Paper代寫：Sales Strategies, Corporate Objectives and Recruitment

Paper代寫-銷售策略、企業目標和招聘。本文是一篇留學生Paper寫作范文，這些內容數要是目的陳述，基本上為組織在追求其使命過程中所開展的活動提供了堅定的方向。通常在組織中，術語、目標和公司目標之間存在混淆和重疊。只有當公司傾向于將目標視為意圖陳述，而將目標作為可量化的目標時，這種困惑才容易解決。下面就一起來看一下這篇paper statement范文的具體內容。 

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 銷售策略
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.
銷售策略可以定義為客戶管理政策制定、潛在客戶識別和資格鑒定、銷售演示和訂單生成的計劃方法，旨在實現公司的銷售配額或目標。       
Sales Strategy Objectives: 銷售戰略目標
Helps in improving client loyalty 有助于提高客戶忠誠度
Increases the closeting ratio by knowing clients hot buttons 通過了解客戶的熱點按鈕來提高衣柜比率
Helps in shorting the sales cycle with outside recommendations.利用外部建議幫助縮短銷售周期
Proper sales strategy helps in offering best solutions to outsell the competitors 正確的銷售策略有助于提供最佳解決方案，以超越競爭對手
Helps in targeting and penetrating the most promising and profitable sectors and markets 有助于瞄準和滲透最有前途和最賺錢的行業和市場
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競爭優勢和產品差異化，以提高市場利潤率和份額
Helps in establishing a specific plan to strengthen and enhance the lead generation 幫助制定具體計劃，以加強和增強潛在客戶開發

P-9: Devise appropriate recruitment and selection procedures.制定適當的招聘和選拔程序
RECRUITMENT AND SELECTION 招聘和選拔
A. Overview of Process 流程概述
Assess the need for the job and ensure adequate funding 評估工作需要并確保充足的資金
Review the job description to ensure that it meets the present and future requirements 審查工作說明，確保其符合當前和未來的要求
Design the selection process ( utilize search committee process if applicable) 設計選擇流程（如適用，利用搜索委員會流程）
Draft the advertisement and select the advertising media 起草廣告并選擇廣告媒體
Short list using the person specification only 僅使用人員規格的短名單
Interview and test short-listed candidates 面試和測試入圍候選人
Validate references, qualifications and background checks 驗證參考、資格和背景檢查
Make appointment  預約
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.
主管和部門主管有責任確保遵守該框架。人力資源和員工發展部可提供建議，并將協助招聘流程的一般管理。
B. Review the Job and the Need for It.回顧工作及其需求
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.
辭職、調動、退休或授權新職位后，“搜索和選擇”程序開始。這是一個回顧職位職責以及該職位貢獻和促進單位、部門、部門和大學目標的方式的機會。
Supervisors need to consider the following issues: 主管需要考慮以下問題
Is the job still necessary?這項工作還需要嗎？
What value does it add to the team and to the delivery of service?它為團隊和服務提供帶來了什么價值？
How will the Post be funded?郵政將如何獲得資金？
Does the job description need updating?工作描述需要更新嗎？
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.
如果是這樣，可能需要重新評估工作的等級和人員規格。人力資源和員工發展團隊可提供關于構建工作描述和人員規格的建議，并就評級問題提供建議。
What type of employment could be offered? 可以提供什么類型的就業？
Full-time, part-time? 全職還是兼職？
Is job-sharing an option? 共享工作是一種選擇嗎？
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.
永久合同還是固定期限合同？使用固定期限合同最適合涵蓋特定任務/項目/工作項目或臨時任命。它們通常不應用于填補常設職位。
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.
如果決定招聘該職位，主管/董事有責任確保填寫《職位管理表》并盡快發送給人力資源和員工發展部。
C. Search Committee 搜索委員會
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.
并非所有常任職位的面試都必須由委員會進行。部門主任負責確定需要委員會面試和選擇的職位。如果該職位可能是一個或多個職位的晉升，則應成立一個委員會，以確保沒有偏見或偏袒的跡象。所有職稱為助理總監及以上的空缺職位都必須使用搜索委員會。
3. REQUEST FOR PERSONNEL ACTION 人員行動請求
A. Vacant Position 空缺職位
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:
當員工發出離職意向通知時，直屬主管應通知人力資源和員工發展部，以便安排必要的重新招聘面試。替換人員的工作分類、描述和資格要求應由當時的部門負責人提供。此類信息的示例可能包括：
Education or technical training required.需要教育或技術培訓
ADA requirements, lifting, vehicle operation, physical demands, etc.ADA要求、通勤、車輛操作、體力要求等
Hours of work; including Saturday or Sunday.工作時間；包括周六或周日
Officials to whom applicants are to be referred.向其推薦申請人的官
Recommendations of any known applicants.任何已知申請人的建議
Additional information felt useful in preliminary screening.其他信息對初步篩選很有用
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.
