Identify training needs
9 likes12,445 views
The document outlines a process for conducting a training needs assessment for sales executives. It involves identifying training needs, writing development objectives, selecting appropriate training methods, and evaluating results. The goals are to determine how training can improve performance, distinguish needs from organizational issues, and link development to business goals. Key steps include auditing current skills and needs, analyzing gaps, planning objectives and methods, and measuring pre-and post-training performance.
Identify training needs
- 1. Of a Sales Executive
- 2. ● To promote the sales of any company's sales executive one have to try many tactics. ● When there is a performance lack and drop in sales when compared to the competitors. ● There is stiff competition between the public and private companies. ● Public have the Govt security and private have the new technology and fast services and attractive schemes and packages.
- 4. ● Gives more time to manage. ● Standardized performance. ● Less absenteeism. ● Less turnover. ● Reduced tension. ● Consistency. ● Lower costs. ● More customers ● Better service.
- 5. Conduct training needs assessment Is there a training/development gap? ● To determine what development will improve performance Current Position ● To determine if training will make a difference Where you want to ● To distinguish training needs from organisational problems; and ● To determine what development is relevant to your employee’s jobs ● To link improved job performance with the organisation’s goals
- 6. Feedback Conduc t Training Analysi s Write Select Identify Link to Design/ Developmen Developmen Current Position Training t T&D t Conduct Where you want to Needs plan Evaluation Objectives Method Identify Trainee Skills etc
- 7. Identify Audit current situation Training Look at tasks/objectives for the job, are they changing? Needs Desired change in job responsibilities Technological or organisational developments Is work below acceptable quality? What knowledge, skills, abilities, contacts etc. Conduc Organisational needs: Strategic plan, Integrated Strategies, School t Plans, Annual Operating Statements Training Analysi University processes, standards, systems, requirements s Department initiatives Skills appraisal Risk analysis Identify Appraisal Trainee Review previous performance; achievement against Skills objectives, way in which objectives were met/style etc Previous experience Reflection on previous T&D activities
- 8. Is training the solution? Look at cost /benefits Write Developmen What outcome from T&D event t Improved performance; Better knowledge/ skills; Objectives Networking Link to How does it fit in with Department? T&D Resource implications/timescale plan Equity of provision amongst team How best to deliver development activity? Select Developmen Courses; Research on internet or other resources; Self t study; Mentoring; Job shadowing; Structured on the job Method training, CPD or professional qualification How to get feedback Design/ Test or review improved skills or performance? Conduct Reflection through appraisal; 1:1s Evaluation HR/ March Feed into Evaluation of T&D plan 2003
- 9. ● When Sales of the company are dropping and losing its grip in the market then boost up training sessions and motivation sessions programs are needed. Employee morale build up and skills are sharpened. New Motivational advertisements are made to attract customers and borrow their faith. 10 Tips: ● Stress Training as investment. ● Determine your needs. ● Promote a Culture of Learning
- 10. ● Start out small. ● Choose Quality Instructor and material. ● Find out right space. ● Clarify Connections. ● Make it ongoing. ● Measure Results.
- 11. ● Sales performance rate ● Employee performance rate ● Employee motivation level. ● Customer call back rate ● Customer leaving rate.
- 12. ● To determine what development will improve performance ● To determine if training will make a difference ● To distinguish training needs from organisational problems; and ● To determine what development is relevant to your employee’s jobs ● To link improved job performance with the organisation’s goals
- 13. Audit current situation Look at tasks/objectives for the job, are Identify they changing? training needs Desired change in job responsibilities Technological or organisational developments Is work below acceptable quality? What knowledge, skills, abilities, contacts etc. Conduct training analysis Organisational needs: Strategic plan, Integrated Strategies, School Plans, Annual Operating Statements University processes, standards, systems, requirements Department initiatives Skills appraisal Risk analysis
- 14. Appraisal Identify Review previous performance; training skills achievement against objectives, way in etc. which objectives were met/style Previous experience Reflection on previous T&D activities Write What outcome from T&D development event objectives Improved performance; Better knowledge/ skills; Networking How does it fit in with Link to T&D Department? plan Resource implications/timescale Equity of provision amongst team
- 15. How best to deliver Select development activity? development Courses; Research on internet or other method resources; Self study; Mentoring; Job shadowing; Structured on the job training, CPD or professional qualification How to get feedback design/conduct Test or review improved skills or evaluation performance? Reflection through appraisal; 1:1s Feed into Evaluation of T&D plan
- 16. ● Moving from plan to action. ● Carry out the training program with employees who do not meet standards. ● Once the training process is complete EVALUTE. ● Formal Evaluation: uses observation, interviews, and surveys to monitor training while its going on. ● Summative evaluation: measures results when training is complete in five ways: 1 Reaction 2 Knowledge 3 Behavior 4 Attitudes 5 Productivity
- 17. ● The above parameters gives a vivid idea of the sales department performance measure and required skill renewal rate and motivational buildup.