Sales Force Compensation

Sales Force Compensation Toolkit

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Assure your organization possess highly advanced Business Acumen; proactively stay abreast of Industry Trends to create, shift, and drive mission and vision for team.

More Uses of the Sales Force Compensation Toolkit:

  • Govern: partner with marketing teams to ensure effective and appropriate product and promotional mix.

  • Manage and track all issues through resolution.

  • Lead: effective management and efficient use of organization resources.

  • Ensure appropriate sales, product, and service training is executed and meets evolving customer and Industry Trends.

  • Leadly be on call for highly critical system issues and for strategic accounts.

  • Methodize: research industry related best practices and benchmarks to innovate new processes and strategies.

  • Confirm your organization complies; prowess is specifically designed for companies who have widely disbursed and dynamic sales organizations.

  • Identify: act as corporate liaison to key customers.

  • Direct: dynamic business and technical environment that values positive changes.

  • Manage knowledge, skills and abilities.

  • Create User Interfaces prototypes (containing minimal functionality) in a user centric design process.

  • Methodize: oversight and approval of sales transactions and adherence to related Policies and Procedures.

  • Devise: creation of functional spec and sow.

  • Control: work confidently and effectively as part of a project team.

  • Manage advanced analytical, consulting, and business planning skills.

  • Establish: monitor market, customer and competitor trends and advise management on methods to improve organization competitiveness.

  • Develop and execute annual segment specific strategic plan and operating plan in coordination with organizations long term strategic plan.

  • Support sales management peers through active sharing of ideas, techniques and approaches.

  • Identify: software support specialization.

  • Contribute to content to technical knowledge base.

 

Save time, empower your teams and effectively upgrade your processes with access to this practical Sales Force Compensation Toolkit and guide. Address common challenges with best-practice templates, step-by-step Work Plans and maturity diagnostics for any Sales Force Compensation related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Sales Force Compensation specific requirements:


STEP 1: Get your bearings

Start with...

  • The latest quick edition of the Sales Force Compensation Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.

Organized in a Data Driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…

  • Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

Then find your goals...


STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 929 new and updated case-based questions, organized into seven core areas of Process Design, this Self-Assessment will help you identify areas in which Sales Force Compensation improvements can be made.

Examples; 10 of the 929 standard requirements:

  1. Have you alerted the appropriate resources (community/media relations/governmental affairs) within your organization that this plan may elicit communities/social or political activists scrutiny?

  2. What are the sensitivities of the communities or governmental bodies or entities in which your organization operates (living wage, executive pay, highest-to-lowest ratio, layoffs, divestiture)?

  3. An entire industry has developed around the clash of cultures Millenials, Gen X, Gen Y, Baby Boomers, etc. How much of this has to do with generations, and how much has to do with life cycle?

  4. Are you asking targeted questions during recruitment to understand whether candidate drivers match what your organization offers. For example: What do you like most/least about this industry?

  5. Have you met with appropriate internal and/or external resources (legal, tax, accounting, audit, HR, shareholder relations, consultant, other) to identify and address disclosure requirements?

  6. To what extent do the HR professionals in your department understand how external realities of technology, economics, and demographics in the global context affect your industry and business?

  7. What is your organizations philosophy regarding transparent disclosure in the proxy statement (e.g., minimally compliant versus full disclosure and Effective Communications)?

  8. Does it need to retain existing talent, because either the current executive Value Proposition is deteriorating, or outside competitors are targeting your organization?

  9. To what extent do your HR professionals demonstrate competence in strategic contribution, HR delivery, business knowledge, personal credibility, and HR technology?

  10. To what extent is your HR organization (e-HR, service centers, centers of expertise, embedded HR, and outsourcing contracts) aligned with the Business Strategy?


Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:

  • The workbook is the latest in-depth complete edition of the Sales Force Compensation book in PDF containing 929 requirements, which criteria correspond to the criteria in...

Your Sales Force Compensation self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:

  • The Self-Assessment Excel Dashboard; with the Sales Force Compensation Self-Assessment and Scorecard you will develop a clear picture of which Sales Force Compensation areas need attention, which requirements you should focus on and who will be responsible for them:

    • Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
    • Gives you a professional Dashboard to guide and perform a thorough Sales Force Compensation Self-Assessment
    • Is secure: Ensures offline Data Protection of your Self-Assessment results
    • Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:

 

STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Sales Force Compensation projects with the 62 implementation resources:

  • 62 step-by-step Sales Force Compensation Project Management Form Templates covering over 1500 Sales Force Compensation project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Human Resource Management Plan: Are Sales Force Compensation project leaders committed to this Sales Force Compensation project full time?

  2. Cost Management Plan: Milestones – what are the key dates in executing the contract plan?

  3. Responsibility Assignment Matrix: Does each role with Accountable responsibility have the authority within your organization to make the required decisions?

  4. Activity Duration Estimates: Are updates on work results collected and used as inputs to the performance reporting process?

  5. Procurement Audit: Was the estimation of contract value in accordance with the criteria fixed in the Directive?

  6. Schedule Management Plan: Have all team members been part of identifying risks?

  7. Responsibility Assignment Matrix: Too many is: do all the identified roles need to be routinely informed or only in exceptional circumstances?

  8. Risk Audit: Are end-users enthusiastically committed to the Sales Force Compensation project and the system/product to be built?

  9. Stakeholder Management Plan: Are there procedures in place to effectively manage interdependencies with other Sales Force Compensation projects / systems?

  10. Project Scope Statement: If you were to write a list of what should not be included in the scope statement, what are the things that you would recommend be described as out-of-scope?

 
Step-by-step and complete Sales Force Compensation Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

  • 1.1 Sales Force Compensation project Charter
  • 1.2 Stakeholder Register
  • 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:


3.0 Executing Process Group:

  • 3.1 Team Member Status Report
  • 3.2 Change Request
  • 3.3 Change Log
  • 3.4 Decision Log
  • 3.5 Quality Audit
  • 3.6 Team Directory
  • 3.7 Team Operating Agreement
  • 3.8 Team Performance Assessment
  • 3.9 Team Member Performance Assessment
  • 3.10 Issue Log


4.0 Monitoring and Controlling Process Group:

  • 4.1 Sales Force Compensation project Performance Report
  • 4.2 Variance Analysis
  • 4.3 Earned Value Status
  • 4.4 Risk Audit
  • 4.5 Contractor Status Report
  • 4.6 Formal Acceptance


5.0 Closing Process Group:

  • 5.1 Procurement Audit
  • 5.2 Contract Close-Out
  • 5.3 Sales Force Compensation project or Phase Close-Out
  • 5.4 Lessons Learned

 

Results

With this Three Step process you will have all the tools you need for any Sales Force Compensation project with this in-depth Sales Force Compensation Toolkit.

In using the Toolkit you will be better able to:

  • Diagnose Sales Force Compensation projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
  • Implement evidence-based best practice strategies aligned with overall goals
  • Integrate recent advances in Sales Force Compensation and put Process Design strategies into practice according to best practice guidelines

Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Sales Force Compensation investments work better.

This Sales Force Compensation All-Inclusive Toolkit enables You to be that person.

 

Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.

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