PROPOSAL

TO ASSESS THE EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN THE SALES ORGANIZATION

PRPARED BY

ZAID AZIZ KHAN

FEBUAREY 15, 2012

PRESTON UNIVERCITY LAHORE PAKISTAN

TABLE OF CONTENTS
1- INTRODUCTION. 2- BACKGROUND OF THE STUDY. ---------------------2.1- Overview (Historical perspective). ------------------2.2- Relational objective. -----------------------------------3- RESEARCH OBJECTIVE. -------------------------------3.1- General objective. --------------------------------------3.2- Specific objective. -------------------------------------4- SIGNIFICANCE OF THE STUDY. ---------------------5- POPULATION. ---------------------------------------------6- SAMPLE. ----------------------------------------------------7- DATA COLLECTION. ------------------------------------8- DATA ANALYSIS. ----------------------------------------9- REFRENCE. ------------------------------------------------10- TIME SCALE. ----------------------------------------------

1- INTRODUCTION;
Training and development plays vital role in the growth of sales organizations. In todays competitive market of marketing and sales where the trend and styles are going to change the customers baying behavior which enhance the need of special training and development along with complete awareness of new technological usage in manufacturing, marketing and sales. So training and development for sales field force to improve the selling skills is very important.

2.0- ACKGROUND OF THE STUDY.

2.2- HISTORICAL BACKGROUND; Over the past years many large companies redefined the roles and functions of their standard operating procedures by adding new technologies and ways of monitoring and reporting system. One of the critical challenges being faced by the companies is implementing the new technologies and Sops. This study will establish that depending on the type of departments there are. All the departments need a certain set of knowledge, skills and attitude (competencies) among their staff to operate effectively and achieve the set objectives. Many Organizations across the world have therefore, taken measures to identify the range of competencies they need. Determine the current competencies level of the staff and take measures to address the gaps. In recognition of the above, as part of measure to improve the performance of the staff. The initial effort should be focused on running training and development programs which should be well structured in order to have the desired impact.

2.2- Relational objective;

It then followed to look at the skills of organization in further depth, studying the skills of their representative and how the training and developing of soft skills could add to this relationship. Literature states that the evaluation of training is neglected, although it must be noted that there is no universal method that can be employed. Evaluation of training is subjective area with various factors that impinge on the successful transfer of new skills. Numerous organizations were contacted but the response level was low.