Chapter 5- SALES MANAGEMENT AND BUSINESS MARKETING COMMUNICATION
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Call Mat on +44 7572 343 341 and lets start our conversation.
Define your market
The first step is to analyze business goals, objectives, market trends, and customers to define the total addressable market. A SWOT analysis then evaluates strengths, weaknesses, opportunities, and threats. Sales territories are determined and documented based on geographic, industry, revenue, and other boundaries. An action plan is devised for each territory outlining quotas, pipeline goals, account strategies, and funnel building. Territory performance is then regularly tracked using metrics like gross sales, profits, unit sales, conversion rates, and repeat customers to ensure the plan is achieving its objectives and adapted as needed.
Sales & distribution management by Govind Kumar
The document discusses various aspects of sales management and personal selling. It covers topics like the importance of personal sales, sales management responsibilities, sales planning, recruitment, reporting, roles of sales managers, salesmanship, sales goals, SPIN selling model, transactional selling process, market demand analysis, and identifying product niches. The key points are that sales management involves coordinating resources to achieve sales goals, and sales managers are responsible for planning, budgeting, recruiting staff, and ensuring targets are met.
Evaluation and Control of Sales Performance
Evaluation and Control of Sales Performance
Sales Performance
Methods of Supervision and Control of Sales force
Sales Performance Evaluation Criteria
Sales Performance Review
Sales Management Audit
B. Measuring Distribution Channel Performance
Evaluating Channels
Control of Channel
C. Ethics in Sales Management
D. New Trends in Sales and Distribution Management
How to Apply Marketing Principles to Your Recruiting Processes, What HR Needs...
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This document discusses applying marketing principles to recruiting processes. It outlines 5 key steps: 1) Defining your target candidate persona, 2) Building brand awareness of open positions, 3) Understanding conversion points in the hiring process, 4) Implementing strategies to nurture potential candidates, and 5) Providing ongoing communication to nurture relationships with candidates. The goal is to take a strategic marketing approach to attract, engage, and hire the right people for open roles.Sales plan template
The document provides a template for creating a sales plan in 4 sections. Section 1 outlines revenue targets and key performance indicators. Section 2 describes processes for managing suspects, prospects, clients, and opportunities. Section 3 explains how to measure sales activity, processes, team performance, and profits. Section 4 involves analyzing the results and adjusting the plan regularly to ensure targets are met. The template is intended to help organizations formalize their selling strategies through a comprehensive yet easy-to-follow sales plan.
UNIT-5.pptx
This document discusses compensation for special groups and international compensation. It covers six areas of involvement for sales compensation plans including problem resolution, design and implementation process, guiding principles, competitive pay assessments, industry trends, and plan effectiveness assessment. It also discusses eligibility for sales compensation and examines sales compensation for sales leaders, field sales managers, sales staff, and sales representatives. Finally, it provides an overview of components of international compensation including objectives, approaches, and merits and demerits.
1. marketing basics
Marketing involves understanding customer needs and delivering value through products and services. There are different concepts of marketing such as production, product, and selling orientations which focus on outputs rather than customers. The modern marketing concept focuses on customer satisfaction by determining customer needs and wants. Marketing management aims to influence demand and achieve organizational goals through exchange with target markets.
Marketing basics
Marketing involves understanding customer needs and delivering value through products and services. There are different concepts of marketing such as production, product, and selling orientations which focus on outputs rather than customers. The modern marketing concept focuses on customer satisfaction by determining customer needs and wants. Marketing management aims to influence demand and achieve organizational goals through exchange with target markets.
B2bmarketing
its a presentation on B2B/INDUSTRIAL MARKETING.
MADE IT FOR CLASS PRESENTATION ..DID'NT GIVE IT IN CLASS COZ OF TIME CONSTRAIN...BUT I THINK ITS QUITE COMPREHENSIVE..ADD A PERT EXAMPLE TO IT TO MAKE IT COMPLETE AS PER MY PROFFESSOR WHO STRESSES ON QUANTITATIVE REPRESENTATION OF EVRYTHING.
Similar to Chapter 5- SALES MANAGEMENT AND BUSINESS MARKETING COMMUNICATION (20)
Sales force motivation Designing Territories and Allocating Sales Efforts
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The 10 Secrets of Sales Excellence - A global study from Mercuri International
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How to Apply Marketing Principles to Your Recruiting Processes, What HR Needs...
