Paper代写：Sales Strategies, Corporate Objectives and Recruitment

Paper代写-销售策略、企业目标和招聘。本文是一篇留学生Paper写作范文，这些内容数要是目的陈述，基本上为组织在追求其使命过程中所开展的活动提供了坚定的方向。通常在组织中，术语、目标和公司目标之间存在混淆和重叠。只有当公司倾向于将目标视为意图陈述，而将目标作为可量化的目标时，这种困惑才容易解决。下面就一起来看一下这篇paper statement范文的具体内容。 

These are the statement of intent that basically provides a firm direction for the activities an organization performs in the pursuit of its mission. Usually in organizations there is confusion and overlapping between the terms, objectives and the company goals. This confusion is easy to solve only if the company tends to think of the objectives as a statement of intents and the goals as the quantifiable targets.
Sales Strategies 销售策略
Sales strategy can be defined as the planned approach to the account management policy formation, prospect identification and qualification, sales presentation, and order generation aimed at achieving a firm’s sales quotas or targets.
销售策略可以定义为客户管理政策制定、潜在客户识别和资格鉴定、销售演示和订单生成的计划方法，旨在实现公司的销售配额或目标。       
Sales Strategy Objectives: 销售战略目标
Helps in improving client loyalty 有助于提高客户忠诚度
Increases the closeting ratio by knowing clients hot buttons 通过了解客户的热点按钮来提高衣柜比率
Helps in shorting the sales cycle with outside recommendations.利用外部建议帮助缩短销售周期
Proper sales strategy helps in offering best solutions to outsell the competitors 正确的销售策略有助于提供最佳解决方案，以超越竞争对手
Helps in targeting and penetrating the most promising and profitable sectors and markets 有助于瞄准和渗透最有前途和最赚钱的行业和市场
Helps in refining and maximizing the competitive advantage and product differentiation to increase the market margin and share.有助于完善和最大化竞争优势和产品差异化，以提高市场利润率和份额
Helps in establishing a specific plan to strengthen and enhance the lead generation 帮助制定具体计划，以加强和增强潜在客户开发

P-9: Devise appropriate recruitment and selection procedures.制定适当的招聘和选拔程序
RECRUITMENT AND SELECTION 招聘和选拔
A. Overview of Process 流程概述
Assess the need for the job and ensure adequate funding 评估工作需要并确保充足的资金
Review the job description to ensure that it meets the present and future requirements 审查工作说明，确保其符合当前和未来的要求
Design the selection process ( utilize search committee process if applicable) 设计选择流程（如适用，利用搜索委员会流程）
Draft the advertisement and select the advertising media 起草广告并选择广告媒体
Short list using the person specification only 仅使用人员规格的短名单
Interview and test short-listed candidates 面试和测试入围候选人
Validate references, qualifications and background checks 验证参考、资格和背景检查
Make appointment  预约
Supervisors and Department Directors hold the responsibility for ensuring this framework is followed. Human resources and Employee Development is available for advice and will assist in general administration of the recruitment process.
主管和部门主管有责任确保遵守该框架。人力资源和员工发展部可提供建议，并将协助招聘流程的一般管理。
B. Review the Job and the Need for It.回顾工作及其需求
Upon the resignation, transfer, retirement, or the authorization of a new position, the “search and selection” procedure begins. This is an opportunity to review position responsibilities and the way in which the position contributes and promotes unit, department, division and university objectives.
辞职、调动、退休或授权新职位后，“搜索和选择”程序开始。这是一个回顾职位职责以及该职位贡献和促进单位、部门、部门和大学目标的方式的机会。
Supervisors need to consider the following issues: 主管需要考虑以下问题
Is the job still necessary?这项工作还需要吗？
What value does it add to the team and to the delivery of service?它为团队和服务提供带来了什么价值？
How will the Post be funded?邮政将如何获得资金？
Does the job description need updating?工作描述需要更新吗？
If so, the grade for the job and the person specification may need to be re-evaluated. The Human Resources and Employee Development Team is available to provide advice on constructing both job descriptions and person specifications and advising on grading issues.
如果是这样，可能需要重新评估工作的等级和人员规格。人力资源和员工发展团队可提供关于构建工作描述和人员规格的建议，并就评级问题提供建议。
What type of employment could be offered? 可以提供什么类型的就业？
Full-time, part-time? 全职还是兼职？
Is job-sharing an option? 共享工作是一种选择吗？
Permanent or fixed term contract? Uses of fixed term contracts are most appropriate for covering a particular task/project/item of work or an interim appointment. They should not normally be used to fill permanent posts.
永久合同还是固定期限合同？使用固定期限合同最适合涵盖特定任务/项目/工作项目或临时任命。它们通常不应用于填补常设职位。
If the decision is to hire for the position, it is the responsibility of the Supervisor/Director to ensure that the Position Management Form is completed and sent to Human Resources and Employee Development as soon as possible.
如果决定招聘该职位，主管/董事有责任确保填写《职位管理表》并尽快发送给人力资源和员工发展部。
C. Search Committee 搜索委员会
Not all interviews for permanent positions must be conducted by a Committee. The Department Director is responsible for determining the positions that require a committee to interview and select. If the position is a possible promotion for one or more, then a committee should be used to ensure there is no appearance of bias or favoritism. All open positions titled, Assistant Director and above must use of a search committee.
