HUMAN RESOURCE DVELOPMENT

Assignment Type: Survey

Prepared by:

Ahmad Saeed Almarri

Student ID:- EAU0414266

Project Report: A Sales Skills training for Sales staff in our organization

Training is the process of enhancing one’s capabilities and skills. Every employee of the organization

needs the basic training about the company workings and procedures. In order to enhance the

particulars skills, the organization organizes the specific training such as training for the personality

development, skill development, Sales training etc.

For the particular training program, a trainer is needed who can access the capability level of the

individual in the organization then provide the training as per the requirement. Hence, for the training

of the employees of the organization the proper plan is needed.

As I am the training manager of the company I need to implement a sales skills training program for the

Sales staff of the organization. So, I need to plan and design the training event using systematic

approach.

2.1. Planning for Training:

First step in the training process implementation is to analyses the training needs for the staff members

of the organizations at the different levels in an organization and compare it.

First phase of the Sales training program is the evaluation phase. To plan and design a good sales

program of training training program, we need that know about the team present situation. At what

stage the team is now or at present situation.

The next step is that where I want my team to be there. It is the prior decision step for the plan so not to

deviate from the path. The last step is how to bridge the gap. In order to start with the process, we need

to know the level of the training skills required by the various staff members. Here one thing is noted

that the different levels needs different kind of training as per their position. This phase needs the

assessment of the participants such as peers, managers, subordinates, business analysts, Senior business
analyst, clients etc. Now after the assessment of the overall picture of the organization’s Sales staff we

need to set the benchmark for the best performer or the ideal behavior.

The needs of the staff at different levels in the organizations are different. These are as follows:

1. Manager: The Sales manager is handling the Sales team who required less training as compared

to the whole team. They need the specific training sessions which does not require much time.

They need the training which is less time consuming.

2. Business Analyst and Senior Business Analyst: The Business Analyst and Senior Business

analyst in need of deep understanding of the Sales profile as they are going to start their

career path in the sales field. All the tricks and techniques should be explained with the

practical implementation. The Businesses analysis as well as the Business investigator require

profound comprehension of the Sales profile as they will begin their profession way in the

business.

Organizational level-

This training involves training of employees which effect the whole organization or help in attaining the

organizational goals. At this level the trainer recruits and selects employees and then trains them as per

the need of the organization.

Occupational level-

At this level the training is given on the specialised field that the employee is working for. They are

trained and enhanced in the skills of the job they do in their profile. How the job can be done in the

most efficient way using the most advanced methods is focused in this traning.

Individual level-

This training is done for the individual's personal need of improvement of skills in a particular field. If the

individual or his superior feels that he is competent enough to be given a job but lacks in some particular

skill to perform the job effeciently then he can be individually trained.

The Interactive training method is most effective in maximizing the sales in the organization and the

reasons are given below:

1. The employee’s involvement is important in the training session, so that in interactive training

the trainer and the leaners would interact with other on learning and adapting new skills and

knowledge which helps to increase the sales.

2. More knowledge can be shared as where the employees and the trainer would share their views

and ideas together and that increase their participation and interest towards training.

3. The employees are more engaged in the interactive training method as where they get ideas on

new information for the growth in their career and work.

4. The communication level is high in interactive training session, as that the increase the

confidence of trainers to adapt on to any kind of change and to overcome all the barriers as it

helps on good decision making

1. Assess the advantages and disadvantages of training methods used in an organization

Advantages of the training used in the organization are as follows:

 Motivational development of the employees.

 Enhances the level of job satisfaction.

 Enhances the efficiency of the employee to work.

 The enhancement in the capabilities of the employees to use the technology as well as the

concept more promptly.

 It results in the financial gains.

 Increase the usage of the innovation in strategies and the product development.

 Develop the company image.

 Helps to successful implementation of the Risk management.

The disadvantages of the training are as follows:

1. Time Consuming

2. Repletion of the unnecessary topics.

3. It uses some financials.

4. Sometimes enhances the conflicts about the topics which we have already learnt and

going to learn in the training sessions.

1. Use a systematic approach to plan training and development for a training event

The systematic approach to the plan training and development having the following steps:

 Analysis

 Design

 Development

 Implementation

 Evaluation

The systematic approach involves the steps which have the first step i.e. Analysis. The analysis needs the

data gathering about the process where it lies with the benchmark of the training process. The benefits

and demerits of the approach can be discussed in the analysis phase.

The design phase involves the designing of the process of the training with the requirement specified in

the analysis phase.

