More Related Content

Recently uploaded(20)



  1. LEARNING & DEVELOPMENT Learning as a management skill / Learning and developing your staff
  2. TOPICS What should be the Learning Module? A Systematic Approach to Learning A Learning Assessment 2
  3. SALES PROCESS Lead Generation Qualifying Demonstrating Value Convincing Closing Customer Retention 3
  4. SALES TRAINING TOPICS Concept Selling Sales Methodology Sales Skill 4
  5. CONCEPT SELLING Understanding Customer Needs Your concept as a solution Competition & (How you win ) Long Game in Sales ( Persistence) Resources :  2 Case Study in Printed Format 5
  6. SALES METHODOLOGY Emphasizing company USP Proving Credibility Following up SPIN Selling Resources :  Process path in Printed Format 6
  7. SALES SKILL Conversion Presentation Active Listening Story Telling Building Rapport Objection Handling Assertiveness Cross Selling & Up Selling Resources :  Case study for Both Story Telling & Upsales-Cross Sales  Pitch of the FBA Concept 7
  8. SOFT SKILL Dressing & grooming. Verbal Communication  Speech  Email Writing  WhatsApp Follow-ups  Phone Etiquettes Non-Verbal Communications  Body Language Office Etiquettes & Code of conduct. 8
  9. SALES AUTOMATION & SOFTWARE CRM & It’s Importance Follow-up Scheduling Excel Tips & Tricks Google Form Training Google Sheet Basic Presentation Skill Online Listing Portals ( Just Dial, India Mart & Google My Business ) Social media Branding. 9
  10. THE GAP IN SKILL 10 Performance/ Results Time Expected Curve Actual Curve Gap In Learning terms this means we need to develop programs to fill the Gap Target Ratings
  11. LEARNING NEEDS The reasons for not making the benchmark achievement. Not enough resources Poor market Poor staff skills Operational constraints 11
  12. FIVE PRINCIPLES OF LMS Participation: involve trainees, learn by doing Repetition: repeat ideas & concepts to help people learn Relevance: learn better when material is meaningful and related Transference: to real world using simulations Feedback: ask for it and adjust Learning methods to audience. 12
  13. 4) DESIGNING THE LEARNING PROGRAM(S) 1. Program duration 2. Program structure 3. Instruction methods 4. Trainers qualification 5. Nature of trainees 6. Support 7. Learning location & environment 8. Criteria & methods for assessing participant learning and achievement 9. Criteria & methods for evaluating the 13
  14. 5) SELECTING INSTRUCTIONAL METHODS NOTE: THIS IS THE MOST IMPORTANT STEP On-the job-Learning (OJT)  learn while you’re working Off -the job-Learning  In house, Learning or classroom  External, consultancies or attending external classes  Independent bodies, such as government talks  Distance learning, from books or notes  Computer-assisted learning  Interactive-video Learning  Video conferencing, same as classroom except teachers and students are in different locations. 14
  15. 8) EVALUATING THE LEARNING Three Levels of Evaluation 1. Immediate Feedback  Survey or interview directly after Learning 2. Post-Learning Test  Trainee applying learned tasks in workplace? 3. Post-Learning Appraisals  Conducted by immediate supervisors of trainees 15