Directory:
I. Background analysis and key issues analysis
Two. Analysis of training demand survey results
Three. Training purpose
Four. Training system operation plan
Verb (abbreviation of verb) talent training and development plan
Course arrangement and budget of intransitive verb training
Seven. Training performance evaluation method
I. Background analysis and key issues analysis
XX Furniture is a rapidly developing furniture enterprise. Since 1999, the company's specialty stores have rapidly expanded to more than 0/000 single stores nationwide. New requirements are put forward for terminal sales personnel: first, the number of terminal sales talents is required to increase, and both direct stores and distributors need to increase store managers and sales personnel; Second, the intensification of competition has put forward new requirements for the ability of existing terminal sales personnel. The original sales concept of "hoarding goods" needs to be updated, and the original sales methods need to be improved.
With the rapid expansion of the company, the number of dealers has increased dramatically, which raises new questions about the profitability of stores. How to help dealers make profits and improve their loyalty to enterprises is an important topic of training! If we can help each dealer lift 654.38+00000 pieces of goods every month, it will be 654.38+020000 stores and 654.38+0000 stores in one year.
In recent years, the furniture industry has developed rapidly, and the demand of dealers for store sales talents has surged. However, how to cultivate store sales talents is limited by certain ability. Because most dealers have limited strength, they simply have no ability to train sales staff. In view of this, the company launched the terminal sales talent training plan in 2008, focusing on training the terminal sales talents urgently needed by the company's distributors.
Two. Analysis of training demand survey results
On June 5438+ 10, 2009, the training department conducted a demand survey on some salespeople who came to participate in the training and the demand for training suggestions. According to the valid questionnaire received. Investigate and collect the actual training needs and suggestions of terminal sales staff, and understand the working mentality and current situation of employees. In addition, the knowledge of going to the store at ordinary times and the experience of dealing with terminal sales directly provide sufficient basis for making an annual training plan reasonably and scientifically.
1. Summary of the survey results of sales personnel training needs
The demand of product knowledge training;
Buying products requires training and is practical;
I hope to participate in some mental training to stimulate fighting spirit;
More practical and practical training;
Willing to attend training once every two quarters;
The analysis of the above data shows that sales staff have a preliminary understanding of training, and there is still room for improvement in some aspects. In terms of course requirements, sales skills, communication skills, sales negotiation skills, customer service skills and other courses are urgently needed. Most employees think that furniture professional knowledge, product selling points and how to sell products are necessary training courses.
2. Employees above the boss, manager, store manager and shop assistant:
They think that training is of great help to them, and most of them think that training can improve sales performance.
I can host regional intensive training once every quarter instead of coming to the factory for training every time. I am willing to bear part of the training expenses.
It is necessary to increase the knowledge of store management, such as how to reduce the turnover rate of shop assistants and how to keep them passionate.
According to the analysis, middle managers' understanding of training is not much different from that of grass-roots employees, and it has improved slightly in some aspects. This is an important problem that the training department urgently needs to solve. What middle managers urgently need are courses such as store management, effective leadership and motivation, and how to build excellent teams.
Three. Training purpose
With the rapid development of XX Furniture 20 10, the training department will provide full support for the development of the company in training, and strive to achieve the following training objectives:
1. Improve the training courses of terminal sales, strengthen training, and significantly improve the professional knowledge, sales skills and service awareness of terminal sales personnel, thus significantly increasing sales.
2. Improve and develop new product experience design, and develop image products needed for terminal brand promotion. For example, raising fish in a fish tank with plates proves environmental protection. 20 10 design image products to prove brand strength, design image products to attract customers into the store)
3. Implement talent development, improve the professional quality and training skills of existing trainers, and cultivate a group of training talents urgently needed by the company;
4. Carry out team building and strengthen communication with the training department; Enhance employees' recognition of the enterprise and improve enterprise cohesion.
5. Provide conditions for the company's regional marketing managers to improve their training skills.
6. According to the company's needs, train new regional market personnel, product knowledge, industry knowledge, communication skills, training skills and improve maintenance ability.