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一比一原版新西兰奥塔哥大学毕业证（otago毕业证）如何办理
一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
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Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
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2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentationsHow MJ Global Leads the Packaging Industry.pdf
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Chapter 5- SALES MANAGEMENT AND BUSINESS MARKETING COMMUNICATION
- 1. CHAPTER 5 SALES MANAGEMENT AND BUSINESS MARKETING COMMUNICATION
- 2. A) RECRUITMENT AND SELECTION OF BUSINESS SALESPERSON. EFFECTIVE RECRUITMENT AND SELECTION OF SALESPEOPLE IS ONE OF THE MOST CRUCIAL TASKS OF SALES MANAGEMENT. IT ENTAILS FINDING PEOPLE WHO MATCH THE TYPE OF SALES POSITION REQUIRED BY A FIRM. RECRUITMENT AND SELECTION PRACTICES WOULD DIFFER GREATLY BETWEEN ORDER-TAKING AND ORDER-GETTING SALES POSITIONS, GIVEN THE DIFFERENCES IN THE DEMANDS OF THESE TWO JOBS. THEREFORE, RECRUITMENT AND SELECTION BEGIN WITH A CAREFULLY CRAFTED JOB ANALYSIS.
- 3. B) SELECTION CRITERIA. SALE FORCE SPECIFICATION IN SKILLS, EXPERIENCE, AND KNOWLEDGE NECESSARY TO PERFORM THE JOB. THERE ARE SEVERAL SALE FORCE POSITION IN COMPANY SUCH AS DELIVERER, ORDER TAKER, TECHNICIAN AND OTHERS. TO MAINTAIN A MARKET FOCUS, SALE FORCE SHOULD KNOW HOW : • ANALYZE SALE DATA. • MEASURE MARKET POTENTIAL. • DEVELOP MARKETING STRATEGIES AND PLAN.
- 4. C) TRAINING OF SALESPERSON. A SALESPERSON NEEDS TO BE TAUGHT-ABOUT THE COMPANY AND ITS PRODUCTS, AND ABOUT GIVING EFFECTIVE SALES PRESENTATIONS. FIRMS OFTEN HIRE NEW SALESPEOPLE AND IMMEDIATELY SEND THEM OUT ON THE ROAD-OR THE RETAIL SELLING FLOOR-WITH NO GROUNDING IN THE BASIC SELLING STEPS AND NO INFORMATION ABOUT THE PRODUCTS OR THE CUSTOMER. THE KIND OF INITIAL SALES TRAINING SHOULD BE MODIFIED BASED ON THE EXPERIENCE AND SKILLS OF THE GROUP INVOLVED. COMPANY’S SALES TRAINING PROGRAM SHOULD COVER AT LEAST THE FOLLOWING AREAS :- •(1) COMPANY POLICIES AND PRACTICES •(2) PRODUCT INFORMATION AND •(3) PROFESSIONAL SELLING SKILLS.
- 5. D) SUPERVISION AND MOTIVATION. A SALES PLAN CANNOT BE SUCCESSFULLY IMPLEMENTED WITHOUT MOTIVATED SALESPEOPLE. RESEARCH ON SALESPERSON MOTIVATION SUGGEST THAT :- •(1) A CLEAR JOB DESCRIPTION •(2)EFFECTIVE SALES MANAGEMENT PRACTICES •(3) A SENSE OF ACHIEVEMENT AND •(4) PROPER INCENTIVES OR REWARDS WILL PRODUCE A MOTIVATED SALESPERSON. ONCE A FIRM DECIDES ON THE GENERAL LEVEL OF COMPENSATION, IT HAS TO SET THE METHOD OF PAYMENT. THERE ARE THREE BASIC METHODS OF PAYMENT:- •(1) STRAIGHT SALARY •(2) STRAIGHT COMMISSION •(3) A COMBINATION PLAN. HERE COMPENSATION PLAYS AN IMPORTANT IN DRIVING UP THE MOTIVATIONAL LEVEL. COMPENSATION CAN BE ASSIGNED BASED ON SALES QUOTA.
- 6. E) EVALUATION AND CONTROL SALES REPORTS SENT BY THE SALES FORCE SERVE A GOOD STARTING POINT OF EVALUATION. CONTROL THE PROPORTION OF A SALESPERSONS COMPENSATION PAID AS SALARY AFFECTS HOW THERE IS CLOSE SUPERVISION MUCH CONTROL THE SALES MANAGER HAS. IT ALSO AFFECTS HOW MUCH SUPERVISION IS REQUIRED. HOWEVER THE SALES MANAGER MAINTAINS CONTROL ONLY BY CLOSE SUPERVISION. AS A RESULT, STRAIGHT SALARY OR A LARGE SALARY ELEMENT IN THE COMPENSATION PLAN INCREASES THE AMOUNT OF SALES SUPERVISION NEEDED.