Many companies are battling for survival in the light of the current economic downturn with competitors invading all their traditional markets with prices 10% lower. The importance of sales training has come to the fore and this is how one principle manufacturer has reacted. Alongside cost reductions they have reorganised the sales force and introduced a development system for the sales team, which is specifically a training program for their distributors. With this they have succeeded in reinforcing their market position once more and in binding their distribution trading partners more closely to the company.
The system contains the following points
Objectives of distributor training: Building up trust and motivation in the distributive trade The training is intended to make the distributors work more efficiently for the supplier. Questioning distributors has shown that the company has chosen the right route to its intended goal. All the trained distributors stated that their organisational skills had improved. 80% said that training had made them better at planning and selling. 50% were able to polish up their financial know-how.
Raising turnover Distributors who have a precise knowledge of their products and markets will also sell more. Those distributors partaking in the trial phase of System, increased their sales by 102%.
Methods and contents of distributor training
Who should be trained? Not all distribution partners are amenable and suited to a training program. The manufacturer selected participants according to the following criteria:
How great is the likelihood that the distribution partner will commit themselves fully to the company?
Does the distribution partner possess a sufficient financial base to be able to invest the necessary time and the appropriate personnel in the training course?
Does the trading partner have a stable organisational structure?
Is the trading partner’s home country economically and politically stable?
Does the trading partner hold out sufficient prospects of growth in their sales, market shares and margins?
What should the contents of training be? Product knowledge: Many managers believe that distributor training should above all be sales training. They forget that a strong awareness of goods is and remains the basis to successful selling! If a distributor proves himself incompetent in the customer’s eyes he cannot expect loyalty!
Selling technique: On this score the manufacturer transmits know-how in the fields of negotiating tactics, concluding techniques and general sales management.
Planning: Storage and transport costs for products are enormous. A sensible system of requirement planning [dictated by plant divisions for materials and operating supplies] will help to reduce costs here markedly. Where should training take place? This is a very complex question primarily confronting internationally active companies. Centralised training at the firm’s headquarters has the advantage that highly-specialised staff and all the products necessary for demonstration purposes are available there. Also if top management participate in the training this strengthens motivation.
Opposed to that as disadvantages are the substantial travel and accommodation expenses that usually have to be assumed by the company. An extra problem is that the distribution partners only make half-hearted use of the training as they infrequently get away from their everyday job.
The producer follows a double-track policy here. At the company head offices basic training courses take place lasting two to four days. 60% of the distributors’ available time is spent on theoretical teaching and 40% on the practical. Besides that, the company maintains regional training centres in Brazil, Japan, Australia, Malaysia and Spain, where the subjects of selling technique and planning are dealt with more intensively.
Who should give training? An internal staff unit is responsible for developing training concepts and contents as well as the management of training. The individual programs are carried out by external trainers. Trainers with practical sales experience are preferred. They are more convincing than pure theoreticians, have a feel for the market and bring in more ideas. To stop the signs of strain new trainers are repeatedly being utilized.
What methods of training? Methods are employed which stimulate the distributors to assume an active role: role-playing, video recordings, direct observation. What has proved to be inefficient and so has been rejected is boring ‘cramming’.
A comparison between ‘trained’ and ‘untrained’ distributors allows conclusions as to the success of training.
Monitoring results The company continually compares the sales results of trained and untrained distributors using the indicators: turnover per customer visit, market share, new products as share of turnover and lost order rate (share of orders that fail to be achieved).
To guarantee the success of training recognised defects are eliminated immediately and concrete proposals for improving training procedures are put into practice straight away.
Follow-up training It is not enough to invite a distribution partner to a training course once and then just to ‘cross him off’. That is why the manufacturer also offer their distributors the self-monitoring and training program Management Minded Supervision (MMS). MMS enables distributors to carry out their own sales training courses for their salespeople and to monitor their own results.
If you have been searching for a home based business and a way to make money online, you have probably come across Ty Caughlin. He’s the beach bum looking guy… sitting on a lounge chair with his laptop in Hawaii, talking about the Reverse Funnel System. It’s all over the Internet.
You also probably know they charge you $50.00 just to find out what it is. I am going to save you $50 and give you the inside scoop for free.
I bet you have been wondering…is the Reverse Funnel System Real, is it True, will it Work…and most important…will it work for ME? Can you really make that kind of money in the Reverse Funnel System? It sounds really good doesn’t it?
