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    Eureka Forbes LTD.: SUMIT (47) KULDEEP (50) Jyotsana (51) BALMIK (52) RICHA (53) NEERU

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    balmiksahu
    This document discusses the recruitment process and sales organization of Eureka Forbes Ltd (EFL). It provides details about the sales force called Euro Champs and the demanding nature of their job. It notes EFL recruited young men from second-tier colleges through referral programs. While the daily scheduling focused sales efforts, the compensation plan overly emphasized sales targets, causing retention issues. The document evaluates if a new compensation plan addressing these issues improved the sales process efficiency and effectiveness.

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    Eureka Forbes LTD.: SUMIT (47) KULDEEP (50) Jyotsana (51) BALMIK (52) RICHA (53) NEERU

    Uploaded by

    balmiksahu
    29 views17 pages
    This document discusses the recruitment process and sales organization of Eureka Forbes Ltd (EFL). It provides details about the sales force called Euro Champs and the demanding nature of their job. It notes EFL recruited young men from second-tier colleges through referral programs. While the daily scheduling focused sales efforts, the compensation plan overly emphasized sales targets, causing retention issues. The document evaluates if a new compensation plan addressing these issues improved the sales process efficiency and effectiveness.

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    eurekaforbes-100915020344-phpapp02

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    This document discusses the recruitment process and sales organization of Eureka Forbes Ltd (EFL). It provides details about the sales force called Euro Champs and the demanding nature of their job. It notes EFL recruited young men from second-tier colleges through referral programs. While the daily scheduling focused sales efforts, the compensation plan overly emphasized sales targets, causing retention issues. The document evaluates if a new compensation plan addressing these issues improved the sales process efficiency and effectiveness.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    29 views17 pages

    Eureka Forbes LTD.: SUMIT (47) KULDEEP (50) Jyotsana (51) BALMIK (52) RICHA (53) NEERU

    Uploaded by

    balmiksahu
    This document discusses the recruitment process and sales organization of Eureka Forbes Ltd (EFL). It provides details about the sales force called Euro Champs and the demanding nature of their job. It notes EFL recruited young men from second-tier colleges through referral programs. While the daily scheduling focused sales efforts, the compensation plan overly emphasized sales targets, causing retention issues. The document evaluates if a new compensation plan addressing these issues improved the sales process efficiency and effectiveness.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 17

    EUREKA FORBES LTD.

    By:-
     SUMIT(47)

     KULDEEP (50)

     JYOTSANA (51)

     BALMIK (52)

     RICHA (53)

     NEERU(54)
    EUREKA FORBES LTD.
     Eureka Forbes, part of the Shapoorji Pallonji Group's
    Forbes Gokak based in Mumbai, is an Indian consumer
    appliances company. Eureka Forbes was the first to
    introduce domestic water purifiers - the Aqua guard -
    model - as well as vacuum cleaners to India in the
    1980s. The company operates in over 92 cities in India
    and employs over 6,000 individual.
     It has unique sales approach. More than 50,0000 Euro
    cleans and aqua guards are being sold by EFL field
    sales force annually.
     So the company thought too improve the selling
    through the selling concept.
    EVALUATE THE RECRUITMENT
    PROCESS AND SALES
    ORGANIZATION AT EFL
    Needed Highly motivated sales personnel with drive to excel

    High-end and complex product needing high customer interaction

    Needed to meet and brief customers about the product, give a demo
    and close the deal.
    Informing
    customer

    Information
    Prospecting
    Gathering

    Euro
    Champ
    Installation Maintaining
    relationship

    Demonstration Persuasion
    Targeted young men in early 20's from middle
    class

    Extroverted, enthusiastic, outgoing and


    effective communication skills

    Financially needy made them driven and young


    age made them enthusiastic

    Process needed to be subjective as the process


    needed to find people with right attitude
    Recruited from second-tier colleges through
    recruitment sessions

    Second tier college students may not have any


    better placement offers and would take up offer

    Through Friend-Get-A-Friend

    A current Euro Champ knows the qualities


    needed and would be able to recommend
    friends with the qualities

    OYBS – a scheme very effective in pulling in


    candidates and tying them up to company
    Comment on daily scheduling of the
    Euro Champs
    Morning meeting with Team Leader – for
    updates and targets

    Cold-calling till mid-day – objective of


    generating 3-4 demos for evening

    Office area – daily reports, deposit payments,


    delivery fro closed sales

    Field - Closing deals, collect payments,


    relationship building, etc

    Night field meeting


    Euro Champ’s job is physically and psychologically very
    demanding
    What should EFL do to retain
    Euro Champs
    Job is physically demanding involving lots of
    travelling and long hours

    Its also psychologically demanding as lots of


    negotiations, customer handling takes place

    Demoralizing and insulting responses

    Pressure to sell more and more as 2/3rd


    rd of

    income is through sales incentives

    These reasons make Euro Champs drop out after


    1 yr on an average
    EFL should train team leaders to be able to
    recognize the signs of frustrations

    Introduce an attractive TA package which


    adequately compensates travelling efforts

    Introduce psycho-therapist services to be able to


    handle frustrating and insulting responses better

    Change compensation structure which focuses on


    other aspects of jobs too and reduces pressure

    Introduce Gym or swimming pool, etc for after


    office relaxation
    Was the new compensation plan
    successful in improving the
    efficiency and effectiveness of the
    sales process
    Earlier compensation plan made sales exec focus
    entirely on sales and ignore other functions

    Led to poaching in other areas and more worryingly


    seniors not paying much attention to the training

    Sales Execs seemed not to have any passion left and


    were going through the motions
    Increased fairness of system in sales exec eyes as
    now they reward for an over all task

    Point system brought sense of accomplishment and


    feeling good about themselves

    But increased paper works for trainees and hence


    THANK YOU
    FOR YOUR VALUABLE TIME..!!

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