“sales hr” linking business with human capital. sales force retention strategy rewards &...

“SALES HR” LINKING BUSINESS WITH HUMAN CAPITAL

Sales Force Retention Strategy

Rewards & Recognition

Recruitment Planning & Implementation

Sales HR - Deliverables

Performance Evaluation & Mapping

Sales HR “ Linking Business with Human Capital”

New Initiatives

Talent Development

Recruitment Planning & Implementation

FPA Recruitment Sales Force Recruitment

Sales HR “ Linking Business with Human Capital ”

FPA Recruitment Planning & Implementation

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Existing Activities

SM’s own References.

FPA Referral Program

Road Shows

Association Meetings

Advertisement

Classified

Job / Career fair

Employment Exchange

Use existing Consultants

External Tel-call.

FPA Recruitment Planning & Implementation

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Research Data

Recruitment Planning & Implementation -FPA

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:

“Part Time”

Age

18-25 yr- 34%

25-30 yr- 25%

Source

Reference – 70%

Consultants – 17%

Qualification

12th pass – 29%

Graduate – 51%

87%

59%

80%

Source – April 04 to March 05 information

Age

18-25 yr- 45%

25-30 yr- 25%

Source

Reference – 59%

Consultants – 15%

Qualification

12th pass – 24%

Graduate – 60%

70%

64%

84%

“Full Time”

FEW FACTS ON FPA PROFILING

Recruitment Planning & Implementation -FPA

- Activities

FPA Reference Program

Robust FPA Reference Program

Time Line :

Responsibility:

Recruitment Planning & Implementation -FPA

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Activities

Introduce Staffing firms :

“Ma Foi , Team Lease”, “Manpower” to help get FPA’s.

We can use them to promote event led strategy.

We can have both National and Regional Tie-ups

Time Line :

Responsibility:

Recruitment Planning & Implementation -FPA

- Career @ Aviva Program

Modus Operandi

Hire a venue.

Use consultant / Sm reference /thru database telecalling generate leads and have them available for career presentation at the venue.

Aptitude test to be cleared before coming in for the session and the same is being conducted by the consultant.

Attendees : 100 approx

Career presentation to be made by ZM / BM to the attendees.

First half : Career Presentation.

Second half; On the spot Job offer.

ONE FULL DAY ACTIVITY-SUNDAY ONLY .

Time Line :

Responsibility:

Recruitment Planning & Implementation -FPA

- Activities

Aggressive Participation in Job fairs:

Times Job / Naukri.com or any other regional event .

Time Line :

Responsibility:

Recruitment Planning & Implementation -FPA

- Activities

MEDIA Strategy :

Newspaper :

Classified - > Use of local vernacular language.

Walk in ads in ASCENT.

Website :

Advt in “Naukri.com”

Explore new relationships with portals “Monster and Jobs ahead”

Time Line :

Responsibility

Recruitment Planning & Implementation -FPA

- Activities

Focus Association Meetings Participate in monthly RWA’s Meetings.

Lead generations at Clubs.

Time Line :

Responsibility

Recruitment Planning & Implementation -FPA

- Activity

Road Show :

On going and make it more creative with the help of Marketing .

Time Line :

Responsibility

Recruitment Planning & Implementation -FPA

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Activities

Focus on “B-Class Institute”

Start Showing Career to the students in final year.

Recruitment Planning & Implementation -FPA

- Activities

Redefine Consultants Strategy :

Develop New Relationships across all states

Incentive program for Consultants..

Database Procurement.

On going activities

Database Tele-calling activity.

FPA Recruitment Planning & Implementation

- Data Base generation

Target “Tax Consultants ”; “Investment brokers”/ “Post office consultants”

Target “House Wives” and lady Enter.

Target : Support “Army Officers”.

Short Service Commission People.

Target :

Banks Officials who have taken premature retirement .

Existing Bank Employees.

Govt. Employees.

Target :

Distributors of Multilevel Marketing ( Companies like Amway, Oriflame, Avon , Tupperware, Herbal life).

SM & above Recruitment Planning & Implementation

- Activities

Consultants :

Develop New Relationships – Target 5 new consultants per state per month .

Incentive program for Consultants..

Bulk discounts to consultants .

Career Fair by Aviva :

BPO Segment

FPA Recruitment Planning & Implementation

FPA Recruitments

- Job Fairs Participation.