The development phase enhances the capabilities with the other upgrading specifications. It enhances

the topics which are not covered under the designing phase.
The Implementation process needs the execution of the training plan. It covers all the topics related to

the Sales for the beginners and the specific noted points to the higher-level managers.

The evaluation process of the systematic approach works after the implementation process. It analyses

the merits and demerits of the training process and the level of understanding of the staff members

about the training.

3.1 Prepare an evaluation using suitable techniques

The method of the evaluation are as follows:

 Observation

 Feedbacks

 Interviews

 Questionnaire

 Recording of the instances

 Time bound events happening evaluation

Here for the sales training we need to have the interviews, Questioner, Recording of the events or any

interactive evaluation methods.

3.2 Carry out an evaluation of a training event

Types of Evaluation:

The evaluation of the training is much required by the trainer as he needs to know the understanding

levels of the staff. He has to aware that the desired levels of understanding have been met or still some

efforts are required. It actually maps the training process with the defined goals or the objectives of the

training process.

Types of evaluation are as follows:

  Formative

 Process

 Outcome

 Impact

The formative evaluation provides the feedback on the curriculum which has been developed is as per

the requirement of the staff or not.

The Process evaluation provides the monitoring of the training process or the during training sessions. It

collects the verbal feedbacks.

The outcome evaluation done on the basis of the result of the training sessions.

Impact evaluation find out the effectiveness of the process as per the strategy used.

The methods of the evaluation can be Qualitative or Quantitative.

The Qualitative evaluation done on the basis of the verbal evaluation, process evaluation, practical

implementation of the knowledge gained from the training sessions.

The sales training evaluations based on the verbal communication of the staff members. The much

communication regarding the training topics enhances the level of understanding of the employees. The

outcomes which has been collected in the previous steps are used here. Those outcomes show that how

the process has to be evaluated and the impact of the evaluation methods used.

3.3 Review the success of the evaluation methods used

The success of the evaluation methods used can be reviewed by the higher team managers or the

officials. It can be recorded on the basis of the certain type of practical examinations conducted after

the training sessions. The feedback sessions are also conducted for the review of the success of the
evaluation methods used. The Sales training success with the successful and well-defined goal path

following by the training session.

The Sale is the process of the effective communication with the customer about the product or service

with the well-defined objectives of selling of the product in the mind. It is the capability of the sales

person that how to tackle the customer so that he can make the buy decision. It is the process of

convincing the employees also. The training make this process happen.

The Middle Eastern nations, particularly the ones in the Gulf, trust that the presentation and execution

of new administrative models would bring about positive results for their associations. Other Middle

Eastern nations have additionally been attempting to move from the conventional and bureaucratic

models toward more administrative and result oriented ones. That is the reason the late 80s were called

"the time of regulatory improvement", Zoubi (1982). It is essential to demonstrate, now, that while

there is an immense group of writing that tends to the central connection between preparing programs

and authoritative adequacy, there is a critical need and shortage in such research inside the Middle East

and North Africa district. This is for the most part because of the absence of significance given to

innovative work alongside the nonappearance of talented human asset directors who should execute

such practices inside both open and private associations, Ali what's more, Maglhaes. They figured out

how to use their money related surpluses to pull in and execute the best administrative practices in their

open and private associations and manage an expanding level of advancement.

Truth be told, preparing and learning can be additionally encouraged by mechanical instruments that

convey the substance in a more illustrative and clear way. After the execution of adequate innovative

gadgets, improvement is the second step. It revolves around the execution of the learning exercises and

the cost that it includes. The following two essential advances are execution of the preparation

programs and control of their execution and general activity, Ramirez (2008).

The significance of making an unmistakable preparing methodology has positively affected preparing

viability in Dubai's administration. As Figure 1 appears, 91.6% of respondents concur that their

deliberate preparing viability saw significant change because of the usage of all around composed

preparing methodologies. A sum of 85.7% of the overview respondents demonstrated that the

preparation techniques that were utilized to convey preparing were imperative in deciding the quality

and viability of the preparation. Similarly essential was the designation of an adequate preparing

spending that enabled preparing offices to convey quality projects with a positive reaction rate of 89.8%.

An unmistakable system, a various and deliberate preparing strategy and an adequate preparing

spending plan are three fundamentally critical segments for successful preparing and, thus, powerful

hierarchical execution.