7. Diagnosis and treatment of problem stores:
Cooperate with the marketing department to diagnose and guide the stores with abnormal anti-order rate, and lead the rescue team to promote the sales and operation of the problem stores through business supervision, shopping guide training, organization of promotion, network support and other means when necessary to avoid the risk of overselling.
Four. Training system operation plan
1. Curriculum system
20 10 based on the existing training catalogue of XX company, continue to enrich and improve the curriculum system. Focus on updating the training courses for terminal employees (shopping guides), and develop training courses for store managers and above: store management, effective leadership and motivation, how to build excellent teams, and introduce skills training courses for important positions. At the same time, it is urgent to launch important mentality training courses, store management and skills courses. There are two ways of introduction: one is to send internal trainers to participate in external training courses and carry out secondary development to form internal training courses of the company; First, directly hire external trainers to form external training courses and external trainers. Through the above methods, a relatively perfect training course system is finally formed.
Dig deep into the design culture of existing products, make courseware with selling points and update it in time. At the same time, communicate with the design department, participate in the research and development process of new products, have a deeper understanding of products, and ensure that training materials and new products are listed at the same time.
2. Training of trainers
The training and self-improvement of training teachers is one of the priorities of the training department 20 10. According to the existing team of trainers plus three people, both the number of trainers and trainers are weak. Suggestion 20 10, XXX can transfer the application for store decoration and training logistics reception to others, carry out training activities full-time, focus on the training of public courses, and participate in the development of other courses (such as mentality motivation). XXX is now in a learning state, and in the first quarter of 20 10, she was responsible for assisting her to develop independent sales courses. The company needs to train a group of high-quality trainers who are responsible for sales skills training and public courses. In this training year, we will create various opportunities for internal trainers to improve their training skills, and facilitate the development of courses, so that internal trainers can achieve their training objectives efficiently.
3. Training facilities
20 10 continue to improve training facilities and strive to establish hotel-style student reception services. At present, there are only 28 beds, and student dormitories will be added if conditions permit.
4. Training management system
20 10 designed the training management system, and set up the training management system according to the implementation feedback, including the trainer promotion assessment system. There is a well-run training management system.
Verb (abbreviation of verb) talent training and development plan
The recent talent training development plan mainly focuses on training terminal sales personnel, and later joins the training of store managers and store managers. Through a certain period of training, fully integrate into the terminal and cultivate independent talents. The training place can be held in the company or on a business trip. Long-term talent training and development planning mainly depends on company requirements.
The talent training and development plan will be implemented according to the following steps.
1. According to the demand put forward by the regional manager.
First, the new dealer opens a new store and determines the training content according to the opening plan. The second is the dynamic demand for talents. The training of old dealers may be due to the need of employees' promotion and job transfer. Conduct training according to the personnel and information provided by business personnel.
2. According to the training organized by the Training Department.
The training notice initiated by the training department is generally limited, and there are only a few places in a region. The main reason is that there are not enough rooms in the hotel, with a maximum of 28 people for each training.
3. Cultivation methods
The training of talents adopts the following methods: First, actual sales drills and on-the-job training, which is the most direct and practical training method to quickly improve their on-the-job skills, and is guided by a training teacher with rich sales experience; First, the explanation of professional knowledge courses, and psychological incentives, improve their professional quality, professional knowledge, and accumulate industry experience.
Course arrangement and budget of intransitive verb training
20 10 course arrangement refers to the course arrangement in 2009: focusing on sales departments and market demand.
It is suggested that a nationwide large-scale training can be organized on 20 10, because the training courseware is becoming more and more mature and very practical for the selling points and skills of products. In order to unify the terminal service image of the national sales staff more quickly and improve the sales ability in a timely and comprehensive manner.
Seven. Training performance evaluation method
1. Evaluation index of training system operation plan
1. Number of training courses developed;
2. The ability and skills of internal trainers;
3. The training system is perfect
2. Evaluation indicators for the implementation of talent development planning
1. Number of training courses implemented;
2. The degree to which the trainees' sales skills, product knowledge and mentality have improved;
3. Cultivate students' satisfaction and morale;
4. The change of students' work behavior and the improvement of work efficiency after returning to the terminal.
Through the evaluation of the above indicators, we can evaluate the effect of the whole training work and the training work.
Training department: XXX
65438+February 2009