分類人員的起薪應根據空缺職位的職務分類和相關工資等級確定。招聘部門應在發布職位前就分類問題和薪資問題咨詢人力資源員工發展部。最重要的是，在做出任何薪酬承諾之前，部門應咨詢人力資源和員工發展部。
4. ADVERTISING 廣告
A. Job Posting.職位發布
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.
當接到空缺通知時，人力資源和員工發展部將審查現有的職位描述，進行必要的更正，在人力資源公告欄和人力資源網站上發布至少五天的空缺公告。帖子將轉發給佐治亞州勞工部，供其參考和申請人推薦。希望這一程序將提高對現有職位的認識，以確保大學內的職業向上流動，并鼓勵從眾多渠道推薦申請人?？梢宰龀銎渌麖V告安排。有關廣告和相關費用的建議，請咨詢就業管理局助理局長。
B. Employee Priority Posting 員工優先權的職位
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.
所有空缺職位必須張貼至少五天，但是，用人單位可以最初指定張貼具有員工優先權的職位或張貼在公共網站上。             
指定為員工優先職位的職位將在員工優先網站上發布至少五個工作日，并且只有當前合格的瓦爾多斯塔州立大學員工的申請才會被提及該職位。未指定為員工優先職位的職位將立即發布在一般公共發布網站上。             
如果用人單位從該人才庫中確定了一名成功的候選人，則無需額外招聘。如果五個工作日后沒有選擇瓦爾多斯塔州立大學的申請人，則該職位將重新開放，并在公共網站上發布招聘信息，至少五個額外工作日。瓦爾多斯塔州立大學的員工仍可在此開放期間申請。             
被歸類為臨時工/臨時工的員工；不符合員工優先職位的資格。和過去一樣，他們可以在普通公共發布網站上申請職位。       
5. SELECTION PROCESS 選擇過程
A. Screening Applicants 篩選申請人
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.
閱讀所有提交的申請。面試的最佳人選的選擇必須基于工作描述和規范?，F階段不能采用新的標準來評估候選人，因為這將是不公平的。面試人員有責任完成短名單，并確保面試過程不受非法歧視。如果使用了一個委員會，整個委員會應該就短名單達成一致。如果不使用委員會，最好由第二人參與短名單程序。用于選擇最佳候選人的標準和所有適當的注釋必須返回人力資源和員工發展部存檔，并保留6個月。良好的做法是，所有申請部門職位的員工都要接受面試。             
因不當行為被解雇的前雇員不能被考慮任命。由于退休狀態的原因，退休后的前雇員必須符合某些資格。如果有關于申請人是否可以被考慮的問題，請聯系人力資源和員工發展部。
B. Arranging the Interview 安排面試
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.
面試負責人負責安排與入圍候選人直接面試的日期和時間，并通知候選人將使用的任何選拔考試。             
聯邦法律禁止在就業面試中提出某些問題，就業申請書的制定符合聯邦指南。此類非法問題的例子可能涉及申請人的年齡、殘疾、宗教信仰、兒童年齡等。面試指導方針在提交申請后提供給雇傭部門。為了確保每個申請人得到一致的待遇，該部門可能會制定模式化面試。這可能包括與工作相關的職能、所需技能以及申請人的教育背景、以前的經驗等在被選擇就業的情況下如何對該職位有用的具體問題。       
C. The Interview 面試
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.
面試的目的是僅僅根據個人的優點和適合性來任命最適合這份工作的人。瓦爾多斯塔州立大學的招聘和選拔過程采用了系統、徹底、公平、公正的方法，并基于理性、客觀、與工作相關的標準。
At the interview, each candidate should be treated consistently. To achieve this the panel should: 在面試中，每個候選人都應該得到一致的對待。為此，專家組應：       
Ask the same initial questions of each candidate 向每個候選人提出相同的初始問題
Supplement their understanding of the candidate’s responses by following up questions as appropriate 通過適當跟進問題，補充他們對候選人回答的理解
Be consistent in allowing access to presentation material, notes and so on 在允許訪問演示材料、筆記等方面保持一致
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.