The possibility of the competency development is to look in creating aptitudes and information of

students and specialists at the activity close by. The capability improvement takes a gander at:

 Learning

 Aptitudes

Execution capacities; playing out these aptitudes and enhancing those that they as of now do everyday
Ability based preparing and evaluation is completely advanced by the administration, looking to likewise

advance administration improvement i.e. MCI. Their general point is:

Supporting the vocation and advancement desires of students without the verifiable predisposition

towards formal scholastic accomplishment; i.e. there are no formal pre-passage capabilities required for

NVQ, in this way evacuating the obstructions of learning

Supporting adaptable and employment important learning, through on-going preparing and appraisal in

the work environment, with no pre-decided time period and finishing, and conceivably insignificant

contributions from training suppliers

Supporting businesses' targets for HRD, by concentrating on pertinent occupation abilities. Capability

structures and evaluations likewise bolster a scope of HR arranging and execution administration

applications.

Supporting workers' employability destinations. NVQ for instance are organized to address the issues of

the association through consistent preparing on refreshing their insight on the hardware and innovation

the student clients at work

The NVQ, first presented in 1986, was framed by the National Council for Vocational preparing, which

has empower those of any age to pick up a commonsense capability that can be exchanged to the work

environment. The assessors of the NVQ courses take a gander at the accompanying:

Distinguish what they can do as of now

Concede to the standard and level they are going for

Examine what they have to realize

Pick and concede to exercises that would enable them to realize what they require

The Review of Vocational Qualifications in England and Wales (RVQ) Working Group report in April 1986

prescribed the acquaintance of NVQ's with address shortcomings in the then current frameworks of

professional capabilities. Among the shortcomings it distinguished were:

 No unmistakable, promptly reasonable example of arrangement and in addition extensive cover,

duplication and holes in that arrangement

 Numerous obstructions to getting to professional capabilities and deficient plans for movement

and exchange of credit

 Appraisal techniques one-sided towards testing of learning instead of aptitude or capability

 Deficient acknowledgment of learning increased outside formal instruction and preparing

 Constrained take-up of professional capabilities.

The Learning and Skills Council (LSC): The foundation of the LSC has effectively joined the obligation

regarding all arranging and subsidizing of post-16 learning (aside from HE) into a solitary body, beating

the unpredictability and incongruity of the past courses of action.

The Connections Service: This is the Government's bleeding edge bolster benefit for all youngsters

matured 13-19 with 47 Connections Partnerships in activity. The administration gives an incorporated

exhortation, direction and self-awareness administration to help evacuate the boundaries to learning

and guarantee that youngsters get the help important to enable them to make a smooth progress to

working life.

Financial specialists in People (IiP): This is a national standard which intends to enhance hierarchical

execution through the improvement of individuals. There are right now more than 37,500 IiP perceived
associations in the UK and a further 25,500 associations, including numerous schools, working towards

the standard.

Association Learning Fund: The ULF is a wellspring of subsidizing to help exchange associations utilize

their impact with managers, representatives and others to empower more noteworthy cooperation in

learning at work. £34 million more than three years has been assigned for ventures extending from

essential abilities to proceeding with proficient advancement.

The UK government has introduced various initiatives in the field of human resource development.

There are various government institutions that look after human resource management such as

department of health, department of work and pension and department of trade and industry. All these

institutions have provided services to privately owned organizations. UK government has launched

various programs for improving human resource in country. The government has recognized that skills

and knowledge can only be maximized by conducting proper training sessions and as a result UK

government has decided to give contemporary training to its workforce. The government has started

National vocational Qualifications (NVQ) in order to trained people in particular industry. In addition,

apprenticeships also initiated by government which provide work based training .

Contemporary training initiatives - Small and medium sized enterprises have contribute to national

economy so to support further development the UK government has started various training and

development programs. Initiatives taken by UK government has helped people to find better jobs and
also ensures that government is committed to help private sector. Government has designed training

programs according to industry requirements and these programs are not common for all firms. The

government has focused on creating standard workforce of specific sector by National Vocational

qualifications.

Role of contemporary training initiatives in private of organization – Training programs initiated by

government of UK has significantly contributed to the development and growth of private and public

organization. Mark and Spencer which is a British multinational retailer can utilize training programs for

further development and gaining competitive advantage. Mark and Spencer (M&S) has changed its

strategies to for further development therefore company would require training facility for employees.

This contemporary training initiative can be contributed to M & S training programs and also help

employees to adjust in global environment (M & S, 2015). For achieving organizational goals and

objectives Mark and Spencer need to support employees and required to develop effective training

programs and also utilize contemporary training.