Training Program

Training Project

Part 1

Richard Hillyard

Organizational Training & Development

HRA-340

Professor Brooke Paquette

Step 1.

The first issue is that the sales employees do not have adequate income during the beginning of their careers. This should be rectified by making their remuneration a mix of fixed salary and commissions. The fixed salary should be adequate to retain the sales employees, even if the sales person does not earn commissions. This solution is not training based. This decision has been made to ensure that sales employees have adequate income in the beginning of their career.

Step 2.

The second issue is that Neil had declined to accept the post of a Sales Manager. This position should be filled by an experienced sales manager. He will provide leadership to the team of sales employees. He will also exercise control over the activities, efforts, and training of the sales employees. He will ask the sales employees for their weekly and monthly plans and monitor their activities so that they efficiently use their time. Further, he will identify the areas where the sales employees require training and then arrange for training in those areas. This solution is also not training based. This decision has been made to provide leadership and administrative support to sales employees.

Step 3.

The third issue is that training should be provided to sales employees whenever a new product is launched. This training should focus not only on the technical aspects of the product but should also focus on developing strategies for selling the product. This solution is training based. After that, weekly meetings of the sales employees should be held where they discuss the tactics and strategies that they have used to sell new products as well as existing products. This decision has been made to increase the efficiency of selling new and existing products. This solution also improves communication among employees.

Step 4.

The fourth issue is that new sales persons take a long time to settle down and build sales. The solution is that when a new sales employee joins the company, he should be given a detailed training in developing leads, persuading the customer, and closing sales. In addition, he should be given training in each of the existing products of the company. He should know all technical details of each product he has to sell. Only after he successfully completes two tests, one in selling techniques and the other in the technical aspects of the product should he be placed on the job. I have taken this decision because an ill-informed sales employee can sully the reputation of the company with the customers. This is a training based solution.

It is not necessary to have a team of trainers whenever a sales employee joins the company. The training module and the exam can be recorded and administered on a computer. The tests can be administered on a computer by the manager. Only if the manager is satisfied with the performance of the employee should he clear the sales employee for the real job.

Step 5.

There should be a formal performance evaluation for the sales employees in which not merely the sales but also other criteria should be used for evaluating the employee. For example, the regularity and transparency with which he submits reports to the manager, the market development activities he performs, or the training the person provides to other sales persons should also be considered for evaluating the performance of the employee. An honest and equitable performance evaluation will go a long way in retaining the employees. The results of the performance evaluation should be linked to rewards, promotion, and commissions. This solution is not training based. This decision has been made to increase the retention of the sales employees.

Step 6.

Solution 1 will increase overall salary costs by 5%, there will be no additional person hours used for changing the mix of salary, and it is convenient to administer. Solution 2 will increase salary costs by $55,000 per year; it will improve the usage of person hours available, and is moderately convenient. A search for a sales manager has to be made. Solution 3 will increase training costs by $15,000 per year, the person hour use will be three hours per product introduction, and the administering of technical and behavioral training will be moderately inconvenient. Solution 4 has a training cost of $6,000 per employee, the person hour use for the training is seven working days, and it is moderately convenient because the training has to be provided in-house. Solution 5 has an administration cost of $5,000 per year, the person hour use will be four hours for every supervisor-employee combination, and a performance evaluation system is convenient to administer.