并非所有常任职位的面试都必须由委员会进行。部门主任负责确定需要委员会面试和选择的职位。如果该职位可能是一个或多个职位的晋升，则应成立一个委员会，以确保没有偏见或偏袒的迹象。所有职称为助理总监及以上的空缺职位都必须使用搜索委员会。
3. REQUEST FOR PERSONNEL ACTION 人员行动请求
A. Vacant Position 空缺职位
When an employee gives notice of intention to leave University employment, the immediate supervisor should notify the Human Resources & Employee development so that necessary interviews for re-staffing might be arranged. The job classification, description and qualifications desired of replacement personnel should be provided by the department head at that time. Examples of such information might include:
当员工发出离职意向通知时，直属主管应通知人力资源和员工发展部，以便安排必要的重新招聘面试。替换人员的工作分类、描述和资格要求应由当时的部门负责人提供。此类信息的示例可能包括：
Education or technical training required.需要教育或技术培训
ADA requirements, lifting, vehicle operation, physical demands, etc.ADA要求、通勤、车辆操作、体力要求等
Hours of work; including Saturday or Sunday.工作时间；包括周六或周日
Officials to whom applicants are to be referred.向其推荐申请人的官
Recommendations of any known applicants.任何已知申请人的建议
Additional information felt useful in preliminary screening.其他信息对初步筛选很有用
The beginning salary for classified personnel shall be determined by the job classification of the vacant position and the associated pay grade. Employing departments should consult the Human Resources Employee Development on classification issues and salary issues before posting the position. Most importantly the dep’t should consult with Human Resources & Employee Development before making any salary commitments.
分类人员的起薪应根据空缺职位的职务分类和相关工资等级确定。招聘部门应在发布职位前就分类问题和薪资问题咨询人力资源员工发展部。最重要的是，在做出任何薪酬承诺之前，部门应咨询人力资源和员工发展部。
4. ADVERTISING 广告
A. Job Posting.职位发布
When advised of a vacancy, the Human Resources & Employee Development will review the existing job description, making the necessary corrections, post a vacancy announcement for a minimum of five days on the Human Resources bulletin board, and on the Human Resources web site. Postings will be forwarded to the Georgia Department of Labor for their reference and applicant referral. It is hoped that this procedure will create an awareness of positions available to insure upward mobility in careers within the University and to encourage applicant referral from numerous sources. Other advertising arrangements can be made. Consult with the Assistant Director for Employment Administration for advice on advertising and related costs.
当接到空缺通知时，人力资源和员工发展部将审查现有的职位描述，进行必要的更正，在人力资源公告栏和人力资源网站上发布至少五天的空缺公告。帖子将转发给佐治亚州劳工部，供其参考和申请人推荐。希望这一程序将提高对现有职位的认识，以确保大学内的职业向上流动，并鼓励从众多渠道推荐申请人。可以做出其他广告安排。有关广告和相关费用的建议，请咨询就业管理局助理局长。
B. Employee Priority Posting 员工优先权的职位
All open positions must be posted for a minimum of five days, however the employing unit may initially designate that a position be posted with an employee priority designation or be posted on the general public website.
Positions designated for employee priority posting will be posted for a minimum of five business days on the employee priority website and only applications from current qualified Valdosta State University employees will be referred to that position. Positions not designated for employee priority posting will immediately be posted on the general public posting website.
If the employing unit identifies a successful candidate from this pool, no additional recruiting is required. If after five business days no Valdosta State University applicant has been selected, the position will be reopened and posted for recruiting on the general public website for a minimum of five additional business days. Valdosta State University employees may still apply during this open period.
Those employees classified as casual laborer/temporary workers; do not qualify for employee priority positions. As in the past, they may apply for positions on the general public posting site.
所有空缺职位必须张贴至少五天，但是，用人单位可以最初指定张贴具有员工优先权的职位或张贴在公共网站上。             
指定为员工优先职位的职位将在员工优先网站上发布至少五个工作日，并且只有当前合格的瓦尔多斯塔州立大学员工的申请才会被提及该职位。未指定为员工优先职位的职位将立即发布在一般公共发布网站上。             
如果用人单位从该人才库中确定了一名成功的候选人，则无需额外招聘。如果五个工作日后没有选择瓦尔多斯塔州立大学的申请人，则该职位将重新开放，并在公共网站上发布招聘信息，至少五个额外工作日。瓦尔多斯塔州立大学的员工仍可在此开放期间申请。             
被归类为临时工/临时工的员工；不符合员工优先职位的资格。和过去一样，他们可以在普通公共发布网站上申请职位。       
5. SELECTION PROCESS 选择过程
A. Screening Applicants 筛选申请人
Read all applications submitted. The selection of the top candidates for interviewing must be based on the Job Description and specifications. New criteria cannot be introduced to assess the candidates at this stage as it would be unfair. It is the responsibility of the persons conducting the interviews to complete the short-listing and to ensure the process remains free of unlawful discrimination. If a committee is used, the entire committee should agree on the short list. If a committee is not used, it is desirable that a second person also participate in the short-listing process. The criteria used to select the top candidates and all appropriate notes must be returned to Human Resources and Employee Development for filing and are retained for a period of 6 months. It is good practice that all employees that apply for a position within their department be interviewed.
