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“SALES HR” LINKING BUSINESS WITH HUMAN CAPITAL

“SALES HR” LINKING BUSINESS WITH HUMAN CAPITAL. Sales HR - Deliverables. Performance Evaluation & Mapping. Talent Development . New Initiatives . Rewards & Recognition . Sales Force Retention Strategy . Recruitment Planning & Implementation.

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“SALES HR” LINKING BUSINESS WITH HUMAN CAPITAL

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  1. “SALES HR” LINKING BUSINESS WITH HUMAN CAPITAL

  2. Sales HR - Deliverables Performance Evaluation & Mapping Talent Development New Initiatives Rewards & Recognition Sales Force Retention Strategy Recruitment Planning & Implementation Sales HR “ Linking Business with Human Capital”

  3. Recruitment Planning & Implementation Sales Force Recruitment FPA Recruitment Sales HR “ Linking Business with Human Capital ”

  4. FPA Recruitment Planning & Implementation - • 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.

  5. FPA Recruitment Planning & Implementation - Research Data

  6. Recruitment Planning & Implementation -FPA - FEW FACTS ON FPA PROFILING : “Part Time” • Age • 18-25 yr- 34% • 25-30 yr- 25% • Source • Reference – 70% • Consultants – 17% • Qualification • 12th pass – 29% • Graduate – 51% “Full Time” • Age • 18-25 yr- 45% • 25-30 yr- 25% • Source • Reference – 59% • Consultants – 15% • Qualification • 12th pass – 24% • Graduate – 60% 59% 70% 64% 87% 84% 80% Source – April 04 to March 05 information

  7. Recruitment Planning & Implementation -FPA - Activities • FPA Reference Program • Robust FPA Reference Program • Time Line : • Responsibility:

  8. Recruitment Planning & Implementation -FPA - 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:

  9. 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:

  10. Recruitment Planning & Implementation -FPA - Activities • Aggressive Participation in Job fairs: • Times Job / Naukri.com or any other regional event . • Time Line : • Responsibility:

  11. 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

  12. Recruitment Planning & Implementation -FPA - Activities • Focus Association Meetings • Participate in monthly RWA’s Meetings. • Lead generations at Clubs. • Time Line : • Responsibility

  13. Recruitment Planning & Implementation -FPA - Activity Road Show : • On going and make it more creative with the help of Marketing . • Time Line : • Responsibility

  14. Recruitment Planning & Implementation -FPA - Activities • Focus on “B-Class Institute” • Start Showing Career to the students in final year.

  15. 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.

  16. 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).

  17. 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

  18. FPA Recruitment Planning & Implementation - • Job Fairs Participation. • Association meetings • Job Mailers • Empanelment of new consultants • Employment Exchanges • Websites / Portals Subscription • Road shows • Incentives on conversions • Database procurement FPA Recruitments

  19. FPA Recruitment & Training Process Recruitment Process • 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 AuditsBy Senior Mgr / RM * Step 1 Sourcing – SM / Referrals / Agencies (New Branches) Step 2Screening the CV / Candidate Profile Form Step 3Shortlisting 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 Pre - Recruitment Training Process • Controls • Data Validation and Documentation • Batch Monitoring & Progress Reporting • Certificate Of Completion - NIS • On Line Examination • External Supervision (Off Line Exam.) Step 1 Data Collation and Batch Approval Step 2 Batch Buddy – Sales Mgr as Administrator Step3 Batch ProgressReviews Step 4 Post Training Examination

  20. Strategy – Sales Force Recruitment • 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. Sales Force Recruitment Sales HR “ Linking Business with Human Capital ”

  21. 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 PLAN Sales Force Recruitment CONTROLS Sales HR “ Linking Business with Human Capital ”

  22. Recruitment - SM / ASMs Recruitment Process • Controls • Multi-level Screening • Analysis Of Prospect / Reference List • Practical Approach • Cross check on Employment History • Random Quality AuditsBy Senior Mgr / Head / Directors Step 1 Sourcing – Referrals / Agencies / Job Portals Step 2Screening & 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

  23. Talent Development • 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 Sales HR “ Linking Business with Human Capital ”

  24. Talent Development Development Skill Enhancement Program - MDP’s - ALP Job Rotation/ Enrichment (IJP) Sales Force Development Evaluation Sales HR “ Linking Business with Human Capital ”

  25. Sales Force Retention Strategy Sales HR “ Linking Business with Human Capital ”

  26. 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 ”

  27. Sales Force Retention Strategy • TeamWelfare 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 ”

  28. Reward & Recognition Strategy Sales HR “ Linking Business with Human Capital ”

  29. Reward & Recognition 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. Sales HR “ Link between Business and Human Capital ”

  30. New Initiatives Sales HR “ Linking Business with Human Capital ”

  31. 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 ”

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