Training process for salesman of FPT Telecom

training process for salesman72 giờ trải nghiệm tại FPT evaluation form for salesman positionhuman resource managementAs soon as they enter the company, 100% of new employees will be exposed to therookie training course. The new recruit training program (from 2015 to now) trainingin the direct form at the company is no longer really effective and somewhat boring.Instead, Fpt launched a new training course, which allowed employees to experience acreative, diverse and unique corporate culture. The program is called 72 hours ofexperience1.1. Determine the targetTraining “72 hours of experience” was built by FPT Training School in 2015 withthree main goals: Learning, Engagement and Experience. Study:As a training program, the primary goal is to bring basic knowledge of FPT toemployees. The knowledge related to history, culture, people and products serviceswill be cleverly integrated into the programs activities so that students have a broaderview of where they are and will be attached. . Attachment:With the name 72 hours of experience, rookies will have 2 days and 1 night to studyand live together with colleagues from different units in the group, which will giveparticipants the opportunity to participate. understand the corporation, experience thespirit of cooperation and cohesion. Experience:Coming to 72 hours of experience, many new things about FPT culture that theparticipating staff have not had the opportunity to know, as well as feel forthemselves. As a rookie, the first feelings will often leave a deep impression as well asform the desire to contribute more to the organization.1.2. Selection of training subjects 100% of new employees are recruited into the corporation.

I Theoretical basis In organizations in general and businesses in particular, the training and evaluation of employees in their organizations always plays an important and indispensable role Whether a small organization with a small number of employees or a large organization, there must be a training and evaluation process for its employees Only in this way can the management process in the organization be more comprehensive Training means giving new or current employees the skills that they need to perform their jobs, such as showing new salespeople how to sell your product Training might involve having the current jobholder explain the job to the new hire, or multi-week classroom or Internet classes Employers also increasingly capitalize on the fact that training fosters engagement But it’s important though to understand that training can’t work miracles To have an effective training program, managers need to understand the qualifications and aspirations of their employees One of the most effective measures for effective training is to properly assess the competence of employees Performance appraisal means evaluating an employee’s current and/or past performance relative to his or her performance standards You may equate forms with “performance appraisal,” but appraisal involves more than forms Many employers still base pay and promotions on employee appraisals Stripped to its essentials, performance appraisal always involves the three-step performance appraisal process: Setting work standards; Assessing the employee’s actual performance relative to those standards (this usually involves some rating form); Providing feedback to the employee with the aim of helping him or her to eliminate performance deficiencies or to continue to perform above par II Introducing Hanoi Business Center - FPT Telecom Company and Sales Executive position 2.1 Overview of FPT Telecom Joint Stock Company and Hanoi Business Center 2.1.1 The process of formation and development FPT Telecom Joint Stock Company - Full name: FPT Telecom Joint Stock Company - Short name: FPT Telecom - Head office: FPT Building - Duy Tan street - Cau Giay - Hanoi FPT Telecom Joint Stock Company (FPT Telecom) was established on January 31, 1997, is one of the member companies of FPT Corporation The business areas of FPT Telecom mainly include: Providing telecommunications network infrastructure for broadband internet services Providing internet telecommunications products and services -Setting up network infrastructure, providing internet telecommunications services Hanoi Business Center – FPT Telecom Joint Stock Company - Branch name: Hanoi Business Center (HN2) - Address: 59 Nguyen Cong Tru - Hai Ba Trung - Hanoi 37 Hanoi Business Center (HN2) is an affiliated business branch The branch's operations are under the direct direction of FPT Telecom When FPT telecom developed and expanded many branches covering all regions, the HN2 business center was soon formed and strongly developed to this day In recent years, HN2 business center has always been the leading business branch, bringing the highest revenue for the company 2.1.2 Sales Executive position at HN2 - HN2 has sales departments with hundreds of employees A team of young, dynamic and well-trained sales staff Job description of FPT Telecom Sales: - Actively seek information, approach and develop a network of potential customers ADSL, - Consulting, explaining to customers about Internet services (FTTx, IPTV, IVOICE ) provided