Association meetings

Job Mailers

Empanelment of new consultants

Employment Exchanges

Websites / Portals Subscription

Road shows

Incentives on conversions

Database procurement

Recruitment Process

Step 1 Sourcing – SM / Referrals / Agencies (New Branches)

Step 2 Screening the CV / Candidate Profile Form

Step 3 Shortlisting and Aptitude Test

Step 4 First Interview – Sales Mgr

Step 5 Potential Mapping - References

Step 6 Final interview – Branch Mgr

Step 7 Presentation for Pre-Recruitment Training

FPA Recruitment & Training Process

Pre - Recruitment Training Process

Step 1 Data Collation and Batch Approval

Step 2 Batch Buddy – Sales Mgr as Administrator

Step3 Batch Progress Reviews

Step 4 Post Training Examination

Controls

FPA Recruitment As An Integral KPI Standard Profiling Forms Scientifically Designed Tests Benchmark Min Scores – 40% Uniform Recruitment Trainings For SMs Multi-level Screening Management’s Approval On Quality – BM / RM / Sr. Mgr Analysis Of Prospect / Reference List Data Reporting For Approval Random Quality Audits By Senior Mgr / RM *

Controls

Data Validation and Documentation Batch Monitoring & Progress Reporting Certificate Of Completion - NIS On Line Examination External Supervision (Off Line Exam.)

Strategy – Sales Force Recruitment

Sales Force Recruitment

Sales HR “ Linking Business with Human Capital ”

• Participation in Job fairs:Times Job / Naukri.com

• Strengthening the Referral program.

• Using Consultants

• Adding more consultants on the panel. • Develop incentive plans for the Consultants.

•

Way Forward • Resource Planning at New Branch locations

• Numbers of Proposed Branches -5( Ranchi, Nasik, Aurangabad, Hawrah, Faridabad)• No of SMs/ASMs

• Phase1: 30 (Oct 31st) • Phase2 : Total 50 (Nov 30 th)

• Resource Planning at Spoke locations. • Numbers of spoke- 63• No of SMs / ASMs - 126• Time line : Oct 31st, 2005

Sales Force Recruitment

CONTROLS

PLAN

Sales HR “ Linking Business with Human Capital ”

Recruitment Process

Step 1 Sourcing – Referrals / Agencies / Job Portals

Step 2 Screening & Shortlisting the CV

Step 3 First Interview – Sales HR / BM

Step 4 Project 30 ( Business Plan ) – References / Sales Acumen

Step 5 Second Interview – Branch Manager( Business Plan )

Step 6Final Interview – Zonal Manager

Step 6 Pre Offer Ref Check – Cross check on Employment history

Recruitment - SM / ASMs

Controls

Multi-level Screening Analysis Of Prospect / Reference List Practical Approach Cross check on Employment History Random Quality Audits By Senior Mgr / Head / Directors

Redefine the Role and Responsibilities for BM’s

Create Standardized Benchmarks wrt required skill set.

Map the existing Talent of Sales Force Phase-1 – BM’s & above Phase-2 – SM’s

Talent Development

Sales HR “ Linking Business with Human Capital ”

Talent Development

Sales Force Development

Skill Enhancement Program - MDP’s

- ALP

Job Rotation/ Enrichment (IJP)

Evaluation

Development

Sales HR “ Linking Business with Human Capital ”

Sales Force Retention Strategy

Sales HR “ Linking Business with Human Capital ”

Sales Force Retention Strategy

New Program Development - 1) Loyalty Program

- Program targeted at retaining Vintage Team members (Under production).

2) Fast Track Program (Under production).

- Program exclusively focused on Out Performers.

Sales HR “ Link Business with Human Capital ”

Sales Force Retention Strategy

o Team Welfare Program

- Set up “ Sampark ” A dedicated team per region driving Welfare

initiatives.

- Team “Get together”

- Entertainment allowance like movie ticket on B ’day.

- Family day /Success Party ..Concept of Touch Point.

-i discover i

• Aggressive Monthly / Quarterly Sales Incentive schemes

.Sales HR “ Linking Business with Human Capital ”

Reward & Recognition Strategy

Sales HR “ Linking Business with Human Capital ”

Reward & Recognition

• Existing FPA Program Evaluation Mapping and Evaluation.

• New Program development.

• Development of business Promotion tools.• CD’s• Brochures• Business growth planner

• R & R successful roll out and effective implementation with controls inbuilt and monitored.

• Competition R & R mapping and subsequent analysis/Benchmarking -

• Career Presentation.

Reward & Recognition

Sales HR “ Link between Business and Human Capital ”

New Initiatives

Sales HR “ Linking Business with Human Capital ”

New Projects/Initiatives

• Develop Best Practices Booklet for BMs/SMs/FPAs.• Values • Ethics• Do’s and don’t from Organization

• Revenue Bottom Line monitoring

• FPA’s Profiling and Research

Sales HR “ Linking Business and Human Capital ”