Dear all,
I am currently in the process of assessing the skill gap of sales executives in my organization. Are there any methodologies to assess their skill gap apart from self-assessment? Please suggest some methods to help me complete this assignment.
From India, Kodaikanal
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I am currently in the process of assessing the skill gap of sales executives in my organization. Are there any methodologies to assess their skill gap apart from self-assessment? Please suggest some methods to help me complete this assignment.
From India, Kodaikanal
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Self-assessment cannot be very helpful, assuming by self-assessment an assessment by the individual to be assessed.
Very critical for sales personnel is the understanding of the organization's strategy, which should drive the Job-Task-Analysis, in turn driving the required attributes at each level.
Such assessment requires input from all levels starting from the VP-HR (or whoever heads the HR function at the top) and the COO, coupled with managers at each level.
From India, Mumbai
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2Very critical for sales personnel is the understanding of the organization's strategy, which should drive the Job-Task-Analysis, in turn driving the required attributes at each level.
Such assessment requires input from all levels starting from the VP-HR (or whoever heads the HR function at the top) and the COO, coupled with managers at each level.
From India, Mumbai
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Dear Vaideki Krishnan,
Salespersons require the following skills:
a) Listening skills
b) Questioning skills
c) Negotiation skills, and so on.
However, training your salespersons on these skills in isolation will not serve your purpose much. What you need to do is create a customized sales process to sell your products/services. You need to embed all the necessary skills in the process itself. When they learn the process, they will automatically acquire the supporting skills. The benefit of having your own process is that salespersons may come and go, but the process will remain with you and will continue to enrich day by day, month by month, or year by year.
However, it may be noted that creating a standardized sales process is no easy task. It requires a lot of effort and field visits along with the salespersons.
Another crucial aspect is the salesperson's ability to maintain records of how sales calls were handled. These records help them effectively handle future calls and are also a part of the sales process.
I conduct training on "Effective Selling Skills." As part of the training, I assist companies in customizing their sales process. If you are interested, you may seek approval from your management, and we can proceed from there.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Salespersons require the following skills:
a) Listening skills
b) Questioning skills
c) Negotiation skills, and so on.
However, training your salespersons on these skills in isolation will not serve your purpose much. What you need to do is create a customized sales process to sell your products/services. You need to embed all the necessary skills in the process itself. When they learn the process, they will automatically acquire the supporting skills. The benefit of having your own process is that salespersons may come and go, but the process will remain with you and will continue to enrich day by day, month by month, or year by year.
However, it may be noted that creating a standardized sales process is no easy task. It requires a lot of effort and field visits along with the salespersons.
Another crucial aspect is the salesperson's ability to maintain records of how sales calls were handled. These records help them effectively handle future calls and are also a part of the sales process.
I conduct training on "Effective Selling Skills." As part of the training, I assist companies in customizing their sales process. If you are interested, you may seek approval from your management, and we can proceed from there.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Dear Vaideki Krishnan,
This is what we do:
1) List skills required.
2) Define rating.
3) From immediate superior, take the rating of required versus actual.
For example, for Salesperson X at the AM level:
Required Actual
Convincing skills B C
For Salesperson Y at the Managerial level:
Required Actual
A B
A - Exceeds expectation
B - Good
C - Meets requirement
D - Need to improve
Hope this helps.
Darshana
From India, Mumbai
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This is what we do:
1) List skills required.
2) Define rating.
3) From immediate superior, take the rating of required versus actual.
For example, for Salesperson X at the AM level:
Required Actual
Convincing skills B C
For Salesperson Y at the Managerial level:
Required Actual
A B
A - Exceeds expectation
B - Good
C - Meets requirement
D - Need to improve
Hope this helps.
Darshana
From India, Mumbai
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Hi there,
Respected member, please refer to the job description of employees and extract their skills. Please note that you need two types of skills: core skills (competencies) that you require everyone to have and skills/competencies based on the jobs they do such as sales/marketing, etc.
Once you have identified the skills required, you need to determine the level of these skills. After that, you should work with employees to identify the gap between their existing skills and the required skills by the organization. This process is called gap analysis. Please ensure that the rating is from 1-5.
Please find the attached document on Sales Management Competencies courtesy of http://www.jsasolutions.com/files/1_...mpetencies.pdf.
Also, please refer to another thread on Sales Core Competencies courtesy of Sales Core Competencies.
I hope the information I have provided is useful for you.
Regards
From Oman, Muscat
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Respected member, please refer to the job description of employees and extract their skills. Please note that you need two types of skills: core skills (competencies) that you require everyone to have and skills/competencies based on the jobs they do such as sales/marketing, etc.
Once you have identified the skills required, you need to determine the level of these skills. After that, you should work with employees to identify the gap between their existing skills and the required skills by the organization. This process is called gap analysis. Please ensure that the rating is from 1-5.
Please find the attached document on Sales Management Competencies courtesy of http://www.jsasolutions.com/files/1_...mpetencies.pdf.
Also, please refer to another thread on Sales Core Competencies courtesy of Sales Core Competencies.
I hope the information I have provided is useful for you.
Regards
From Oman, Muscat
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Pre Training Skill Assessment - Appraiser - HO.doc