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Group:04
Alok Kr.
Amrita
Kumari
Balram Kr.
Deepti
Manisha
Mayur
Khandelia
Priya Kumari
1
Raushan Kr.
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Objectives of the
study
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Literature Review
Specific training of sales people enhances their
performance and produces customer-oriented
selling
In different circumstances firms might choose an
appropriate distribution flexibility strategy which fits
with their distribution environment
Incentives motivates sales people to perform more
effectively
Many companies today are trying to identify
innovative compensation strategies that are directly
linked to improving organizational performance
Evaluating the performance of sales territories
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SWOT Analysis
Strength
Weakness
Opportunity
Threat
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INTERVIEW
OUTCOME
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EDO Branches
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11
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Recruitment
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Recruitment (Contd.)
Level
1
CV Short listing
Group Discussions /
Business Plan Competition
Interview round 1st Round
Level
5
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Training and
Development (Contd.)
Induction
Training:
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On Job
Training:
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Interna
l
Trainin
g:
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Competency
Training:
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Compensation
(Contd.)
Position
Variable
Branch Manager
18 - 20
20% of CTC
Assistant
Manager
Area Manager
12 - 14
20% of CTC
8 - 8.5
20% 0f CTC
Area Executive
5.5 - 6.5
20% of CTC
Sales Trainee
2.5 - 2.6
20% of CTC
20
Performance evaluation
of sales personnel
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Performance evaluation
of sales personnel
STAR WARS:
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Wholesale Distributor
(WD)
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WD employees: Recruitment
and Compensation
Recruitment:
The salespersons of distributors are
appointed by the distributor himself in
consultation with ITC officials
Compensation:
Their fixed salary is paid by the distributor
but is reimbursed by the company
The variable salary of salesmen is decided
on his meeting of sales target
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WD employees: Recruitment
and Compensation
Salesmen Evaluation and Compensation
25
26
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Distribution Channel
CNF
FACTOR
Y
WHOLESALE
DEALER
BASE
WHOLESAL
E
DISTRIBUT
OR
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RETAILE
R
29
Channel Type
3-level Distribution
Channel:
2 -level Distribution
Channel:
Wholesal
Compan
y
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Wholesal
e
Distribut
or
Retailer
s
Consum
er
30
Distribution Type
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Physical Distribution/Logistic
Central
Warehous
e
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Percentage
1. Convenience
25
2.
Grocery 1/3
25
3.
Grocery 2
25
4.
25
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Bands
Score
Platinum
> 95%
Gold
85-95%
Silver
80-85%
Bronze Star
75-80%
Bronze
60-65%
Non Performing
< 60%
34
Bands
Follow up action
Not Qualified
Non Performing
Not Qualified
Bronze
On Notice
Not Qualified
On Notice
BM to revert with
follow up plan
Qualified
Non Performing
On Notice
Qualified
Bronze
On Notice
Time bound action
plan
Qualified
Encouragement for
further improvement
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RETAIL
SURVEY
OUTCOME
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43%
40%
35%
30%
25%
18%
20%
14%
15%
7%
10%
5%
7%
6%
5%
0%
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HUL
Pepsico Parle
Nestle
37
Easy access
Attractive schemes
35%
65%
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Yes
No
22%
78%
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Solutions
Proper training should be provided to salesmen
Salesmen should be regularly informed about the changing
offers and schemes on the products
An apparel containing detail of offers should be given to
salesman for ready stock sales
Apparel should be provided to salesmen to enhance brand
awareness
Territory allotted to salesmen should consider the sales
potential and concentration of outlets in that area
Salesmen should be provided incentive for adding new
outlets
TPS should be updated regularly to show current stock
details
The incentive of the salesmen should be based on the
number of outlets served by them too rather than merely on
sales volume
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References
Sergio Romn, Salvador Ruiz, Jos Luis Munuera, (2002) "The
effects of sales training
Kangkang Yu, Jack Cadeaux, Hua Song, (2012) "Alternative
forms of fit in distribution flexibility strategies", International
Journal of Operations & Production Management, Vol. 32 Iss:
10
Andrew Napier, (1986) "Incentives A Vector of Improved
Sales Performance?", European Journal of Marketing, Vol. 20
Iss: 6, pp.36 51
Steven H. Appelbaum, Loring Mackenzie, (1996)
"Compensation in the year 2000: pay for performance?
Health Manpower Management, Vol. 22 Iss: 3, pp.31 - 39
Journal of Marketing; Jan1972, Vol. 36 Issue 1, p31-37, 7p
www.itcportal.com
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