learning model
DESCRIPTION
LEARNING MODELTRANSCRIPT
WELCOMECrossroad:
From Selling to Managing
VISION We are the leading provider
of pioneering, innovative and globally competitive
consumer goods and services.
MISSION We are a fast moving and consumer goods
marketing company that shall be known for strong brand management and making
accessible pioneering, quality, innovative products derived from extensive research
to improve the well-being of our consumers.
COMPETENCY LEARNING MODEL
ALAM NA WALANG
KAKAYAHAN
ALAM NA MAY
KAKAYAHAN
HINDI ALAM NA MAY
KAKAYAHAN
HINDI ALAM NA WALANG KAKAYAHAN
LEARNING
AWARENESSAPPLICATION/PRACTICE
Habits define
KNOWLEDGE
(What to, why to)
Desire
(want to)Skills
(how to)
HABIT
SPLASH Members will …
MAINTAIN MULTIPLY
&Focus on having a regular
MONTHLY PERSONAL
PRODUCT USAGE
Find at least 5 people who will join to BUILD A BUSINESS WITH
SPLASH
What is Recruitment and Selection?
Recruitment and SelectionThe process of finding, attracting and choosing
capable individuals to join an organization with the use of various strategies.
Profitability: Productivity; expense control; collection and retention of network/dealers.
Establish a recruitment Selection and Retention philosophy
Mahalaga na magkaroon ng aktibong paraan ng pagrerecruit.
Ang isang organisasyon ay hindi mabubuo kung ang ating pagre-recruit ay walang direksyon.
Recruitment Selection and Retention philosophy
“ To recruit, select and retain the right NETWORK at the right QUALITY level, right QUANTITY and right TIME.”
“ Mag recruit, piliin ang tamang network, sa tamang antas ng kalidad, bilang at panahon”
Recruitment Selection and Retention philosophy
Remember that….
“Success breeds success- the more quality dealers you recruit, the more production will increase.”
Sources of new recruits
A. Controllable Recruiting sources:1. Direct/Personal contact2. Referral from dealers/staff/customers 3. Center of influence
1. Barangay Captain2. Pastors/Ministers3. Dean of school/Principal4. Leader of organization5. Government officials
4. Business meeting
Sources of new recruits
B. Non-Controllable Recruiting sources:
1. Walk-ins2. Radio ads3. Invitations4. Flyers
Recruitment and SelectionThe process of finding, attracting and choosing
capable individuals to join an organization with the use of various strategies.
Profitability: Productivity; expense control; collection and retention of network/dealers.
Benefit of Recruiting Through Personal Contact
You eliminate the need to search for a means of introduction.
Easily to check the prospect’s background from the one who made the referral.
Personal recruitment can be added to your daily activities with minimum extra time.
Selecting for HighPerformance
A Mental Picture ofNetwork that you
Seek
TECHNICAL COMPETENCIES
SELLING
RECRUITING
COLLECTING
HABIT
Technical Competencies
1.Selling2.Recruiting3.Collecting
1. Initiative-Motivation• May sariling pagkukusa• Nag iisip ng ibat ibang paraan upang
mas maging mahusay sa trabaho.
Personal, Interpersonal and Management Competencies
2. Interpersonal Sensitivity• He/she is tolerant( mapagpaumanhin)• He/she understand that the art of being human
includes allowing people to grow by learning through “mistakes”. In reality, he/she knows that there is no “mistakes”- only steps to mastery.
• He/she is flexible(marunong makibagay)• New situations call for different actions overtime.
He/she needs to know when to direct and when to follow and discover.
Personal, Interpersonal and Management Competencies
3. Persistent and desire to succeed• He/she is persistent in the pursuit of his/her
goals (matiyaga sa pagtupad ng kanyang mga nais.)
• He/she is enthusiasm (masigla at masigasig.)• With sense of commitment (marunong
tumupad sa pangako.
“ Until One is Committed, there is hesitancy and always ineffectiveness.”
Personal, Interpersonal and Management Competencies
4. Optimism• Palaging may positibong pananaw sa buhay.• Hindi sumusuko sa mga suliranin at pagsubok sa
buhay.
“Optimism is the faith that leads to achievement. Nothing can be done without hope and confidence.”
Personal, Interpersonal and Management Competencies
5. High Work ethics/Standards.• He/she is engage in self analysis.• He/she must have the guts to accept feedback and
willing to listen.• He/she has strong desire for responsibility (may
masidhing hangarin sa responsibilidad.)• Responsible for the result of the act.• Well organized(may kaayusan)“ Organization is the Foundation of everything that one
does successfully in life”
Personal, Interpersonal and Management Competencies
6. Compassion/Willingness to help others• He/she brings out the best in people (may
kakayahang i-motivate ang kapwa upang gawin ang kanilang pinakamahusay.)
• Nakahandang tumulong sa oras ng pangangailangan.
“I think one of the best words in the English language is compassion. I think it holds everything. It holds love, it holds care... and if everybody just did something. We all make a difference.”
Personal, Interpersonal and Management Competencies
“ High Retention For Success.”
Reason for Inactivity of Dealers
Wrong Selection Lack of Communication
Poor SupervisionNot Earning enough
Inadequate Training Incompatibility with recruiter/Superior
End Result of Right and Effective Recruitment and Selection
UNLIMITED INCOME
NO AR PROBLEM
BUILD SELF CONFIDENCE
AVAIL GIFT AND RECOGNITION
NETWORK MAINTENANCE
PRODUCTIVITY INCREASE
PERSONAL AND PROFESSIONAL GROWTH
Factors that Affect Retention
How a Manager recruits
The selection criteria and process
The training curiculum
The effectiveness of sales team
FOX & RABBIT
LUNCH
LIFE
• Conduct highly productive meetings• Deliver impressive training sessions with consistent follow through• Establish rapport with practically everyone• Communicate clear directions to dealers and staff• Motivate consistently
Be a Leader with a Heart!
Effective Execution is
key to Sustainable
Growth!
Team, Let us do ordinary things
extraordinarily well!,
THANK YOU!