order 16607 individual project unit 3

Effective Communication and Redesigning the Process
How would you retrain these valuable personnel?
To retrain the sales personnel, specific attributes have to be covered. Hence, I would
train these workers regarding the firm’s structure and operations. This would mainly entail
the positions within the company, the board’s role, the protocol of supervision, the available
channels of communication, the company’s policies, and the company’s governing
regulations. Also, I would train them on the firm’s mission, philosophy, and vision (Marshall,
2016), which would primarily enable the sales personnel to perceive the firm’s role within the
community. The third component I would retain the employee on is the organizational culture
since it is viable for the employees to understand the firm culture; thus, the new employees
must be taught these cultures to interact with their co-workers effectively.
Additionally, I would train the new employees on the firm’s daily routine, which
would enable them to be aware of how the company operates. The retaining would include
how the company operates and supervision and other management departments. This would
give them the concept of how they would be supervised, the time they are required to be
checked, who would be responsible for supervising them, and the overall tole of supervision
in the whole department. Another significant aspect of training for the sales personnel and
other employees concerns time management. It is crucial for the sales personnel to effectively
manage time in their daily operations (Ingram et al., 2019). Another central aspect to be
encompassed in training is the application of new technologies that the company utilizes.
Information technology is currently integrated into all aspects of the working environment.
The sales and marketing department utilize IT in reaching novel clients in various markets
(Ingram et al., 2019). Hence, the sales personnel must be knowledgeable and possess the
technological skills to conduct their daily responsibilities.
How would you redesign your recruitment efforts in the discussion to account that sales
personnel will need additional training?
The HR department should execute a full hiring procedure audit to redesign the hiring
efforts to guarantee that sales personnel attain the extra training in sales. After the process of
categorizing the ideal candidate for the sales position, the process should continue in
introducing the attributes of success measurements or even the development requirements of
the sales personnel as the final stage (Plouffe, Nelson & Beuk, 2013). Hence, the success
evaluation ought to be at least the initial three months of recruitment. In this period, the new
employees must be effectively trained and equipped with the needed skills and tools as
aligned to their roles and responsibilities.
Thus, to effectively redesign the training procedure, I would apply both formal and
informal training processes. This is mainly because the sales operations involve various
components; hence the sales personnel require to be well conversant to different components
to enable them handle different situations in the position. Therefore, the activities that would
be encompassed in the formal training, firstly, is the direct instruction, which entails briefing
the sales personnel on their roles and responsibilities. Additionally, the application of
apprenticeship, which is the observation and working with other skilled employees for the
initial recruitment period. Hence, the novel workers should be assigned other employees they
would need to work with for a particular time. Thirdly, I would include organizing the
employees to regularly attend workshops, meetings, and seminars (Marshall, 2016). This will
help them in learning new and essential attributes that comes with their positions. The
conferences will allow them to intermingle with experienced workers; thus, help them
acquire novel skills.
Display an ability to behave in a diplomatic fashion.
To display and behave diplomatically in addressing the problem regarding the sales
personnel, the company management should conduct several meetings with the employees to
mainly discuss the numerous challenges and problems that the workers face in their working
environment. This would help in motivating the workers and introduce the chance for
ownership. The workers would feel a sense of belonging by airing out their perspectives and
opinions on certain organizational main decisions. This would allow them to decide such
decisions and make the employees motivated and feel valued. Also, the firm can behave
diplomatically through organization of several conferences, in which the workforce gets to
relate and exchange opinions among themselves (Marshall, 2016). Overall, they would have
the chance to attain extra skills via training and sharing with their co-workers.
Ingram, T. N., LaForge, R. W., Avila, R. A., Schwepker, C. H., & Williams, M. R.
(2019). Sales management: Analysis and decision making. Routledge.
Marshall, G. W. (2016). Sales Force Management: Leadership, Innovation, Technology.
Plouffe, C. R., Nelson, Y. H., & Beuk, F. (2013). Testing an enhanced, process-based view of
the sales process. Journal of Personal Selling & Sales Management, 33(2), 141-163.

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