by FPT Telecom - Negotiate, promote the implementation of contract signing procedures with customers - Support important terminals in contract implementation, customer care, debt collection, complaint settlement III Training process for sales staff at FPT Telecom For a new sales staff entering FPT will undergo a training process consisting of parts: - The first program is “72 hours of experience” to help employees get used to the working environment - The second program is periodic professional training, including initial and periodic training 1 Training to familiarize yourself with the working environment As soon as they enter the company, 100% of new employees will be exposed to the rookie training course The new recruit training program (from 2015 to now) training in the direct form at the company is no longer really effective and somewhat boring Instead, Fpt launched a new training course, which allowed employees to experience a creative, diverse and unique corporate culture The program is called "72 hours of experience" 1.1 Determine the target Training “72 hours of experience” was built by FPT Training School in 2015 with three main goals: Learning, Engagement and Experience - Study: As a training program, the primary goal is to bring basic knowledge of FPT to employees The knowledge related to history, culture, people and products - services will be cleverly integrated into the program's activities so that students have a broader view of where they are and will be attached - Attachment: With the name "72 hours of experience", rookies will have days and night to study and live together with colleagues from different units in the group, which will give participants the opportunity to participate understand the corporation, experience the spirit of cooperation and cohesion - Experience: Coming to "72 hours of experience", many new things about FPT culture that the participating staff have not had the opportunity to know, as well as feel for themselves As a rookie, the first feelings will often leave a deep impression as well as form the desire to contribute more to the organization 1.2 Selection of training subjects - 100% of new employees are recruited into the corporation 1.3 Developing training program content - Name of training program: “72 hours of experience” Training program content: ON Day Time Training content Form 1 9h30 - 11h30 14h30 - 16h15 16h30 - 17h15 20h00 - 22h00 8h30 - 9h30 8h30 - 11h00 14h30 - 16h00 16h00 - 17h15 Welcome students and get acquainted Concentration Open talk Concentration Knowledge Contest Concentration Day summary Concentration Entertainment program Concentration Exchange game Concentration Sports competition Concentration Day summary Concentration 1.4 Select a training method This program is built in a format that combines training and teambuilding Instead of focusing on theoretical knowledge, FPT will distribute and design these contents into games, competitions, knowledge contests That's Open Talk (the sharing and exchange of the show) guests), 72h Olympics (sports competition), 72h Secret Letter (race to decipher letters) or 72h Contest (competition to learn knowledge) 1.5 Selection of lecturers Internal trainers + Lecturers act as speakers in the "Open Talk" session: + Being leaders at FPT, with excellent achievements, in the top 100 excellent individuals of the corporation + Having many years of experience in the company and having a deep understanding of the company's core values 1.6 Choose the location and time of the training - Training location: Tourist areas - Training time: days night 1.7 Evaluate - - - Strength + The program is methodical, specific and clear, with a combination of "study" and "practice" + The lecturers are highly qualified and are senior leaders of the company, helping to bridge the company gap, and impress new employees about a close and comfortable working environment + Provide complete knowledge about FPT culture, especially the specific communication culture in the company + Creating a close relationship between colleagues, new employees quickly adapt to the FPT environment Limit + The method of evaluating post-training work is still limited (just fill out the form) + The program framework has little change over the years, becoming too familiar and boring Solution + It is necessary to change the evaluation method to better understand the employees' wishes: such as interview method, training needs analysis based on the employee's background + Augmented reality activities: games related to solving problems, sharing communication experiences with customers Annual professional training for business staff FPT Telecom has built a training program for its sales staff based on the process: - Determining training needs Develop a training plan Organizing training implementation Evaluating the effectiveness of training 3.1 Education program New Sales Staff TT Education program Training time Training places Training method FPT culture session FPT Building Concentrate FPT Building Concentrate At the branch Outside working hours FPT Building Concentrate FPT Building Concentrate (7 hours) Standard training for sales staff session Business employee management software sessions Face-to-face