Former employees who have been dismissed for misconduct cannot be considered for appointment. Former employees who have since retired must meet certain qualifications due to their retirement status. If there is a question about whether an applicant can or cannot be considered contact Human Resources and Employee Development.
阅读所有提交的申请。面试的最佳人选的选择必须基于工作描述和规范。现阶段不能采用新的标准来评估候选人，因为这将是不公平的。面试人员有责任完成短名单，并确保面试过程不受非法歧视。如果使用了一个委员会，整个委员会应该就短名单达成一致。如果不使用委员会，最好由第二人参与短名单程序。用于选择最佳候选人的标准和所有适当的注释必须返回人力资源和员工发展部存档，并保留6个月。良好的做法是，所有申请部门职位的员工都要接受面试。             
因不当行为被解雇的前雇员不能被考虑任命。由于退休状态的原因，退休后的前雇员必须符合某些资格。如果有关于申请人是否可以被考虑的问题，请联系人力资源和员工发展部。
B. Arranging the Interview 安排面试
The persons responsible for the interviews is responsible for scheduling dates and times for interviews directly with the short listed candidates and notifying the candidates of any selection tests that will be used.
Federal law prohibits certain questions in an employment interview and the application for employment has been developed to comply with Federal guidelines. Examples of such illegal questions might refer to the applicant’s age, disability, religion, ages of children, etc. Interviewing guidelines are provided to the employing department upon referral of applications. To assure consistent treatment of each applicant, a patterned interview might be developed by the department. Such might include specific questions of job related functions, skills required, and how the applicant’s educational background, previous experience, etc. might be useful in the position if selected for employment.
面试负责人负责安排与入围候选人直接面试的日期和时间，并通知候选人将使用的任何选拔考试。             
联邦法律禁止在就业面试中提出某些问题，就业申请书的制定符合联邦指南。此类非法问题的例子可能涉及申请人的年龄、残疾、宗教信仰、儿童年龄等。面试指导方针在提交申请后提供给雇佣部门。为了确保每个申请人得到一致的待遇，该部门可能会制定模式化面试。这可能包括与工作相关的职能、所需技能以及申请人的教育背景、以前的经验等在被选择就业的情况下如何对该职位有用的具体问题。       
C. The Interview 面试
The purpose of interviewing is to appoint the best person for the job based solely on merit and suitability. The Valdosta State University recruitment and selection process achieves this using methods that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria.
面试的目的是仅仅根据个人的优点和适合性来任命最适合这份工作的人。瓦尔多斯塔州立大学的招聘和选拔过程采用了系统、彻底、公平、公正的方法，并基于理性、客观、与工作相关的标准。
At the interview, each candidate should be treated consistently. To achieve this the panel should: 在面试中，每个候选人都应该得到一致的对待。为此，专家组应：       
Ask the same initial questions of each candidate 向每个候选人提出相同的初始问题
Supplement their understanding of the candidate’s responses by following up questions as appropriate 通过适当跟进问题，补充他们对候选人回答的理解
Be consistent in allowing access to presentation material, notes and so on 在允许访问演示材料、笔记等方面保持一致
Not allow any discriminatory questions, harassment, or any other conduct which breaches the equal opportunities policy or code of conduct
Ensure that in the case of disabled candidates, the necessity for any ‘reasonable adjustments’ that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided.
不允许任何歧视性问题、骚扰或任何其他违反平等机会政策或行为准则的行为             
确保在残疾候选人的情况下，以积极的方式探讨工作所需的任何“合理调整”的必要性。对残疾候选人的评估应基于其在工作中的预期表现，因为已提供了所需的任何合理调整。          
Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection process
Keep records of interviews and the reasons for decisions – each question should receive a grade, and a grade for overall impression. The candidates will be ranked from highest to lowest based on the scores given and the position negotiated or offered to the highest ranking candidate. The scoring sheets and all documentation of the interviews must be given to Human Resources and Employee Development for filing
Panel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession.
请记住，在整个甄选过程中获得的信息将被视为机密，且仅为参与甄选过程的各方所知             
保留面试记录和决定的理由——每个问题都应该得到一个分数，并得到一个整体印象的分数。候选人将根据给出的分数和谈判或提供给排名最高的候选人的职位从高到低进行排名。评分表和面试的所有文件必须交给人力资源和员工发展部存档             
专家组成员必须意识到，他们有责任确保招聘/面试文件在其持有期间安全、保密地保存。
D. Selection Tests 选择测试
Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the job criteria, is relevant, reliable, fair and unbiased – also considering the predictive capacities of tests), they are an extremely useful tool and are recommended for use. Supervisors should seek advice from Human Resources and Employee Development on the use of such tests.