Before you invest your hard earned money into ANY business, you should do your due diligence… do your research… and totally check it out.
Clearly there are some people who do succeed in the Reverse Funnel System. However…the most important question is…will YOU succeed? What are the odds of your success? Good question.
LET’S TAKE A LOOK AT THE NUMBERS AND SEE HOW THEY ADD UP.
First of all, to even find out what the business opportunity is…they require you to pay $50. That should be your first red flag!
The system that Chris Campbell, Matt Sunderland, Team 16K, Team 20K and Ty Coughlin are promoting in the Reverse Funnel System is GRN or Global Resorts Network. This is a travel membership club that allows people to stay at resorts for a reduced price. Kind of similar to a time share network system.
Here is the big kicker…It cost $3,000 to join the program!
Next, they suggest that when you join the Reverse Funnel System, you should also invest an ADDITIONAL $5,000 in marketing!!!
Then…to add insult to injury, they charge you $300 Per Month for web site hosting and back office fees. Wow…in just one year you have spent $3,600 in monthly fees just to host your web site! Yikes!!!
So…let’s add it up. $50 to find out what it is, plus $3,000 to join, plus $5,000 marketing budget, plus $3,600 per year in hosting fees…. Lets see…that comes up to: $11,650 !!!
And…that’s not all. After you work hard and invest all of this money… when you finally make your first sale…you have to pass it up to the person above you. Uggg. That my friend is a ton of money to invest before you make a single dime!
Now…give that a moment to sink in…and I think you’ll start to see that the Reverse Funnel System isn’t obtainable for the average person wanting to start a business. The barrier to entry is simply too high.
With the average median income per house hold in the US being $43,318…it is extremely difficult for a family to take out $11,650 from their already tight budget to get started in the Reverse Funnel System home business.
May I suggest a better way?
There is another Funnel System. Not the Reverse Funnel System…but the… Wealth Funnel System. The Wealth Funnel System offers 8 different streams of income. One of the keys to consistently making money online and being a successful internet marketer is to have multiple streams of income with high yield payout commission rates on highly valuable consumer driven products in a variety of industries.
The first stream of income in Wealth Funnel System 1 is all about providing you with step-by-step education and training to teach you how to PROPERLY market online.
The #1 reason people fail in internet marketing is due to a lack of knowledge of how to market on the internet! If you don’t know how to properly market on the internet…you will not drive enough traffic to your web site and thus…you will not make money. Pretty easy to see…right?
The training program is so comprehensive that it’s equal to an advanced marketing degree in online marketing. The Wealth Funnel System automates it’s self and teaches you how to grow a long term presence online that will have new prospects visiting your business from thousands of different online venues and outlets. This ensures that you are going to be making sales all the time for years to come.
The Wealth Funnel System’s online training program is so good that we have droves of people coming over from other online businesses …including the Reverse Funnel System…to our system because they have not been properly trained to market online and are not succeeding!
Once you learn how to properly market online…the world is yours. We teach the art and science of marketing online so you will be able to market ANY product or service online. In fact, about a third of the people joining the Wealth Funnel System have a product, service or business of their own… and they want to learn how to market it online.
In addition to offering the finest online marketing training program… we have a live… full time tech support and… live… full time sales and marketing support. If you have questions or need help, we are there for you. We want you to have great success because…the more you succeed…the more we succeed!
And…if all of that is not enough…Wealth Funnel System 1 only cost $997 to join. That makes it MUCH more affordable for the average person looking for a business opportunity. PLUS…we offer a 100% Money Back Guarantee!
Here’s our Guarantee: We’ll have your business and marketing campaign set-up for you and earning you a minimum of $5,000 PER MONTH within 90-DAYS or you’ll get 100% OF YOUR MONEY BACK. It just does not get any better than that!
In closing…before you take the leap into a home based business, you really owe it to yourself to take 10 minutes and check out the Wealth Funnel System. You will find out why we have the highest success rate of any home business system.
Wishing you the best in success.