and telephone communication skills session Product sales and cross-selling skills session Risk management in business session Business law and professional ethics session (7 hours) (6 hours) (7 hours) (7 hours) FPT university Concentrate (7 hours) FPT university Concentrate (7 hours) Periodic training of sales staff TT Education program Professional sales staff Training time sessions (12 hours) Training places National Convention Center Training method Seminar Improve communication skills sessions (12 hours) Improve customer sessions service and complaint (12 hours) handling FPT University Hall Seminar FPT University Hall Seminar Training method and training form of the program 3.2 Training methods The Company's training programs are proposed by the Planning Department and submitted to the Company's leaders for approval Teachers can be employees of the Company or external teachers After defining the needs, objects and objectives of the training program, the trainers or instructors will coordinate with the Training Department to build a complete training program and training methods selected by the trainer or instructor In general, teachers or instructors still often choose a teaching method that follows the "adult learning theory" called Pedagogy - a teacher-centered method 3.3 Types of training FTEL mainly uses in-company training - Hiring external lecturers for teaching: For some training programs on general knowledge, business ethics, business law, FTEL uses the form of hiring external lecturers with professional qualifications and expertise in the field of business field - Self-training: With some training programs on communication skills, sales skills of sales staff, FTEL often uses its available resources to serve as lecturers, which are senior officials of the company FTEL, branch managers, sales staff who have achieved excellent results in their work These training sessions are often organized into conferences so that everyone can share experiences of their predecessors and answer questions from Salesman in order to create a dynamic and creative training environment for employees - On-the-job: This type of training applies to new salesman The old employees are assigned directly to guide new employees during the first days of work, lasting for about to days 3.4 Business staff training process The Company's sales staff training process follows the following process: The Company's sales staff training process consists of phases: phase is the stage of training needs estimation, phase is the training phase, and phase is the evaluation phase Those three stages are divided into steps, the steps are carried out in parallel, supporting and adjusting to each other 3.5 Evaluation of the implementation of the training program for sales staff Success + Training needs are accurately identified, providing the basis for more effective planning, implementation, and evaluation phases + The training plan of FTEL is built on the basis of analyzing the market's development trends and based on the results of the annual needs survey of FTEL employees Therefore, the training is close to the actual situation and meets the learning needs of employees + Training forms at FTEL are diversified to create conditions for employees to be proactive and have many opportunities to participate in training Limit + The company has not developed a long-term strategy for training sales staff + The company currently lacks a well-trained sales staff, and a lack of good experts in each field + FTEL does not have a professional training facility for employees Reason + FTEL does not have its own human resource development strategy as a basis for its long-term training strategy In particular, the sales staff need to regularly learn new knowledge and improve their trading skills but not have a long-term strategy + Training fee is limited, the company can only organize the most basic training courses enough for sales staff to work Solution + The company needs to deduct an appropriate percentage from the profit to build a fund for training sales staff + The company needs to innovate training methods in the direction of increasing the initiative and activeness of learners according to Andragogy method - Taking learners as the center + Divide employees into smaller groups and have a training plan suitable to their capacity and reasonable time IV Evaluation form for sale according to MBO What is an MBO rating? Management by Objectives (MBO) is a method of evaluating employee performance against defined goals These goals are developed through a process of discussion between employees and direct managers The process of evaluating employee performance is also the process of assessing the level of goal completion, the results obtained are both a basis for evaluation and a source of feedback for both employees and the leader This MBO technique has the following advantages: - Firstly, with the use of goal management methods in the organization, it will help promote the creative and proactive spirit of each individual in the organization There is always a regular exchange between managers and employees, thus creating a close relationship between superiors and subordinates Create an