop a plan
to review what improvements are required for
advancements.
1st Week 2nd Week 3-6 Weeks
 65% of workers will
achieve goals the first
time with working with
the clients
 35% of workers will run
into some difficulties in
meeting goals.
 85% will demonstrate
effective strategies by
increasing numbers
from last week
 15% will master the
concept, but struggle in
handling objections
 97% will have the steps
master by incorporating
selling methods
 3% will make some
improvements, but will
require some additional
tips to enhance selling
strategies

14.  The training course will allow effective work
experiences improve from engaging in the 2
weeks course. Hires are able to learn how to
handle many situations and overcome different
levels of setbacks.

15.  Pena-Sanchez, R. (2012). Efficiency of training courses.
Competition Forum, 10(2), 66-73.
Retrieved from
http://search.proquest.com/docview/11969 102
43?accountid=458
 Keengwe, J., & Georgina, D. (2012). The digital course
training workshop for online learning
and teaching. Education and Information
Technologies, 17(4), 365-379.
doi: http://dx.doi.org/10.1007/s10639-011-9164-