Inside sales commission evaluation recommendations
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Inside Sales Commission Evaluation & Recommendations. Cherie Fontanilla Paige Mauney Emily Moss Travis Orr Amber Shirley. Overview. Background & History Overview of Inside Sales Commission Strengths Weaknesses Recommendations. I.A. CPR Background & History.

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Inside Sales Commission Evaluation & Recommendations

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Inside sales commission evaluation recommendations

Inside Sales Commission Evaluation & Recommendations

Cherie Fontanilla

Paige Mauney

Emily Moss

Travis Orr

Amber Shirley


Overview

Overview

  • Background & History

  • Overview of Inside Sales Commission

  • Strengths

  • Weaknesses

  • Recommendations


Cpr background history

I.A

CPR Background & History

  • Nation’s leading full service event rental company

  • 30 years in the industry

  • 37 stores nationwide

  • 2009 Rental Company

  • of the Year

(CPR, 2006)

(Spotlight Awards, 2009)


Commission structure

I.A

Commission Structure

  • 90% of the sales goal must be met

  • 0.5% of sales divided among 3 employees

(Laine Horton, personal communication, March 30, 2009)


Relationship to strategic goals

Relationship to Strategic Goals

I.B

(Classic Party Rentals, 2006)


Consistency with performance management

I.C

Consistency with Performance Management

  • Dimensions

  • Strengths & Weaknesses

  • Career Goals

(Noe, 2008)


Consistency with recruitment selection

I.C

Consistency with Recruitment & Selection

  • Commission rewarded to salespeople who were selected through CPR’s Candidate Evaluation Form

    • Assess candidate’s KSAs

    • Identify strengths & weaknesses

    • Provide hiring recommendation


Consistency with training development

I.C

Consistency with Training & Development

  • Commission motivates salespeople to retain knowledge through comprehensive training

  • Commission develops teamwork

(Kim Eatmon, personal communication, January 25, 2010)

(Maureen Riley, personal communication, January 26, 2010)


Commission evaluation

I.D

Commission Evaluation

Current:

  • Evaluating & Assessing Commission System

  • Each location has different commission system

  • Future:

  • National Sales Committee

  • Uniform system across all locations

  • Will be based off:

    • Sales percentage increases

    • Store wide revenue

    • Sales volume increases

(Mark Miller, personal communication, February 4, 2010)

(Martocchio, 2009)


Strengths

II.

Strengths

  • Maximizes teamwork between sales employees

  • Based off localized goal setting

  • Promotes customer service

(Classic Party Rentals, 2006)

(Hoeh, 2010)

(Martocchio, 2009)

(Resnick, 2009)


Weaknesses

II.

Weaknesses

  • Below average commission rates

  • Do not use their performance management forms

  • Do not conduct performance reviews of their sales force

(Hoe, 2010)

(Maureen Riley, personal communication, January 26, 2010)


Increasing percentage

III.

Increasing Percentage

  • 1% commission added to 0.5% commission if 100% sales goal is reached

  • Timeline: Effective immediately

  • Cost: Dependent on dollar amount of sales generated

    • Ex:

(Milkovich & Milkovich, 1992)

(Davis & Farley, 1971)


Performance management

III.

Performance Management

  • Implement annual reviews

  • Timeline:

    • July 2010 – initial evaluation

    • December 2010 – continue annually

  • Cost:

    • Time

(Sandler, 2009)


Incentive program

III.

Incentive Program

  • Contest between the inside sales employees

    • Who can bring in the most new clients during a two week period

  • Rewards: Gift Cards or Vacation Time

  • Timeline:

(Churchill, 2007)


Questions comments

Questions

& Comments


References

References

(2006). Company History. Retrieved Feb. 9, 2010, from Classic Party Rentals, Los Angeles, CA. Web site: http://classicpartyrentals.com/values/.

(2009). Spotlight Awards. Retrieved March 31, 2010, from Event Solutions Magazine

http://www.event-solutions.com/breaking_news/announcing_2009_spotlight_awards

_recipients

(2010). Motivating a Sales Force. Retrieved from http://www.businessknowledgesource.com/blog/motivating_a_sales_force_025797.html

(2010). Ten Rules for Great Customer Service. Retrieved Feb. 22, 2010, from All Business. Web site: http://www.allbusiness.com/sales/customer-service/1023-1.html.

Churchill, M. S. (2007, February 15). Benefits of Incentive Programs. Retrieved April 8, 2010, from http://ezinearticles.com/?Benefits-­of-­Incentive-­Programs&id=456209

Classic Party Rentals. (2007). Classic Party Rentals Human Resource Manual [Manual].

Davis, O. A., & Farley, J. U. (1971). Allocating sales force effort with commissions and quotas. Management Science, 18(4), 55-63. Retrieved from JSTOR database.


References1

References

Hoe, Siew Cheng. (2010). How to Structure Commission Policy to Motivate Sales Staff. Retrieved from http://www.associatedcontent.com/article/1937010/how_to_structure_commission_policy.html?cat=3

Hoeh, J. (2010). Business Teamwork. Retrieved Feb. 22, 2010, from University of Michigan. Web site: http://www.deq.state.mi.us/documents/deq-ead-p2-p5-p5busteams.pdf.

Martocchio, J J. (2009). Strategic Compensation: A Human Resource Management Approach (5th Edition). New Jersey: Prentice Hall.

Milkovich, G., & Milkovich, C. (1992). Strengthening the pay-performance relationship: The research. Compensation Benefits Review, 24(53), 153-168. Retrieved from NCSU Libraries database.

Noe, R.A. (2008). Employee training & development. New York, NY: McGraw-Hill

Irwin.

Resnick, M. (2009). Set SMART Goals For Incentive Programs. Retrieved Apr. 8, 2010, from Industrial Safety & Hygiene News, Business Source Premier. Web site: http://www.lib.ncsu.edu/cgi-bin/proxy.pl?server=http://search.ebscohost.com/login.aspx?direct=true&db=buh&AN=44087142&site=ehost-live&scope=site.

Sandler, S. (2009). Boost the value of performance review . HR focus, 86(12), Retrieved from http://IOMA.com/HR


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