學門類別
最新個案
- Leadership Imperatives in an AI World
- Vodafone Idea Merger - Unpacking IS Integration Strategies
- V21 Landmarks Pvt. Ltd: Scaling Newer Heights in Real Estate Entrepreneurship
- Snapchat’s Dilemma: Growth or Financial Sustainability
- Did I Just Cross the Line and Harass a Colleague?
- Predicting the Future Impacts of AI: McLuhan’s Tetrad Framework
- Porsche Drive (A) and (B): Student Spreadsheet
- Porsche Drive (B): Vehicle Subscription Strategy
- TNT Assignment: Financial Ratio Code Cracker
- Winsol: An Opportunity For Solar Expansion
Laurs & Bridz: Human Resource Policies for Sales Personnel
內容大綱
In 2017, the director of Laurs & Bridz Pharmaceuticals Private Limited (an Indian pharmaceutical manufacturer) was working to expand the company throughout India and increase sales revenue by 2020. However, the director recognized two obstacles: the lack of employees and the absence of a dedicated human resources department. The company needed to create human resources systems and processes to manage a sales force. The director needed to quickly decide on the selection recruitment policies, consider the best recruitment sources for sales personnel, and determine the competencies of the company’s sales force, while factoring in the various aspects of sales-performance evaluation, the sales-training processes, and the timing of regular sales training periods. What strategy should the CEO use to set up the company's human resources department?
學習目標
This case is designed for MBA or post-graduate marketing or human resource management courses to discuss human resources policies for the recruitment, selection, training, and performance evaluation of sales personnel. The case can also be used to illustrate how small firms manage their human resources and the challenges they face in the process of growing and expanding their operations. After completion of the case, student will be able to<br><ul><li>describe the role and competencies of a sales representative;</li><li>identify the various sources of sales personnel recruitment;</li><li>evaluate the effectiveness of the different sources of recruitment;</li><li>understand sales-training benefits and processes in selling;</li><li>evaluate various aspects of sales training; and</li><li>identify the various output and input goals necessary to evaluate sales performance.</li></ul>