TRAINING TO OVERCOMING OBJECTIONS

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TRAINING TO OVERCOMING OBJECTIONS

Introduction

The main reason that corporate firms take the initiative to train their employees is to improve the organization’s performance and as well as reputation. In order to do this, trainings are conducted for employees with the aim of making them valuable assets for the organization with the intention that the organization will benefit from the skills that their employees will acquire in their training (Wentland 2007). The three important goals of training vary from one organization to the other depending on the organization. However, the three most important goals for any training are;

Performance Improvement

In order to achieve improvement in the organization’s performance, the organization must consider the working ability of its employees (Sinclair, Sinclair, & Lansing, 2002). Trainings are conducted not only to make employees aware of what is involved in sales activities but also to transform them into valuable assets for the firm. Performance can only be achieved if the organization stands at the receiving end of a well informed, dedicated, and transformed employee.

Morale Enhancement

In addition to improving the performance of the organization, employees get the advantage of learning new ways of having the correct attitude toward sales activities on the behalf of the organization. This is achieved when employees feel appreciated for what they do for the organization. The best and secure way that the organization can guarantee that the morale of its employees is high is through offering training sessions to employees in order to make them better for the firm as well as for themselves (Sinclair, Sinclair, & Lansing, 2002).

Measurable Results Deliverance

Meeting the goals of the organization can be hard to achieve if the organization is depending on employees who are less skilled in sales activities that are fundamentals for the organization. Simple things like data entry can be of great loss to the organization if the data is entered incorrectly. In order to avoid such simple mistakes that result in huge losses for the organization, the management often ensures that their employees take part in training sessions that will guide them in the ways things in the organization are run. By so doing, the organization is able to deliver results that are measurable.

Despite setting goals for the organization, there are certain objectives that the organization should set in place to ensure that the aims of the organization are achieved at all costs (Laird, Naquin, & Holton, 2003). There are several objectives that an organization can set for achieving its goals but the ones we are dealing with must have specific and measurable outcomes, specific deadlines, relevance to employees, and relevance to the organizations goals.

The objectives for performance improvement are;

The employees must be in a position to put to task the skills they have acquired concerning sales activities.

The entire employee that participated in training must be able to handle all sales challenges after three weeks.

All participating employees must feel the training is worthy for their own improvements.

The benefit of the organization is of greater importance than any individual.

The objectives for morale enhancement are;

The participating employees must have an increase in their turnover.

They must have innovative strategies after the three weeks.

The participating employees must feel motivated

Participants must bear the organization’s image

The objectives for measurable result deliverance are;

The participating employees must be able to take manage risks

They must have the ability to familiarize with sales methods by the end of the three weeks.

The participating employees must feel capable of doing sales activities.

Must increase the organizations efficiency.

Conclusion

In order have a successful organization that has its sales activities conducted in the appropriate and professional manner. The organization must train its employees with the goals named above depending on the organization. In addition, the above named objectives must be adhered to fully achieve the aims of the organization.

References

Laird, D., Naquin, S. S., Holton, E. F. (2003). Approaches to training and development (3rd ed.).

Cambridge, Mass.: Perseus Books Group.

Sinclair, J. T., Sinclair, L. W., & Lansing, J. G. (2002). Creating Web-based training a step-by

step guide to designing effective E-learning. New York: AMACOM.

Wentland, D. M. (2007). Strategic training putting employees first. Amherst, Mass,: HRD Press.