Konica Minolta is a technology company which is in the way of transitioning from a traditional hardware and services business to hardware, services and professional services business. The organization has about 500 full-time workers as well as contract and temporary workers. It is basically a professional workforce consisting of a sales staff, service technicians and support tasks. Support tasks include IT, HRM and marketing teams. The business has offices in Australia, Sydney, Melbourne, Brisbane, Canberra, Adelaide and Perth. The project will provide reliable, scalable sales training for workers. Workers have different levels of experience and different levels of responsibility within the organization. They operate in different states and sell in different markets. This training will be developed and implemented by HR teams who are non salespeople (Brain, 2019).
Sales training is important to improve Konica Minolta’s strategic selling. Workers need to develop communication skills. Although many salespeople like to talk to people, they may not have the skills to communicate well in round-outs around them. What skills should be helped to increase through sales training, such as the art of asking what is really needed to understand the art of listening and the art of asking the right questions when asking. The training will teach you how to communicate effectively with all kinds of personalities and different peoples. Sales training can prove to the seller a proven approach that can be successful. This gives sales a roadmap across the entire presentation rather than just giving them “wings”.
A key component of most sales approaches is the development of various closing strategies to meet potential purchase commitments. Trainees need to learn to look for different signals that are probably ready to buy. When ignoring administrative tasks, some salespeople tend to focus entirely on the "public" aspects of the job, such as: anticipating sales and making calls (Mardatillah et al. 2018). It demonstrates that the importance of activities such as daily monitoring of effective commercial training activities, accurate record keeping, and completion rate analysis. This information can help vendors determine the areas they need to better manage their time, grow and improve the company (Kodwani & Prashar, 2019).
Subjecting a sales training will require building a training programme with five major decisions like the A-C-M-E-E decisions.
The aim of the sales training is to provide knowledge and to advice Konica Minolta in context to strategic training.
i) To acquire work skills and improved performance of job
ii) Assist new sales staff to carry out their work satisfactorily and thus reduce the turnover rate of sales staff.
iii) Increase the efficiency of sales force.
iv) Increase the overall efficiency of a company's individual sales activities.
The Basic Sales Training Program will include four main themes of the program:
· Product Information (Product Knowledge)
· Market Information
· Sales Technology
· Company Information.
For Newly Recruited Sales Workers - Most training programs are comprehensive and long and the content of their training will deal with the market. For experienced sales staff - specialized topics as well as more intensive and shorter programs.
There are 2 methods and the following:
(i) on the job training: Different methods of on the job training that will be followed are a. Coaching b. Mentoring c. Job rotation d. Job Instruction Technique. This method is suitable for developing the skills of the trainee to create presentations, respond to objections and close sales.
(ii) Off the job training: Various off the job training methods that will be included are a. Lectures b. Presentations c. Role play d. Simulation games e. Group Discussions f. Demonstrations.
The Execution step in context to A-C-M-E-E is the 4th step in designing the sales training and subjects 4 key organisational decisions. They are as follows: (a) Who will be trainee? (b) Who will carry out the training? (c) When will the training take place? (d) Where will the training site be?
It focuses on measuring the effectiveness of training programs. However, it is not easy to measure the effectiveness of sales training, but it is possible to determine the effectiveness of the program. In this context the assessment of the effectiveness of the training program will be based on sales records as an estimate. Sales promotions, competition activities, training in other areas like economic rules as well as sales effectiveness are also counted.
In this context, other methods of measuring the effectiveness of a training program, written tests (before and after training) are used to determine what the trainees have learned. For example, it is suitable for measuring product knowledge quantity and depth improvement, but in the case of trainees, very little has been revealed about the effectiveness of its application.
It is a known fact that the older population are more vulnerable towards COVID 19 virus. So training them in the office will not be acceptable. Instead, their strategic selling training can be bought online. Virtual training programs are needed to be initiated by the company in this case. There are several virtual training programs like Lex and several others which can be used. The online training portal of the company will be also can be used for the training.
Training outline (time period: 3-6 months)
Brain, A. D. (2019). Increasing wine sales through customised wine service training–a quasi-experiment. International Journal of Wine Business Research.
Kodwani, A. D., & Prashar, S. (2019). Assessing the influencers of sales training effectiveness before and after training. Benchmarking: An International Journal.
Mardatillah, A., Budiman, I., Tarigan, U. P. P., & Sembiring, A. C. (2018, April). Developing soft skill training for salespersons to increase total sales. In Journal of Physics: Conference Series (Vol. 1007, No. 1, p. 012025). IOP Publishing.
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