First, the new sales staff training 1. The purpose of the training is to make the sales staff of the new company understand the basic contents and methods of their work, help employees to clarify their responsibilities, procedures and standards, and make them understand the company's expected attitudes, norms, values and behavior patterns, so as to help them adapt to the enterprise environment and new jobs smoothly and improve their work performance. 2. Training stage: the company adopts a three-stage training method for the training of new employees. The following table gives the main contents of its training in each stage. Training content at different stages. Training phase? Main content company training? Let the company's new sales staff have a preliminary understanding of the company, mainly including the company's development, corporate culture, personnel rules and regulations and other branch or sales department training? 1. Understand the functions of the department and the job responsibilities of employees. 2. On-site training of relevant professional knowledge and work skills? Job site guidance to help new employees improve their work skills and performance. 3. Arrangement of training time and training content For the training of new employees, the Human Resources Department should arrange the time in advance and make corresponding plans. See the following table for the training plan of new employees in this enterprise. What is the training content of the first stage training schedule? Implementation time? Training place? Training lecturers? Training method? What is the main content of the training? ____~____? Group college? Lecturer in enterprise training center? Centralized teaching? 1. Basic information of the enterprise: the group's entrepreneurship, growth and development trend, the group's ideas, traditions, habits, norms and standards, the main industries and organizations of the group, and the senior management of the group. 2. Product knowledge: brand, performance, price ratio, service product name, product advantages, etc. 3. Product target market and sales channel management. The competitiveness of enterprises in the same industry. ____~____? Group college? Lecturer of enterprise training center or employee of human resources department of the company? Centralized teaching? Corporate culture such as training system, salary and welfare system, reward and punishment system, employee daily behavior standard, employee attendance system, labor relations system and related financial system? ____~____? Group colleges focus on teaching? 1. Corporate values. Company strategy. Enterprise ethics and career planning? ____~____? Group colleges focus on teaching? 1. Establishment of career goals. The implementation of target strategy. Analysis of internal and external environment. Self-evaluation of interpersonal skills? ____~____? Group colleges focus on teaching? What are the professional etiquette such as the meaning, obstacles, skills and principles of communication? ____~____? Group colleges focus on teaching? 1. etiquette rules for salespeople 2. Introduction and communication of social etiquette? ____~____? Group college? Organized by the human resources department? In the form of seminars and exchange meetings? Business leaders, outstanding employees and students are open and interactive. Enterprise visit? ____~____? Inside the enterprise? Human resources personnel? On-site visit? The second and third stages of training schedule Visit the company's work site and production workshop during the training stage? Trainer? Training time? What is the main content of training branch or department? The main head of the department? After company training? 1. Introduction of this department (1) Introduction of department structure and responsibilities (2) Main responsibilities and business processes of new salesmen and their expectations for the company (3) Organizational structure of departments where new salesmen work, coordination and cooperation among departments (2) Introduction of relevant departments (1) Introduction of personnel of relevant departments (2) Main responsibilities of relevant departments. Direct supervisor or senior employee of the new employee? From the end of the first two stages of training to the end of the probation period? The person in charge of training gives guidance to new employees on sales skills and professional knowledge. On-the-job training 1. Selection of training opportunities (1) When a large number of salespeople join the enterprise (2) When sales performance declines (3) When new products are on the market (4) When market competition is fierce (5) When personnel are promoted (65433) (2) Target customers include the types, purchasing motives, purchasing habits and behaviors of target customers. (3) Competitor analysis includes competitors' products, market strategies and sales policies. (4) Sales knowledge and skills include basic knowledge of marketing, sales activity analysis, public relations knowledge, advertising and promotion, product pricing, procedures and responsibilities of on-site sales, negotiation strategies and skills, and communication skills with customers. (5) Handling of customer objections (6) Basic sales theory: implementation of marketing strategies, promotion strategies and tools. (7) Sales process: customer identification, sales preparation (sales plan preparation, customer contact preparation,), sales visit (preparation before visit, sales etiquette,), sales demonstration, customer objection handling (objection reason, objection handling attitude and objection handling method. Contract format clauses), payment recovery (payment recovery methods and payment recovery skills, risk prevention), establishment of stable business contacts (8) professional sales skills: customer approach skills, product introduction skills, telephone sales skills, objection handling skills, effective communication skills (9) relevant legal knowledge: contract law, product quality law, etc. (10) Cultivate the mentality of successful sales: honesty, pressure management and self-transcendence management. (1 1) Necessary professional knowledge of sales staff: product knowledge, sales skills, negotiation skills and team building. Three. Training management 1. Training materials Our company's training is mainly based on self-made teaching materials, supplemented by appropriate purchase of teaching materials. In order to improve the quality of training, all courses need to provide training materials for relevant departments, which can be compiled into written materials or slides. The company's induction training materials are compiled by the Human Resources Department. 2. Determination of training lecturers The lecturers for new employees' induction training should be internal personnel of the enterprise, because internal personnel are the people who are most familiar with the enterprise. Senior leaders of enterprises, managers of human resources departments, managers of sales departments and sales backbones can be invited to conduct induction training for new employees with different contents. 3. Preparation of related equipment and facilities During the implementation of new employee training, projectors, slide projectors, microphones and other equipment will be used. Before the implementation of training, the preparation of these equipment should be put in place to ensure the normal training. 4. Training disciplines (1) respect lecturers and staff, unite students, communicate with each other and improve together. (2) Fill in and hand in various questionnaires carefully. (3) Abide by classroom discipline, listen carefully in class, take notes and be quiet. Whispering to each other. (4) Evaluate after the training. Those who pass the exam will get a certificate of completion; Those who fail will receive retraining. Four, the training methods mainly include explanation, video, slide show, typical cases, live demonstrations, etc. V. Evaluation of Training Effect At the end of each training session, the training department should evaluate the training effect as a reference for future training work. Evaluation of training lecturers The evaluation of training lecturers is mainly conducted in the form of questionnaires, as follows. Trainer evaluation questionnaire student name position department evaluation date course name trainer training goal? □ Very clear? □ relatively clear □ not sure about the degree of integration of training content and objectives? □ Very consistent? □ relatively consistent □ has little to do with the lecturer's style? □ Like it very much? Do you like the arrangement of class time? □ Very reasonable? □ Reasonable □ General □ Unreasonable help for future work? □ Very useful? □ More useful □ Less useful □ Almost useless □ Overall evaluation of this course? Satisfied? Are you satisfied? □ average? □ Other suggestions are not satisfactory 2. Evaluation of trainees