The best ways to Apply Gamification to Classroom Training? Damage it up right into 2 components – the very first component could be your training program and also the 2nd component can be a project that you could provide to students where they could exercise the principle they have actually found out in the program. There might be some kind of a fine for coming late -cash or factor reduction from a group ' s rating. It ' s crucial to recognize exactly how much play the ratings have in the knowing experience. Gamification is the brand-new buzzword that training leaders are caring.: In location of supplying your training program as a single occasion – damage it up, as well as offer it some type of a framework. Damage it up right into 2 components – the very first component could be your training program and also the 2nd component might be a task that you could offer to students where they could exercise the idea they have actually discovered in the program. There might be some kind of a charge for coming late -loan or factor reduction from a group ' s rating. It ' s essential to recognize just how much play the ratings have in the understanding experience.
Given the push toward the use of electronic health records throughout the medical field, many who were previously on the fence are finally starting to take the notion of EHR implementation more seriously – especially given the federal incentives involved in employing systems that conform to government-issued standards for meaningful use. Of course, in order to utilize their systems efficiently (or, for the sake of keeping up with media jargon, “meaningfully”), providers must take steps to ensure that their employees are properly trained.
From nurse practitioners to administrative and billing professionals, it's imperative that everyone within a given practice learn how to utilize whatever new EHR system is put into place – which is precisely why training is so important. When searching for learning management systems that are likely to make the idea of EHR usage seem less threatening and far more approachable, providers need to focus their efforts on finding programs that employ a user-oriented approach to training – an idea that is naturally easier said than done.
While the act of distinguishing truly user-friendly EHR programs from those that instead cater to the masses can be tricky, those looking to optimize those employee training hours should do their best to allow the financial considerations of EHR instruction to fall second in line to two of the more “meaningful” aspects of learning management systems: substance and structure. After all, what makes an EHR training program successful is not simply its venue or price tag, but its actual content. Along these lines, a good learning management system will be one that allows users within a given practice to understand the scope of the EHR as it relates to various aspects of the business, from billing to scheduling to e-prescribing.
Naturally, every EHR training program is going to boast of its ability to make the implementation process easy, efficient, and affordable, but what providers need to look out for is the perfect balance of information, instruction, and user support. Additionally, a learning program that seeks to cram hours' worth of information into a couple of days of training is not one that is likely to serve providers or employees well. While EHR training should certainly be goal-oriented, providers need to realize that most employees can only absorb so much information within a certain period of time. Whereas classroom or onsite training offers the benefit of face-to-face interaction and questioning, today's eLearning platforms allow users to get educated at their own pace without feeling unduly burdened or overwhelmed.
While the venue for EHR instruction can certainly play a role in a training initiative's overall success, the key is to find a program that doesn't simply spit out information blindly, but rather, that caters to users from a variety of technological and professional backgrounds. Though it make take some up-front research – not to mention a bit more money – by focusing on learning management system content and asking all of the right questions, providers can maximize their investments and ensure that soon enough, the use of EHRs will be “meaningful” within their practices on multiple levels.
Aricka Flowers is the marketing director Carosh Media, the specialist in online medical software and training tool. Take a look at Carosh's latest product, the EHR Learning Management System, which can be customized to any EHR/EMR training specification.
Categories: Uncategorized Tags: ehr instruction, ehr programs, ehr training, employee training, financial considerations, learning management, management systems, systems substance, training program, user friendly, user oriented
Houston, TX (PRWEB) August 22, 2012
A Forex Profit Model review of Josh Schultz new Forex Trading training program shows that his new program is building a lot of buzz. Josh, who is no stranger to the Forex arena, has partnered with Old Tree Publishing to create a complete course that can take anyone and turn them into a profittable Forex Trader.
A Josh Schultz review shows that Josh has examined over 3,000 Forex systems and has been involved with some of the top traders in the industry. In addition, He is moderator of two of the most respected trading forums in Forex and is the in-house trader for “Tradeology”, the most read Forex newsletter in the business. With his knowledge and trading skills his new system “Forex Profit Model” is being regarded as the fastest way to build income in Forex.
A closer Forex Profit Model review reveals that Josh's program will be a mix of online training and a physical product. The product is a trader education product designed to teach people interested in trading technical analysis. This is a physical product and comprises of 4 DVDs, a printed manual, private membership area, live webinars and video training along with the best 24/7 support from the guys at Old Tree Publishing. Within the members area, traders will get lifetime access to updates, newest materials,scheduled webinars, more videos and a whole lot more.
A reviewer from http://Forexprofitmodelreview.com states, “Josh Schultz is a top go to Forex guy and you can tell that he is a great teacher from watching all the free videos that he has released. A lot of people have seen great results just from his free content. His Forex Profit Model program is even better and I highly recommend it. It comes with a 60 day money back guarantee so there is no reason not to try it out.”
