It was a group presentation done on the topic sales training force . It was done in sales management course.

1. SALES TRAINING
FORCE
PRESENTED BY ,
ATHIRA NAMBIAR
BAVITHA BABU
BESTIN SYRIAC
BONNY V PAPPACHAN
CHIKKU BIBY PITTAPPILLY

2. INTRODUCTION
Effective sales training programs typically prepare
participants to sell products and services. To drive
business results, successful salesmen focus on the
buyer’s needs and provide solutions, not just make a
sales transaction. Sales training objectives include
learning how to analyse, present and negotiate
effectively.

3. Objectives of sales training
• Improve the performance
• Development of the organization
• Identifying customer needs
• Problem solving
• Overcoming objections
• Demonstrating value

4. CHALLENGES IN SALES TRAINING
 Questions
 Demotivation
 Clarity in the goals of a training programme
 Expensive
 Selection of training methods

5. THEORIES AND PRINCIPLES OF SALES
TRAINING
 Conditioning – Based on the assumption that there is a desired response to a stimulas.
 Cognitive – All learning leads to a goal and all behaviour has a purpose.
These learning theories are taken into consideration while designing industry-specific
training programmes.

6. ROLE OF A TRAINER
 Training plan
 Timing of different training sessions
 Choosing the relevant training methods
 Preparing the training materials and aids
 Conducting training sessions and
 Evaluating the post training session

7. The Training Process
• Training need assessment
• Design and conduct of a training programme
• Evaluation of a training programme

8. Training need assessment phase
First stage of the training process which determines whether or not
there is a need for training and the kind of information needed to
design a training programme.
The need assessment phase is conducted at three levels:
• Organizational level analysis
• Task level analysis
• Individual level analysis

9. Training needs are identified for the salespeople in
the following manner:
• Identification for the specific problems
• Anticipating future problems
• Management requests
• Interviewing and observing the personnel on the job
• Performance appraisal
• Questionnaire survey
• Checklist
• Attitude survey
• Interpersonal skill test

10. Designing and conduct phase
• Location- Sales training is conducted either on-the-job or off-the-job.
• Job instruction training- Involves listing of all the necessary steps in the job in
a proper sequence.
• Presentation options- A sales trainer can use a variety of presentation options
in the form of slides, videotapes, simulations and classroom interactions.

11. Types of training
• Cross functional training: Employees are trained to perform activities
and duties in functional areas other than their assigned job
responsibilities.
• Team training: An organization in which sales has to be done through
teams, training programme need to be conducted around teams.
• Creativity training: Here, the sales trainee is given the opportunity to
generate ideas without the fear of judgement.
• Literacy training: Training conducted to improve the mastery over
basic and functional skills.

12. Evaluation Phase
• Last stage of the training process where the effectiveness of the
training programme is assessed.
• Effectiveness can be measured either in monetary or non-monetary
terms.
• Measures certain parameters like- reaction, learning, behaviour and
results.
• Helps the top management to realize the advantages of sales training
and help them decide whether or not to sustain the training program
on a long-term basis.

13. TRAINING METHODS
Didatic method
Direct method of teaching
Provides trainee with required theoretical knowledge
Lecturer is delivered to a number of people at the same
time by an expert .
Covers specific topics rather than range of subjects .

14. 1) Lectures
 This method is used to create understanding of a topic or to influence
behaviour, attitudes through lecture.
 A lecture can be in printed or oral form.
2) Visual methods
For large group or audience
The trainer has greater control over the material and time .

15. 3) Conferences
 For conveying messages on a large scale .
Sales conferences are used for motivating sales people.
4) Seminars
Conference on a small scale .
Incorporates a greater degree of participation from the members .
Centred around a single theme .
Speakers make brief presentation outlining the topic

16. 5) Discussions
For presentation of ideas and plans .
Discussion leader ( sales manager) needs to be skilled in planning ,
careful preparations , summarizing the results of meeting .
6) Role play
 Innovative method of sales training .
Extend the sales trainees experience by presenting a commonly
encountered situations .
Gives trainees an opportunity to portray the behaviour .

17. 7) Case study
Sales trainees study real life business situation .
Examined in small syndicated groups who study the problem well .
8) Fish bowl
Used to train two teams .
First team discuss a topic for 30 minutes , team then elects a chairman .
Second team is seated around first team and given 15 minutes to
comment on first team’s performance .
The role of two teams are reversed and then both the teams come
together in full group session and then notes are exchanged .

18. 9) Sensitivity Training
 Also known as T-group , study group , group dynamics and group
relation training .
Type of laboratory training to promote more effective interpersonal
relationship in an organisation .
Increases awareness of one’s behaviour .
Helps to handle problem at work by understanding and managing
behavioural factor and constraints .

19. SALES TRAINING DESIGN
Decisions for Designing Sales Training Programme:
Building a sales training programme requires five major
decisions:
Some sales training specialists refer to these decisions
as the A-C-M-E-E decisions;
A- Aim (The specific training Aims must be defined)
C- Content (Content must be decided)
M- Methods (Training Methods to be selected)
E- Execution ( Arrangements to be made for Execution)
E- Evaluation (Procedure to be set up for Evaluation of
results)

20. SALES TRAINING DESIGN
The A-C-M-E-E approach to Sales Training Design Decision
A- Aim
C- Content
M- Methods
E- Execution
E- Evaluation
A-Aim(s)
(Why?)
C-Content
(What?)
M-Methods
(How?)
E- Execution
(Who?
E- Evaluation
When?
Where?)
(Recycle, Redesign, Modify, and so forth)

21. THE PROCESS OF SOCIALIZATION