不允許任何歧視性問題、騷擾或任何其他違反平等機會政策或行為準則的行為             
確保在殘疾候選人的情況下，以積極的方式探討工作所需的任何“合理調整”的必要性。對殘疾候選人的評估應基于其在工作中的預期表現，因為已提供了所需的任何合理調整。          
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.
請記住，在整個甄選過程中獲得的信息將被視為機密，且僅為參與甄選過程的各方所知             
保留面試記錄和決定的理由——每個問題都應該得到一個分數，并得到一個整體印象的分數。候選人將根據給出的分數和談判或提供給排名最高的候選人的職位從高到低進行排名。評分表和面試的所有文件必須交給人力資源和員工發展部存檔             
專家組成員必須意識到，他們有責任確保招聘/面試文件在其持有期間安全、保密地保存。
D. Selection Tests 選擇測試
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.
如果選擇測試是評估候選人的有效方法（即有效衡量工作標準、相關、可靠、公平且無偏見——同時考慮測試的預測能力），則選擇測試是一種非常有用的工具，建議使用。主管應就此類測試的使用征求人力資源和員工發展部的建議。
E. Hiring Decision 雇傭決定
In selecting the successful candidate, the panel must make a decision based on the merit and eligibility of the candidates as judged by:
在選擇成功的候選人時，專家組必須根據候選人的優點和資格做出決定，其評判標準如下：
Content of application and qualifications 申請內容和資格
Performance at Interview 面試時的表現
Outcome of any selection tests 任何選擇測試的結果
F. Reference Checks 參考檢查
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:
作為評估每個候選人優點的一部分，選擇候選人的人必須確保候選人提供的信息真實、一致和誠實。這包括對候選人的以下信息感到滿意：
application — work history 應用程序-工作歷史
qualifications (where a qualification is a requirement, supporting evidence or certification must be obtained from the candidate and recorded)
evidence presented at interview
資格（如果要求資格，則必須從候選人處獲得支持性證據或證明并記錄在案）
Reference checks; references must be called and information recorded for the file 參考檢查；必須調用引用并記錄文件的信息
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，解釋你在組織中的職位，并告訴對方你為什么打電話詢問申請人。
b) Ensure confidentiality 確保保密性
c) Ask if he or she is free to discuss the situation 詢問他或她是否有時間討論情況
d) Try to establish rapport 嘗試建立融洽關系
e) Tell the person the position the candidate is being considered for 告訴應聘者正在考慮的職位
f) Let the person talk feely 讓對方感覺到
g) Ask the references the same questions for each of your candidates 向推薦人詢問每個候選人的相同問題
h) Always end the call with: would you rehire this person?” 在結束通話時，總是這樣說：“你會重新雇傭這個人嗎？”
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.
如果其中任何一項不符合要求的標準，人力資源和員工發展部必須與主管/總監討論該問題。使用附錄10和附錄11中的就業參考檢查和教育驗證表。
G. Criminal Background Checks.犯罪背景調查
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.
為了提供一個安全可靠的工作場所，遵守董事會的政策，并盡量減少與“疏忽的招聘過程”相關的潛在訴訟，瓦爾多斯塔州立大學將要求對該職位的前兩名候選人進行背景調查。雇傭應以簽署犯罪記錄披露同意書和考慮個人犯罪史為條件。瓦爾多斯塔州立大學警察局在收到犯罪歷史同意書后，應進行背景調查，并將結果報告給人力資源部。
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.
該部門將通知犯罪史報告妨礙其就業的申請人。如果申請人對流程有疑問，可以向人力資源和員工發展部咨詢。申請人有七個日歷日的時間對任何不準確的報告采取糾正措施。報告錯誤的證明不得取消申請人的資格，該職位將在該時間段結束后才被填補。             
如果未采取任何行動，且報告屬實，招聘部門可恢復雇傭流程。
Disqualification of Applicants.取消申請人資格
An applicant will be disqualified for employment for any of the following reasons: 申請人將因以下任何原因被取消就業資格
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藥物成癮
Discovery of any false statement or omission of material facts from the formal application.在正式申請中發現任何虛假陳述或遺漏重要事實
He or she has been a member of an organization advocating the violent overthrow of the government of the United States.他或她是一個主張暴力推翻美國政府的組織的成員
He or she has been convicted of a crime involving moral turpitude, unless pardon has been granted.除非獲得赦免，否則他或她已被判犯有涉及道德敗壞的罪行
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，除非法院給予初犯治療
J. Employment Offer 就業機會
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.