如果选择测试是评估候选人的有效方法（即有效衡量工作标准、相关、可靠、公平且无偏见——同时考虑测试的预测能力），则选择测试是一种非常有用的工具，建议使用。主管应就此类测试的使用征求人力资源和员工发展部的建议。
E. Hiring Decision 雇佣决定
In selecting the successful candidate, the panel must make a decision based on the merit and eligibility of the candidates as judged by:
在选择成功的候选人时，专家组必须根据候选人的优点和资格做出决定，其评判标准如下：
Content of application and qualifications 申请内容和资格
Performance at Interview 面试时的表现
Outcome of any selection tests 任何选择测试的结果
F. Reference Checks 参考检查
As part of assessing the merit of each candidate, persons selecting candidates must satisfy themselves that the information the candidate gives is authentic, consistent and honest. This includes being satisfied about information regarding the candidate’s:
作为评估每个候选人优点的一部分，选择候选人的人必须确保候选人提供的信息真实、一致和诚实。这包括对候选人的以下信息感到满意：
application — work history 应用程序-工作历史
qualifications (where a qualification is a requirement, supporting evidence or certification must be obtained from the candidate and recorded)
evidence presented at interview
资格（如果要求资格，则必须从候选人处获得支持性证据或证明并记录在案）
Reference checks; references must be called and information recorded for the file 参考检查；必须调用引用并记录文件的信息
a) Identify yourself immediately, explain your position within the organization and tell the person why you are calling about the applicant. 立即表明自己的身份，解释你在组织中的职位，并告诉对方你为什么打电话询问申请人。
b) Ensure confidentiality 确保保密性
c) Ask if he or she is free to discuss the situation 询问他或她是否有时间讨论情况
d) Try to establish rapport 尝试建立融洽关系
e) Tell the person the position the candidate is being considered for 告诉应聘者正在考虑的职位
f) Let the person talk feely 让对方感觉到
g) Ask the references the same questions for each of your candidates 向推荐人询问每个候选人的相同问题
h) Always end the call with: would you rehire this person?” 在结束通话时，总是这样说：“你会重新雇佣这个人吗？”
Should any of these not meet the required standards, Human Resources and Employee Development must discuss the issue with the Supervisor/Director. Use the Employment Reference Check and Education Verification form located in Appendix 10 and Appendix 11.
如果其中任何一项不符合要求的标准，人力资源和员工发展部必须与主管/总监讨论该问题。使用附录10和附录11中的就业参考检查和教育验证表。
G. Criminal Background Checks.犯罪背景调查
In an effort to provide a safe and secure workplace, to comply with Board of Regents Policy and to minimize the potential litigation associated with “negligent hiring processes,” Valdosta State University will require background checks on the top two candidates for the position. Employment shall be conditioned upon the execution of a consent form for criminal record disclosure and upon consideration of one’s criminal history. The Valdosta State University Police Department, upon receipt of the Consent to Criminal History Release Form, shall conduct the background check and report results to the Department of Human Resources.
为了提供一个安全可靠的工作场所，遵守董事会的政策，并尽量减少与“疏忽的招聘过程”相关的潜在诉讼，瓦尔多斯塔州立大学将要求对该职位的前两名候选人进行背景调查。雇佣应以签署犯罪记录披露同意书和考虑个人犯罪史为条件。瓦尔多斯塔州立大学警察局在收到犯罪历史同意书后，应进行背景调查，并将结果报告给人力资源部。
The department will notify the applicants whose criminal history report prevents their employment. The applicant can be referred to Human Resources and Employee Development if they have questions on the process The applicant is allowed seven calendar days to initiate corrective action of any inaccurate report. Proof of an error in reporting shall not disqualify the applicant and the position will not be filled until this time period has expired.
If no action is initiated, and if the report is factual, the hiring department may resume the employment process.
该部门将通知犯罪史报告妨碍其就业的申请人。如果申请人对流程有疑问，可以向人力资源和员工发展部咨询。申请人有七个日历日的时间对任何不准确的报告采取纠正措施。报告错误的证明不得取消申请人的资格，该职位将在该时间段结束后才被填补。             
如果未采取任何行动，且报告属实，招聘部门可恢复雇佣流程。
Disqualification of Applicants.取消申请人资格
An applicant will be disqualified for employment for any of the following reasons: 申请人将因以下任何原因被取消就业资格
He or she is addicted to the use of alcohol or use of illegal drugs.他或她酗酒或使用非法药物成瘾
Discovery of any false statement or omission of material facts from the formal application.在正式申请中发现任何虚假陈述或遗漏重要事实
He or she has been a member of an organization advocating the violent overthrow of the government of the United States.他或她是一个主张暴力推翻美国政府的组织的成员
He or she has been convicted of a crime involving moral turpitude, unless pardon has been granted.除非获得赦免，否则他或她已被判犯有涉及道德败坏的罪行
He or she has been convicted of a felony, unless first offender treatment was granted by the court.他或她已被判重罪，除非法院给予初犯治疗
J. Employment Offer 就业机会
Having completed the interviewing process, an offer of employment may be extended by the employing department. However, the dept head must advise the candidate that the offer is conditional pending the results of a criminal background check.
When a department head believes he/she has a candidate who because of exceptional training or experience is deserving of more than the posted minimum for the classification, they may offer the candidate up to 10% over the minimum. However the department head must either have the money already in his/her budget or through the dean or vice president can have it transferred to their budget. This change in policy is not intended to permit the department head or authority to offer more than 10% over the minimum and in no case is the offer to be made without sufficient departmental funds to meet requirements of the hire.