For those that want to get access to Josh's program or free training should go visit the official website here.
For those that want a review should go to: http://forexprofitmodelreview.com/forex-profit-model-review
A well-structured resume is a necessity in today’s competitive business environment. If you are seeking a job, you have to ensure that the crucial part of resume writing is handled deftly, leaving no scope of error. Along with resumes, letters of interest have become the norm of the day. Almost all employers expect a letter of interest attached with the resume, that acts as an introduction of the prospective employee.
Sample of Interest Letter
Since a letter of interest is the first document that the employer would go through, it is of utmost importance that it is written carefully so that is creates an everlasting impression on the employer. It resembles a cover letter and highlights the main attributes of the candidate seeking the job. It is mostly written to a prospective employer who hasn’t mentioned any specific job description for the vacancy, however, they have provided some information about hiring in the future. So, anybody whose skills and interests match the given information of the firm can show a desire to work for the company.
Interest Letter Sample for a Training Program
Name of the Employee
City, State, Zip code,
Name of the Company
Street, Zip code
Dearest Sir/Ma’am (Mention the name of the Authority)
Recently, while going through the weekly journal of my college magazine, I came across an article titled ‘Scope of Retail Management in Today’s Economy’. Through the article, I came to know that your Company ABC retail Group of Stores, is starting a training program in the near future. As a management student who is about to graduate from college, I would like to inquire about the possibility of openings in your esteemed company.
I’m interested in a career related to retail management, and I’ve completed three projects in my final year of business administration on retail management principles. Besides, I’ve completed two internships in the sales and accounts departments of two key players in the retail market, namely PQ Pvt. Ltd and RS Pvt. Ltd. My designations were that of a sales agent and an account holder in the respective companies.
I have enclosed a copy of my resume along with this letter that contains detailed information about my work experience and skills. I would like to know if there are any opportunities for training programs in your firm. If your firm comes up with any vacancies for training programs, I would surely love to be a part of it. I can be contacted any time on my phone number 777-777-777.
Thank you, for sparing some time reading this letter. I look forward to interacting with you for this wonderful opportunity.
A letter of interest is the first step for getting a job. So, ensure that you take suitable measures to write it effectively.
The following are details of a recent Occupational Safety and
Health Administration (OSHA) visit to an image processing facility. The
inspection details were shared with PMA[R] in order to assist all image
processors in establishing proper training programs for their staff.
The visit was in response to a written complaint that was signed
and mailed to the local OSHA office by a current employee. The nature of
the complaint regarded chemical fumes from the silver recovery unit. The
facility uses a metallic replacement canister (MRC) system with two
Based on the nature of the complaint, the OSHA office sent an
industrial hygienist to the facility. The following are the results of
the store visit and subsequent meeting at the OSHA office.
* The facility did not have an air quality problem and this issue
* The industrial hygienist interviewed every employee one on one.
Questions consisted of: Do you always wear your personal protection
equipment (PPE)? If not, does the manager or owner discipline you? Do
you understand the material safety data sheets (MSDSs)? Do you know
where harmful chemicals are located in your facility? Do you understand
the Hazardous Materials Identification System (HMIS) labels? Do you know
what corrosive means? Do you know what pH means?
* The facility received a citation and a fine for training
violations. Here is a summary from the OSHA office:
* The store owner was commended for having a good program in place,
but the OSHA inspector felt a better job of implementation was needed.
* OSHA felt the in-store training needed to consist of more than
just watching a video and taking a test. The training needed to be more
interactive, with hands-on activities in the store reflecting what was
shown in the training video. The trainer needed to ask many questions
and make sure all employees understand how to work around the chemicals
and be safe.
* Employees should have known how to read the MSDSs and understand
the HMIS labels. All employees should have been made aware of any
chemicals with hazard ratings of 3 or higher (both color developers used
in the store have hazard ratings of 3 for one part of the concentrate,
according to the MSDSs); no one was aware of this.
* OSHA also recommended that all chemicals be kept in the original
boxes and not removed until use because the labeling on the boxes is not
duplicated on the bottles.
* While the store did use a compliance checklist annually, OSHA
felt they should do this quarterly. The store was cited for not having
any disciplinary records for employees not wearing PPE (some employees
confessed in the interviews that they didn’t always wear PPE).