面試結束后，雇傭部門可以延長聘用期限。然而，部門負責人必須告知候選人，在犯罪背景調查結果出來之前，該職位是有條件的。             
當部門負責人認為他/她有一位候選人，由于特殊的培訓或經驗，他/她應得的分數應超過該分類的最低標準時，他們可以為該候選人提供比最低標準高出10%的分數。然而，部門負責人必須在其預算中已有資金，或者通過院長或副院長將資金轉入其預算。政策的這一變化并不是為了允許部門負責人或主管部門在最低工資的基礎上提供超過10%的工資，在任何情況下，如果沒有足夠的部門資金來滿足雇傭要求，都不能提供工資。       
K. Post Interview 發送面試結果
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.
人力資源和員工發展部負責向所有候選人提供申請結果的書面通知（拒絕信）。然而，有些部門更喜歡自己寫信。這些信函必須附在合規報告之后。如果從未成功入圍的候選人處請求反饋，經理應向候選人提供有效的拒絕理由和建設性反饋。通常不會提供書面反饋。
P-10: Evaluate the role of motivation, remuneration and training in enhancing sales performance.評估激勵、薪酬和培訓在提高銷售業績中的作用
Role of Motivation in sales performance 激勵在銷售業績中的作用
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.
無論你是銷售人員還是管理銷售人員的人，你都需要知道激勵的重要性。盡管很多人只雇傭自我激勵的人，他們不需要你的任何幫助，就可以采取行動和進行銷售，但你需要意識到銷售是一項艱巨的工作，有些人在一些鼓勵下可以真正變得出色。從事銷售工作可能會給你帶來豐厚的報酬，也可能會讓你破產。你在銷售方面做得越好，你就賺得越多。
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.
那么動機在哪里起作用呢？好吧，大多數人不喜歡銷售的主要原因是因為他們不得不面對拒絕。沒有人喜歡被拒絕，但如果你在出售，這就是游戲的一部分。你被拒絕的次數越多，你離銷售就越近?，F在，僅僅因為你希望你的銷售人員或你自己去那里，像機器一樣打銷售電話，這并不意味著動機應該被忽視。如果你是一名銷售人員，請花時間閱讀和聆聽激勵材料。通過這樣做，你將不斷地用積極和鼓勵的想法來喂養你的大腦，這將幫助你度過那些每個潛在客戶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.
對于銷售經理來說，為團隊提供動力至關重要?？纯大w育世界。這些運動員是世界上最優秀的運動員，當他們輸球并感到沮喪時，教練的一句簡單的鼓勵話可以激發他們的斗志，扭轉局面。同樣的事情也可以用在你的銷售人員身上，幫助他們更多地了解自己，而不是因為做不到那么多的銷售而自暴自棄。
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.
動機很重要，因為它促使人們采取行動。沒有行動，什么都不會發生。實現任何目標的關鍵是采取行動。你采取的行動越多，你就越接近你的目標。為了持續采取行動，你需要想出方法來激勵自己每天做你需要做的事情，以實現這些目標。因此，無論你需要激勵自己還是你的團隊，激勵在建立成功中起著極其重要的作用。 
Role of Remuneration in Sales Performance 薪酬在銷售業績中的作用
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?
報酬是工資或薪金，通常是作為雇員提供服務而支付的錢。您如何決定采用何種薪酬方案？你如何確保你的薪酬包括激勵和激勵合適的人？你如何確保工資金額有助于員工滿足他們的生活要求？
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,
這些問題對于任何試圖管理銷售團隊或客戶服務團隊的人來說都是至關重要的，當你看到如何在維護服務的同時實際獎勵個人努力時。在考慮任何薪酬方案時，都值得考慮一套標準。在任何工作描述中，都有機會將所需工作分析為服務方面，從而必須完成這些工作來維護客戶或維護客戶關系，例如接收訂單、執行訂單
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.
處理查詢、客戶服務的一般項目，甚至可能銷售或幫助展示，以及確保庫存充足，這些都可以稱為服務領域或服務職責。
On the other hand, a sales person or customer service representative could influence the 另一方面，銷售人員或客戶服務代表可能會影響
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.