面试结束后，雇佣部门可以延长聘用期限。然而，部门负责人必须告知候选人，在犯罪背景调查结果出来之前，该职位是有条件的。             
当部门负责人认为他/她有一位候选人，由于特殊的培训或经验，他/她应得的分数应超过该分类的最低标准时，他们可以为该候选人提供比最低标准高出10%的分数。然而，部门负责人必须在其预算中已有资金，或者通过院长或副院长将资金转入其预算。政策的这一变化并不是为了允许部门负责人或主管部门在最低工资的基础上提供超过10%的工资，在任何情况下，如果没有足够的部门资金来满足雇佣要求，都不能提供工资。       
K. Post Interview 发送面试结果
Human Resources and Employee Development is responsible for providing all candidates with written notification of the outcome of their application (letter of rejection). However some departments prefer to write their own letter. These letters must be attached to the compliance reports. If feedback is requested from an unsuccessful short-listed candidate, the manager should provide a valid reason to the candidate for rejection together with constructive feedback. Written feedback will not normally be provided.
人力资源和员工发展部负责向所有候选人提供申请结果的书面通知（拒绝信）。然而，有些部门更喜欢自己写信。这些信函必须附在合规报告之后。如果从未成功入围的候选人处请求反馈，经理应向候选人提供有效的拒绝理由和建设性反馈。通常不会提供书面反馈。
P-10: Evaluate the role of motivation, remuneration and training in enhancing sales performance.评估激励、薪酬和培训在提高销售业绩中的作用
Role of Motivation in sales performance 激励在销售业绩中的作用
Whether you are a sales person or someone in a position who manages sales people, you need to know the importance of motivation. Although many it would be great to just hire self motivated people who don’t need any help from you to take action and make sales, you need to realize that sales is a tough job and that there are people who can really become great at it with some encouragement. Being in sales can either pay you very well or can make you go broke. The better you are at sales, the more money you will make.
无论你是销售人员还是管理销售人员的人，你都需要知道激励的重要性。尽管很多人只雇佣自我激励的人，他们不需要你的任何帮助，就可以采取行动和进行销售，但你需要意识到销售是一项艰巨的工作，有些人在一些鼓励下可以真正变得出色。从事销售工作可能会给你带来丰厚的报酬，也可能会让你破产。你在销售方面做得越好，你就赚得越多。
So where does motivation come into play? Well, the main reason that most people don’t like sales is because of having to deal with rejection. No one likes to be rejected but if you’re in a sale, that’s all part of the game. The more rejections you get, the closer to a sale you will be. Now just because you expect your sales people or yourself to go out there and make those sales calls like a machine, it doesn’t mean motivation should be neglected. If you are a sales person, take the time to read and listen to motivation material. By doing this, you will constantly be feeding your mind with positive and encouraging thoughts that will help you get through those days where everyone prospect seems to be in a bad mood.
那么动机在哪里起作用呢？好吧，大多数人不喜欢销售的主要原因是因为他们不得不面对拒绝。没有人喜欢被拒绝，但如果你在出售，这就是游戏的一部分。你被拒绝的次数越多，你离销售就越近。现在，仅仅因为你希望你的销售人员或你自己去那里，像机器一样打销售电话，这并不意味着动机应该被忽视。如果你是一名销售人员，请花时间阅读和聆听激励材料。通过这样做，你将不断地用积极和鼓励的想法来喂养你的大脑，这将帮助你度过那些每个潜在客户似乎都心情不好的日子。
For sales managers, providing your team with motivation is critical. Just look in the world of sports. Those athletes are the best in the world at what they do yet when they are losing and feeling discouraged, a simple pep talk from their coach can fire them up to the point to turn the game around. This same thing can be used on your sales people to help them see more of themselves instead of beating themselves up mentality for not making as many sales.
对于销售经理来说，为团队提供动力至关重要。看看体育世界。这些运动员是世界上最优秀的运动员，当他们输球并感到沮丧时，教练的一句简单的鼓励话可以激发他们的斗志，扭转局面。同样的事情也可以用在你的销售人员身上，帮助他们更多地了解自己，而不是因为做不到那么多的销售而自暴自弃。
Motivation is important because it causes people to take action. Without action, nothing happens. The key to achieve any goal is to take action. The more action you take, the closer to your goals you will be. In order to continually take action, you will need to come up with ways to motivate yourself to do what you need to do everyday in order to reach those goals. So whether you need to motivate yourself or your team, motivation plays an extremely important role in building success.
动机很重要，因为它促使人们采取行动。没有行动，什么都不会发生。实现任何目标的关键是采取行动。你采取的行动越多，你就越接近你的目标。为了持续采取行动，你需要想出方法来激励自己每天做你需要做的事情，以实现这些目标。因此，无论你需要激励自己还是你的团队，激励在建立成功中起着极其重要的作用。 
Role of Remuneration in Sales Performance 薪酬在销售业绩中的作用
Remuneration is wages or salary, typically money that is paid for services rendered as an employee. How do you decide what remuneration packages to adopt? How do you ensure that your Remuneration packages incentives and motivate the right people? How do you make sure that the amount of pay helps your staff with their lifestyle requirements?
