Organizing and Staffing The Sales Force
Organizing and Staffing The Sales Force
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Chapter - 5
Learning Objectives
LO1. Know the purposes of a sales organization and classify the basic types
of sales organizations.
LO3. Determine the size of the sales force and describe the sales force
staffing process.
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(i) Line Sales Organisation Chapter - 5
Head
Marketing
Sales
Manager
Characteristics: All managers have line authority to direct and control subordinates. Used
in small firms and in companies having less number of salespeople.
Advantages: Simple organization structure, clear authority, quick decision making, and
low cost.
Disadvantages: No support to line managers from subordinates with specialized
knowledge / skills. The sales manager has Less time for planning / analysis. As the
company grows, line sales managers are overburdened, which makes them ineffective.
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(ii) Line and Staff Organization Chapter - 5
Characteristics: Each staff functional specialist manager has line authority over
salespeople. Used by a large firm with many products / market segments with
minimum number of staff functional managers.
Advantages: Qualified specialists guide salespeople. Simple to administer.
Disadvantage: Confusion and frustration of salespeople due to more managers
giving orders. Marketing head faces a difficult task of coordinating the
competing functional heads.
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(iv) Horizontal Organization Chapter - 5
Operations Team:
Research & Design Team: • Production /
• Customer Research Operations
• Product / Service • Quality Assurance
Design • Systems Engineering
Planning Team:
• Strategic Planning
• Accounts, Finance
• HR, Administration
• Chief Operating Officer
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Specialization in Sales Organization Chapter - 5
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(1) Geographic Specialisation
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(i) Workload Method
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Sales Force Staffing Chapter - 5
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(i) The Planning Stage
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Planning Stage (Continued) Chapter - 5
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Planning Stage (Continued) Chapter - 5
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(ii) Evaluating and Selecting the Chapter - 5
Recruiting Sources
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Chapter - 5
Screening Resumes / CV
• It is done when the company receives many resumes / curricula
vitae ( CV ).
• This step / tool is not required, if somebody else like employment
agency or an HR consultant does the initial screening.
• Initial screening of resumes are done by comparing applicants’
resumes with job specifications.
Application Blank
• Widely used, it is a methodical way of collecting relevant information
from the applicant.
• Advantages of using application blank (also called “formal
application form”) are:
(i) Easy comparison of many applicants.
(ii) Useful for asking questions during interview sessions.
(iii) It gives relevant information.
(iv) Can be designed to comply with legal requirements.
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Personal Interviews Chapter - 5
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Chapter - 5
Physical Examination
• Objective is to find a physical problem that may prevent job
performance of an applicant.
• Most companies want their prospective employees to undergo
physical examination.
• Increasing number of firms ask applicants to complete the
health information form without seeing a medical doctor.
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Chapter - 5
(IV) Hiring Stage
• After completing the selection process, a list of candidates to be
hired is made.
• In hiring stage, two activities are performed:
(i) The company making the job offer.
(ii) Acceptance of the job offer by the applicant.
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