通過他們的個人銷售技能、個性和培訓來實現銷售的價值，以實現銷售，為銷售增加價值，或在交流時通過電話、網絡或面對面銷售一些特殊或有獎勵的特定物品。這種特殊活動被稱為個人貢獻。一個相對簡單的公式是，通過采用薪酬標準，你可以分析相關人員的投入。如果工作表現中的服務要求和服務水平很高，而且幾乎沒有機會增加個人影響力，那么工資或基本工資制度將是最具成本效益的，以使結果發揮作用。如果有很高的個人投入，銷售人員可以強烈影響銷售金額或銷售盈利能力，那么您可以通過特殊傭金、利潤份額、特殊獎勵和特殊獎勵來獎勵個人努力，在活動結束后進行銷售，并通過增加風險系數來減少需要支付的基本工資或工資，這當然是個人接觸所能克服的。
Role of Training in Sales Performance 培訓在銷售績效中的作用
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.
術語培訓是指通過傳授與特定有用能力相關的職業或實踐技能和知識，獲得知識、技能和能力。它形成了學徒制的核心，并為技術學院（也稱為技術學院或理工學院）的內容提供了骨干。除了一個行業、職業或專業所需的基本培訓外，勞動力市場的觀察家們今天認識到，需要在最初的資格之外繼續培訓：在整個職業生涯中保持、升級和更新技能。許多專業和職業的人可能將這種培訓稱為職業發展。
P-11: Describe two techniques used to co-ordinate and control sales output.描述用于協調和控制銷售產出的兩種技術
Sales out put control 銷售輸出控制
Outputs can be triggered manually or automatically in the sales document. 可以在銷售文檔中手動或自動觸發輸出
Automatic determination requires maintenance of output condition record. 自動確定需要維護輸出條件記錄
Print programs and layout sets control content which should be displayed in the output. 打印程序和布局集控制應在輸出中顯示的內容
controls output determination using condition 使用條件控制輸出確定
Technique. 技巧
Output determination procedure is determined on the 輸出確定程序取決于
basis of sales document type (sales order type,delivery type, billing type). 銷售單據類型的基礎（銷售訂單類型、交貨類型、賬單類型）
Standard output determination procedure for sales 銷售的標準產量確定程序
order (OR), Delivery (LF) and Billing (F2) is V100000. 訂單（OR）、交貨（LF）和賬單（F2）為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.
輸出過程包含輸出類型，可以在創建該銷售文檔時進行處理。一個文檔可以有輸出類型，如交貨單和裝箱單。
Output controls 輸出控件
Medium (Like Print, Fax, EDI) 介質（如打印、傳真、EDI）
Time of sending the output -e.g.immediately or in a batch 立即或成批發送輸出的時間
Which partner function of Business partner it can be sent 可以發送業務伙伴的哪個合作伙伴功能
Language 語言
Criteria for which output condition record can be maintained 可維護輸出條件記錄的標準
for automatic output determination 用于自動輸出確定
It offers flexibility of changing the key controls in the 它可以靈活地更改
Sales documents. 銷售文檔
Example – If order confirmation for a customer is scheduled to be 示例–如果客戶的訂單確認計劃為
printed in a batch but the customer wants it immediately then 批量打印，但客戶需要立即打印
time of dispatch control can be changed in the sales order. 可以在銷售訂單中更改調度控制的時間
P-12: Use given information to recommend appropriate organization structures and procedures.使用給定的信息推薦適當的組織結構和程序
Team 團隊
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世紀發展起來的最新組織結構之一是團隊。在小企業中，團隊結構可以定義整個組織。團隊可以是水平的，也可以是垂直的。雖然一個組織是由一群人組成的，他們協同個人的能力以實現新的維度，但組織結構的質量總體上圍繞著團隊的能力。例如，美國最大的天然食品雜貨商全食市場（Whole Foods Market）的每一家商店都是一個自主的利潤中心，平均由10個自我管理的團隊組成，而每個商店和每個地區的團隊領導者也是一個團隊。更大的官僚組織也可以從團隊的靈活性中受益。
Functional structure 智能結構
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.
組織職能部門內的員工傾向于執行一組專門的任務，例如工程部門只配備軟件工程師。這將提高該團隊的運營效率。然而，這也可能導致組織內各職能部門之間缺乏溝通，使組織變得緩慢和缺乏靈活性。
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.
作為一個整體，功能性組織最適合作為一個大批量、低成本的標準化商品和服務的生產者。任務的協調和專業化集中在一個功能結構中，這使得生產有限數量的產品或服務變得高效和可預測。此外，隨著職能組織縱向整合其活動，從而以低成本快速銷售和分銷產品，效率可以進一步提高。例如，小企業可以開始生產其產品所需的組件，而不是從外部組織采購。但這不僅有利于組織，也有利于員工的信仰。            
P-13: Identify and give three examples of the differences in the nature of sales tasks and skills in a variety of context.識別并給出三個不同背景下銷售任務和技能性質差異的例子
Sales Skills 銷售技巧
Qualifying Fast to Avoid Wasting Sales Time 快速鑒定以避免浪費銷售時間
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.