报酬是工资或薪金，通常是作为雇员提供服务而支付的钱。您如何决定采用何种薪酬方案？你如何确保你的薪酬包括激励和激励合适的人？你如何确保工资金额有助于员工满足他们的生活要求？
These questions are vital ones to anybody trying to run a sales team or customer service team, when you have a look at how you can actually reward personal effort as well as maintain service. In looking at any remuneration package, it’s worthwhile to consider a set of scales. In any job description, there is an opportunity to analyze the work required into service aspects whereby these things have to be done to maintain the client, or maintain the client relationship, such as receiving orders, implementing orders,
这些问题对于任何试图管理销售团队或客户服务团队的人来说都是至关重要的，当你看到如何在维护服务的同时实际奖励个人努力时。在考虑任何薪酬方案时，都值得考虑一套标准。在任何工作描述中，都有机会将所需工作分析为服务方面，从而必须完成这些工作来维护客户或维护客户关系，例如接收订单、执行订单
handling queries, general items of customer service, and also perhaps even merchandising or helping with displays, as well as ensuring that stock levels are adequate, these can be called service areas or service responsibilities.
处理查询、客户服务的一般项目，甚至可能销售或帮助展示，以及确保库存充足，这些都可以称为服务领域或服务职责。
On the other hand, a sales person or customer service representative could influence the 另一方面，销售人员或客户服务代表可能会影响
value of the sale through their personal sales skills, personality, and training, to either make the sale happen, add value to the sale, or sell some specific items that are on special or on bonus, at the point of communication, either by phone, by web, or face-to-face. This particular activity is known as personal contribution. A relatively easy formula to follow is by adopting the scales of remuneration, you can then analyze the input from the people involved. If there is high service requirements and service levels in the performance of the job, and little opportunity to add personal influence, then a wages or base salary system will be the most cost efficient to make the results work. If there is a high personal input, whereby the sales person can strongly influence the amount of the sale or the profitability of the sale, then you can reward that personal effort by special commissions, share of profits, special incentives, and special rewards, for the sales as they occur after the event, and lessen the base salary or wages that need to be paid by increasing the risk factor, which of course the personal touch will overcome.
通过他们的个人销售技能、个性和培训来实现销售的价值，以实现销售，为销售增加价值，或在交流时通过电话、网络或面对面销售一些特殊或有奖励的特定物品。这种特殊活动被称为个人贡献。一个相对简单的公式是，通过采用薪酬标准，你可以分析相关人员的投入。如果工作表现中的服务要求和服务水平很高，而且几乎没有机会增加个人影响力，那么工资或基本工资制度将是最具成本效益的，以使结果发挥作用。如果有很高的个人投入，销售人员可以强烈影响销售金额或销售盈利能力，那么您可以通过特殊佣金、利润份额、特殊奖励和特殊奖励来奖励个人努力，在活动结束后进行销售，并通过增加风险系数来减少需要支付的基本工资或工资，这当然是个人接触所能克服的。
Role of Training in Sales Performance 培训在销售绩效中的作用
The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize today [update] the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.
术语培训是指通过传授与特定有用能力相关的职业或实践技能和知识，获得知识、技能和能力。它形成了学徒制的核心，并为技术学院（也称为技术学院或理工学院）的内容提供了骨干。除了一个行业、职业或专业所需的基本培训外，劳动力市场的观察家们今天认识到，需要在最初的资格之外继续培训：在整个职业生涯中保持、升级和更新技能。许多专业和职业的人可能将这种培训称为职业发展。
P-11: Describe two techniques used to co-ordinate and control sales output.描述用于协调和控制销售产出的两种技术
Sales out put control 销售输出控制
Outputs can be triggered manually or automatically in the sales document. 可以在销售文档中手动或自动触发输出
Automatic determination requires maintenance of output condition record. 自动确定需要维护输出条件记录
Print programs and layout sets control content which should be displayed in the output. 打印程序和布局集控制应在输出中显示的内容
controls output determination using condition 使用条件控制输出确定
Technique. 技巧
Output determination procedure is determined on the 输出确定程序取决于
basis of sales document type (sales order type,delivery type, billing type). 销售单据类型的基础（销售订单类型、交货类型、账单类型）
Standard output determination procedure for sales 销售的标准产量确定程序
order (OR), Delivery (LF) and Billing (F2) is V100000. 订单（OR）、交货（LF）和账单（F2）为V100000
Output procedure contains output types,which can be processed when that sales document is created. One document can have Output types like Delivery note and Packing list in delivery.