The store did complete retraining annually and the training program
was deemed adequate, but OSHA felt the training was just not thorough
In response, the store has implemented a chemical mixing log and
every time someone mixes chemistry they have to sign the log and
indicate they are wearing PPE. They have also conducted a training class
for the entire staff and followed up with one-on-one training to make
sure everyone has a good understanding of the MSDSs, HMIS labels,
chemicals that have a hazard rating of a 3 or above, and a good overall
understanding of the company safety program.
As we can all tell from the details and outcome of this inspection,
hazard communication training involves more than simply placing staff in
front of a computer or television to watch a video. Practical and
facility-specific training should be part of every training program.
Consider using hands-on activities as part of your training program,
such as having staff identify the hazards on a container label and
identifying the appropriate protective gear for that chemical.
If you have any questions about your training program or would like
more practical training ideas, call the PMA Regulatory Activities office
at 800-762-9287, ext. 112.
Categories: Uncategorized Tags: air quality, communication training, hazard communication, hazard ratings, industrial hygienist, osha felt, osha office, protective gear, subsequent meeting, training needed, training program, wearing ppe
Gamification is the new buzzword that training leaders are loving. The world is going crazy over gamifying everything from performance management systems, sales training, compliance training, and new hire training to almost anything that can impact business results.
Applying gamification elements to any intervention and experience can breathe a whole new life of engagement to the intervention.
If you have already downloaded my book – “Training Leader's Guide to Leverage Gamification Successfully for Organizational Learning”, then you would be familiar with some of the key concepts that you need to design your gaming intervention in the digital learning environment. I also shared with you some of the examples that have really driven tremendous value to the organizations, it's nothing short of pure magic what gamification can deliver.
Here are some ideas on how to apply gamification to your classroom training sessions to really drive your engagement through the roof!
In this post, I will share with you some of the ideas that are aligned to the concepts of gamification and can be applied to workshop design.
Let's first go over the gamification elements and then we would try to explore some ideas that we can apply to our
TIP 1: In place of delivering your training program as a one-time event – break it up, and give it some form of a structure. For example, break it up into two parts – the first part can be your training program and the second part could be an assignment that you can give to learners where they can practice the concept they have learnt in the program. So, this way your individual training program can be structured into parts – a learning part and the assignment part.
TIP 2: Overall from a structure point of view, the learning program itself can be structured into various levels. Every piece of content can be divided into three parts template. In the first part, you explain the concept. In the second part, you allow people to share their experiences/insights that they might have, and in the third part, you can crystallize the learning by having everyone share what they have learnt even making it in a form of quiz where you pose the question to individual learners. This way you can apply a structure to the delivery of your content. Such as 'Concept-Reflection-Application' or 'Concept-Clarification-Assessment'.
Rules – The second component of gamification is the rules.
Share the rules at the beginning of a training program about where the facilities are; rules regarding laptops or the phones, etc. You can make it more interesting, real, and more binding by making it fun. So, for example, create interesting rules and associate the rewards, scores, and consequences to it.
TIP 3: Anyone whose phone rings during the session has to deposit some amount of money with the facilitator which would later be given out as a reward to the best-performing team or learner. There could be some kind of a penalty for coming late – money or point deduction from a team's score. Using a particular word like 'but' or 'that won't work' or anything else can have a monetary impact or score deductions.
TIP 4: Create checklists style success path – A 'how to' system.
Development of a structure for the game is giving a sense of how to go about winning in the play that you have created. Think of it as helping your learners identify a clear success path probably through checklists that will improve their ability to demonstrate this newly acquired skill that you are teaching. As a facilitator, we all love the idea of giving a how-to guide to our learners which they can remember and refer to often, that can keep them aligned and check if they are not missing out on something important.
These can include checklists for mindsets, checklists for tasks that one needs to follow during a process, a checklist for everything important, etc. Just the inclusion of checklists in the learning experience gives it a stronger sense of success for the learners.
Scores & Badges
We all love to provide an opportunity for our learners to achieve certain scores themselves via the form of quiz either at the end of the workshop or through a formative assessment in between content chunks. It's important to know how much play the scores have in the learning experience.
TIP 5: Make scores important
You can either put the scores down on a flip chart or on a whiteboard. You could also hand out some colored sheets cut as bookmarks. You can even make motifs on a straw that is usually used for children parties.