你會一直追趕你的潛在客戶，直到他們告訴你是不是？你有沒有告訴你的潛在客戶“不”，比如“不，我不會賣給你”？銷售中有很多事情你無法控制，也將無法控制。你可以控制的一件事是你的時間以及你選擇如何使用它。
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.
要想快速獲得資格，你必須有一套標準來描述你會賣給誰，也不會賣給誰。你想賣給可能購買你產品的潛在客戶，并放棄不太可能購買的潛在客戶（這樣你就能找到更多好的潛在客戶）。聽起來很簡單，但太多的銷售人員讓污泥堆積在他們的管道中，從而限制了流出的總收入。       
Motivating Prospects 激勵潛在客戶
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.
資格認證超越了預算、權限和需求。你想賣給那些想從你那里買東西的潛在客戶。尋找需要我們產品的潛在客戶通常并不困難。如果我們等待他們來找我們，那么找到真正想要我們產品的人可能會非常困難。
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.
專業銷售人員銷售的產品比通過商店、目錄和經紀人提供的商品更復雜，價值更高。潛在客戶通常不知道他們需要這樣的產品，直到他們第一次發現自己有問題。這一過程可能需要幾秒鐘或幾年，具體取決于問題的性質（以及前景?。?。當你幫助潛在客戶發現你比任何人都能更好地解決他們的問題時，他們就會有動力與你合作。       
Selling to People Outside Your Comfort Zone 向舒適區以外的人推銷
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?
大多數銷售人員都是“人”，他們已經認為自己擅長這一點。讓我問你一個問題。當你上一次輸掉一筆生意時，你和決定反對你的關鍵人物關系如何？
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.
你不能把目光移開，忽視那些與你沒有天然關系的人。好消息是，人們喜歡像自己一樣的人。你所要做的就是把你的行為擴展到你的舒適區之外，直到你變得像另一個人。
Reaching Decision-Makers Through Voicemail 通過語音郵件聯系決策者
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.
有兩種方法可以增加銷售額。一個是關閉你接觸的更多潛在客戶。另一個是讓更多的前景進入管道。在尋找潛在客戶時，您可以將語音郵件視為您的朋友或敵人。70%的潛在客戶電話都是通過語音信箱，是時候交朋友了。
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.
雖然你永遠都不會收到每一封語音郵件的回復，但當你把它們當作一對一的廣告時，你可以收到大量的回復。       
Delivering “I Gotta Have That” Presentations 展現“我必須擁有”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.
讓我們面對現實；很多商業演講真的很無聊。銷售人員談論他們的產品為什么很棒，他們的公司為什么很棒，以及他們公司的歷史。前景與此無關。這就是他們看起來如此無聊的原因。             
出色的演示會激發潛在客戶的想象力。激發想象力的最佳方式是講故事。富有描述性細節的故事會讓潛在客戶想象他們使用您的產品，并喚起“我必須擁有”的反應。
Gaining Commitments Instead of Closing 獲得承諾而不是結束
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.
從你的詞匯中刪除“關閉奶酪”。你知道我在說什么：“你喜歡灰色的還是黑色的？”或者“如果我能告訴你這對你有什么幫助，你今天會買嗎？”。這樣的臺詞就是為什么銷售人員在社會尊重名單的最底層接近律師的原因。             
學習從銷售周期開始就要求增量承諾的力量。這不是一個容易的轉變。首先，你要讓潛在客戶向你展示他們最想要的東西（提示：參見上面的技能2）。然后，您可以協商增量承諾，以換取更多的時間、信息或資源。
Have More Fun 享受更多樂趣
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
當你控制并完成交易時，銷售很有趣。當你面臨關閉業務的壓力時，銷售是痛苦的。             
把壓力從自己身上卸下來，轉而專注于激勵你的潛在客戶。             
銷售任務             
管理層為在規定的時間內實現或超過規定的銷售額，并分配所需的資源。銷售目標在不同的銷售單位之間進行分配，如銷售人員、特許經營商、分銷商、代理商等。             
三種類型的銷售任務             
個人銷售任務             
團隊銷售任務             
組織銷售任務
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