SALES HR LINKING BUSINESS WITH HUMAN CAPITAL

“SALES HR” LINKING BUSINESS WITH HUMAN CAPITAL

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

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

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.

FPA Recruitment Planning & Implementation - Research Data

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

Recruitment Planning & Implementation -FPA Activities § FPA Reference Program § Robust FPA Reference Program § Time Line : § Responsibility:

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:

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:

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

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

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

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

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

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.

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).

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

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

FPA Recruitment & Training Process Recruitment Process Step 1 Sourcing – SM / Referrals / Agencies (New Branches) Step 2 Screening the CV / Candidate Profile Form Step 3 Shortlisting 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 Step 1 Data Collation and Batch Approval Step 2 Batch Buddy – Sales Mgr as Administrator Step 3 Batch Progress Reviews Step 4 Post Training Examination 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 Controls § Data Reporting For Approval § Random Quality Audits By Senior § Data Validation and Mgr / Documentation RM * § Batch Monitoring & Progress Reporting § Certificate Of Completion - NIS § On Line Examination

Strategy – Sales Force Recruitment • Participation in Job fairs: Times Job / Naukri. com • Strengthening the Referral program. • Using Consultants • Adding more consultants on the panel. Sales Force Recruitment • Develop incentive plans for the Consultants. • Sales HR “ Linking Business with Human Capital ”

Way Forward • Resource Planning at New Branch locations • Numbers of Proposed Branches -5 ( Ranchi, Nasik, Aurangabad, Hawrah, Faridabad) • No of SMs/ASMs PLAN • Phase 1: 30 (Oct 31 st) • Phase 2 : Total 50 (Nov 30 th) Sales Force Recruitment • Resource Planning at Spoke locations. • Numbers of spoke- 63 • No of SMs / ASMs - 126 • Time line : Oct 31 st, 2005 CONTROLS Sales HR “ Linking Business with Human Capital ”

Recruitment - SM / ASMs Recruitment Process Step 1 Sourcing – Referrals / Agencies / Job Portals Step 2 Screening & 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 6 Final Interview – Zonal Manager Step 6 Pre Offer Ref Check – Cross check on Employment history Controls § Multi-level Screening § Analysis Of Prospect / Reference List § Practical Approach § Cross check on Employment History § Random Quality Audits By Senior Mgr / Head / Directors

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 ”

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

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

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 ”

Sales Force Retention Strategy o Team Welfare 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 ”

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

Reward & Recognition • & 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 ”

New Initiatives Sales HR “ Linking Business with Human Capital ”

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 ”