输出过程包含输出类型，可以在创建该销售文档时进行处理。一个文档可以有输出类型，如交货单和装箱单。
Output controls 输出控件
Medium (Like Print, Fax, EDI) 介质（如打印、传真、EDI）
Time of sending the output -e.g.immediately or in a batch 立即或成批发送输出的时间
Which partner function of Business partner it can be sent 可以发送业务伙伴的哪个合作伙伴功能
Language 语言
Criteria for which output condition record can be maintained 可维护输出条件记录的标准
for automatic output determination 用于自动输出确定
It offers flexibility of changing the key controls in the 它可以灵活地更改
Sales documents. 销售文档
Example – If order confirmation for a customer is scheduled to be 示例–如果客户的订单确认计划为
printed in a batch but the customer wants it immediately then 批量打印，但客户需要立即打印
time of dispatch control can be changed in the sales order. 可以在销售订单中更改调度控制的时间
P-12: Use given information to recommend appropriate organization structures and procedures.使用给定的信息推荐适当的组织结构和程序
Team 团队
One of the newest organizational structures developed in the 20th century is team. In small businesses, the team structure can define the entire organization.Teams can be both horizontal and vertical. While an organization is constituted as a set of people who synergize individual competencies to achieve newer dimensions, the quality of organizational structure revolves around the competencies of teams in totality. For example, every one of the Whole Foods Market stores, the largest natural-foods grocer in the US developing a focused strategy, is an autonomous profit centre composed of an average of 10 self-managed teams, while team leaders in each store and each region are also a team. Larger bureaucratic organizations can benefit from the flexibility of teams as well.
20世纪发展起来的最新组织结构之一是团队。在小企业中，团队结构可以定义整个组织。团队可以是水平的，也可以是垂直的。虽然一个组织是由一群人组成的，他们协同个人的能力以实现新的维度，但组织结构的质量总体上围绕着团队的能力。例如，美国最大的天然食品杂货商全食市场（Whole Foods Market）的每一家商店都是一个自主的利润中心，平均由10个自我管理的团队组成，而每个商店和每个地区的团队领导者也是一个团队。更大的官僚组织也可以从团队的灵活性中受益。
Functional structure 智能结构
Employees within the functional divisions of an organization tend to perform a specialized set of tasks, for instance the engineering department would be staffed only with software engineers. This leads to operational efficiencies within that group. However it could also lead to a lack of communication between the functional groups within an organization, making the organization slow and inflexible.
组织职能部门内的员工倾向于执行一组专门的任务，例如工程部门只配备软件工程师。这将提高该团队的运营效率。然而，这也可能导致组织内各职能部门之间缺乏沟通，使组织变得缓慢和缺乏灵活性。
As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Coordination and specialization of tasks are centralized in a functional structure, which makes producing a limited amount of products or services efficient and predictable. Moreover, efficiencies can further be realized as functional organizations integrate their activities vertically so that products are sold and distributed quickly and at low cost .For instance, a small business could start making the components it requires for production of its products instead of procuring it from an external organization. But not only beneficial for organization but also for employees faiths.
Burns, T. and G. Stalker. (1961) The Management of Innovation. London: Tavistock.
作为一个整体，功能性组织最适合作为一个大批量、低成本的标准化商品和服务的生产者。任务的协调和专业化集中在一个功能结构中，这使得生产有限数量的产品或服务变得高效和可预测。此外，随着职能组织纵向整合其活动，从而以低成本快速销售和分销产品，效率可以进一步提高。例如，小企业可以开始生产其产品所需的组件，而不是从外部组织采购。但这不仅有利于组织，也有利于员工的信仰。            
P-13: Identify and give three examples of the differences in the nature of sales tasks and skills in a variety of context.识别并给出三个不同背景下销售任务和技能性质差异的例子
Sales Skills 销售技巧
Qualifying Fast to Avoid Wasting Sales Time 快速鉴定以避免浪费销售时间
Do you chase after your prospects until they tell you yes or no? Do you ever tell your prospects “No”, as in “No, I am not going to sell to you”? There are many things in selling that you do not and will not be able to control. The one thing that you do have control over is your time and how you choose to use it.
你会一直追赶你的潜在客户，直到他们告诉你是不是？你有没有告诉你的潜在客户“不”，比如“不，我不会卖给你”？销售中有很多事情你无法控制，也将无法控制。你可以控制的一件事是你的时间以及你选择如何使用它。
To qualify fast you must have a set of criteria describing who you will and will not sell to. You want to sell to the prospects likely to buy your products, and drop the prospects unlikely to buy (so that you can find more good prospects). Sounds simple, but too many salespeople let sludge buildup in their pipeline, constricting the total revenue that flows out.
要想快速获得资格，你必须有一套标准来描述你会卖给谁，也不会卖给谁。你想卖给可能购买你产品的潜在客户，并放弃不太可能购买的潜在客户（这样你就能找到更多好的潜在客户）。听起来很简单，但太多的销售人员让污泥堆积在他们的管道中，从而限制了流出的总收入。       
Motivating Prospects 激励潜在客户
Qualifying goes beyond budget, authority, and need. You want to sell to prospects who *want* to buy from you. Finding prospects that need our products usually is not difficult. Finding those who really want our products though can be very hard if we wait for them to come to us.
资格认证超越了预算、权限和需求。你想卖给那些想从你那里买东西的潜在客户。寻找需要我们产品的潜在客户通常并不困难。如果我们等待他们来找我们，那么找到真正想要我们产品的人可能会非常困难。
Products sold by professional salespeople are more complex and offer more value than commodity products offered through stores, catalogs and brokers. Prospects generally do not know they need such products, until they first discover that they have a problem. This process can take seconds or years depending on the nature of the problem (and the prospect!). Prospects get motivated to work with you when you help them to discover that you solve their problem better than anyone doeselse.
