This document outlines topics for learning and development modules including sales processes, concepts, methodologies, and skills. It discusses designing learning programs by determining duration, structure, instruction methods, trainer qualifications, and evaluating learning. Key points covered include a systematic approach to learning, needs assessment, sales automation software, identifying performance gaps, and applying five principles of learning management systems such as participation, repetition, relevance, transference, and feedback.

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
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3. SALES PROCESS
Lead Generation
Qualifying
Demonstrating Value
Convincing
Closing
Customer Retention
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4. SALES TRAINING TOPICS
Concept Selling
Sales Methodology
Sales Skill
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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
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6. SALES METHODOLOGY
Emphasizing company USP
Proving Credibility
Following up
SPIN Selling
Resources :
 Process path in Printed Format
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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
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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.
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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.
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10. THE GAP IN SKILL
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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
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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.
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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.
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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
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