effective, cohesive and united working environment - Second, MBO helps to divide clear goals for each management level to help each person be more responsible for the assigned work - Third, the management method by objectives helps to recognize the shortcomings of subordinates and helps develop the organization's human resources, the company easily creates employee training programs The steps of implementing MBO include steps: drafting high-level goals, determining subordinate goals, implementing goals, conducting testing and correction, summarizing and evaluating MBO goals are set according to the SMART method: Specific - Measurable Achievable - Realistic - Time bound Building evaluation table for sales staff at HN2 Business Center 2.1 Step 1: The overall goal of the whole company The goals established in this step are the overall operational goals of the whole company This is the highest goal set by the manager - The short-term goal in 2023 is to reach 13,000 customers, an increase of more than 2000 customers compared to 2022 Revenue increases by 43% - New customers, expanding the audience to use the service not only in families but also in businesses, small and medium-sized companies - Products and services are not only sold separately for ADSL lines, but also sold with HD Box, Fshare and other value-added products and services 2.2 Step 2: Set goals for Sales Department - Four sales departments with the common function is to carry out the business of selling the company's products including Internet lines and HD Box television packages Revenue Department was assigned 2,120 billion VND, sold 410 new products in inner city districts - Target allocation for Sales Department in May 2023: 1,2B 2.3 Step 3: Allocate personal goals and reward system Sales Department achieves sales target of VND 1,20 billion in May Considering the goal set for an employee in the sales department 1: Staff A Sales 80 Revenu e 39.6 Market share New product inner city ADSL, districts HD Box work content Time Implementa tion progress Consulting to month products/ sell Internet, (1/6 - day HD Box TV 30/6) … The above goal is based on Mr A was the employee with the highest sales last month and Mr A has hopes to prove himself in order to be appointed to the position 2.4 Step 4: Monitor and monitor the goals of each employee and department and make timely adjustments We offer the following employee ratings: - Score level of 90 or higher, grade A - Score >= 80 and less than 90 is classified as B - Score >=70 and less than 80 grade C - Less than 70 points is D The points are used to pay salary, bonus, consider salary increase and reward appropriately With grade A continuously for months, there will be a reward If you achieve at least consecutive months, you will be awarded the title of the best employee of the year Class C, D staff: consider re-training to ensure satisfactory With a grade of D for consecutive months, the contract will be liquidated ON Amount of work Expecte d Reality Point (weight ) How to calculate points Employee's total monthly sales 50 Get the maximum score if the goal is completed exactly as expected Daily sales target performance 10 Achieve 50% of sales/day compared to the target + 2p Achieve from 30% + 1p Achieve less than 30% no points Market Expansion Maximum points if market expansion is effective Develop sales through old customers Plus point if old customers refer new customer or sell new services to old customers Developing customer subscribers by region Maximum points when developing diverse markets Note Developing customers through agents Developing customers through online channels Customer care Complaints not get points Support team development Support when team members lack sales +0.5p/contract 10 Initiative at work Plus point for each initiative Total 100 2.5 Step 5: Summarize and evaluate The process goes from bottom to top through parts: - Summary and evaluation of employees: each employee will have a personal self-assessment done at the end of the month to highlight the points that have been done, the points that have not been done, and raise the difficulties in the working process that needing support from superiors Also suggest working goals for the next month - Summary and evaluation of the head of the department: the manager is responsible for reviewing the self-assessments of the employees, combined with the general evaluations during the employee's job performance to make final conclusions - Summary and general evaluation of the director: the director reviews and approves There are adjustments to the target if there are fluctuations in factors of supply and demand, the environment Organize training courses on sales skills, training on selling HD box products, developing more sales channels new products 80 training courses for FPT Telecom staff 2018 (chungta.vn) Internal training at FPT (chungta.vn) FPT: Training new recruits – Experiencing culture in a unique way - Blue C FPT Corporation FPT Corporation's rookie training program (123docz.net) Group training and development status at FPT (123docz.net) https://conhinhconchu.com/dong-lai-gi-tu-72h-trai-nghiem-fpt/ Document Viewer (vnu.edu.vn) luận văn chỉnh sửa_Đinh Thị Huế (1).pdf (vnu.edu.vn)