专业销售人员销售的产品比通过商店、目录和经纪人提供的商品更复杂，价值更高。潜在客户通常不知道他们需要这样的产品，直到他们第一次发现自己有问题。这一过程可能需要几秒钟或几年，具体取决于问题的性质（以及前景！）。当你帮助潜在客户发现你比任何人都能更好地解决他们的问题时，他们就会有动力与你合作。       
Selling to People Outside Your Comfort Zone 向舒适区以外的人推销
Most salespeople, who are “people persons”, already think that they are good at this. Let me ask you a question. When you last lost a sale, how was your rapport with the key person who decided against you?
大多数销售人员都是“人”，他们已经认为自己擅长这一点。让我问你一个问题。当你上一次输掉一笔生意时，你和决定反对你的关键人物关系如何？
You can’t afford to look away and ignore people that you don’t have natural rapport with. The good news is that people like people like themselves. All you have to do to gain rapport is stretch your behavior outside or your comfort zone until you become like another person.
你不能把目光移开，忽视那些与你没有天然关系的人。好消息是，人们喜欢像自己一样的人。你所要做的就是把你的行为扩展到你的舒适区之外，直到你变得像另一个人。
Reaching Decision-Makers Through Voicemail 通过语音邮件联系决策者
There’s two ways to make more sales. One is to close more of the prospects you do contact. The other is to get more prospects into the pipeline. When prospecting, you can look at voicemail as either your friend or your enemy. With 70% of your prospecting calls going to voicemail, it is time to make friends with it.
有两种方法可以增加销售额。一个是关闭你接触的更多潜在客户。另一个是让更多的前景进入管道。在寻找潜在客户时，您可以将语音邮件视为您的朋友或敌人。70%的潜在客户电话都是通过语音信箱，是时候交朋友了。
Although you will never get even close to getting every voicemail returned, you can get a significant number of your messages returned when treat them as a one-on-one commercials.
虽然你永远都不会收到每一封语音邮件的回复，但当你把它们当作一对一的广告时，你可以收到大量的回复。       
Delivering “I Gotta Have That” Presentations 展现“我必须拥有”的演示
Let’s face it; a lot of business presentations are really boring. Salespeople talk about why their product is great, why their company is great, and the history of their company. Prospects don’t relate to this. That’s why they look so bored.
Great presentations get the prospect’s imagination involved. The best way to involve the imagination is through storytelling. Stories rich in descriptive detail get the prospect picturing them using your product and evoke that “I Gotta Have That” reaction.
让我们面对现实；很多商业演讲真的很无聊。销售人员谈论他们的产品为什么很棒，他们的公司为什么很棒，以及他们公司的历史。前景与此无关。这就是他们看起来如此无聊的原因。             
出色的演示会激发潜在客户的想象力。激发想象力的最佳方式是讲故事。富有描述性细节的故事会让潜在客户想象他们使用您的产品，并唤起“我必须拥有”的反应。
Gaining Commitments Instead of Closing 获得承诺而不是结束
Eliminate “Closing Cheese” from Your Vocabulary. You know what I am talking about: “Would you like that in gray or in black?” or “If I can show you how this will help you will you buy today?”. Lines like these are why salespeople are down on the bottom of society’s respect list somewhere near lawyers.
Learn the power of asking for incremental commitments from the beginning of your sales cycle. It is not an easy shift to make. First you got to get the prospect to show you what they most want (Hint: See Skill #2 above). Then you can negotiate incremental commitments in return for more of your time, information or resources.
从你的词汇中删除“关闭奶酪”。你知道我在说什么：“你喜欢灰色的还是黑色的？”或者“如果我能告诉你这对你有什么帮助，你今天会买吗？”。这样的台词就是为什么销售人员在社会尊重名单的最底层接近律师的原因。             
学习从销售周期开始就要求增量承诺的力量。这不是一个容易的转变。首先，你要让潜在客户向你展示他们最想要的东西（提示：参见上面的技能2）。然后，您可以协商增量承诺，以换取更多的时间、信息或资源。
Have More Fun 享受更多乐趣
Sales is fun when you are in control and closing deals. Selling is miserable when you are under pressure to close business.
Take the pressure off yourself to close and instead focus on qualifying and motivating your prospects.
Sales Task
Specified amount of sales that a management sets for achieving or exceeding within a specified timeframe, and allocates required resources. Sales targets are apportioned among different sales-units such as salespersons, franchisees, distributors, agents, etc.
Three Types of Sales Task
Personal Sales Task
Team Sales Task
Organizational Sales Task
当你控制并完成交易时，销售很有趣。当你面临关闭业务的压力时，销售是痛苦的。             
把压力从自己身上卸下来，转而专注于激励你的潜在客户。             
销售任务             
管理层为在规定的时间内实现或超过规定的销售额，并分配所需的资源。销售目标在不同的销售单位之间进行分配，如销售人员、特许经营商、分销商、代理商等。             
三种类型的销售任务             
个人销售任务             
团队销售任务             
组织销售任务
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