The aim of the present thesis is to analyse the issues of recruitment and training and their importance in the Greek Heavy industry and - at the same time - a research was conducted. The research targets at HRM executives of the major Greek Heavy Industry companies and follows a mixed method i.e. quantitative and qualitative. The quantitative aims at recording the recruitment, selection and training practices applied and the qualitative aims at getting more in depth in these areas in order to find out the unique characteristics of the Greece.
Table of Contents
CHAPTER 1: MOTIVATION AND OBJECTIVES OF DISSERTATION
1.1 Introduction
1.2 Aim
1.3 Research Objectives
CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
2.2 Salespeople motivation (incentives for work)
2.3 Salespeople recruitment
2.4 Salespeople selection
2.5 Salespeople training
2.5.1 The need for training salespeople and training objectives
2.5.2 Modern critical considerations in traditional subjects and modes of training salespeople
2.5.3 Methods of training salesmen
2.6 Traits of salespeople
2.6.1 Personal characteristics
2.6.2 Skills
2.6.3 Behavioral characteristics of the salesperson
2.7 Correlation of salespeople recruitment and selection methods with training programs (in the heavy industry sector)
2.8 Suggested Salespeople Selection & Training Process
CHAPTER 3: METHODOLOGY AND RESEARCH LITERATURE REVIEW
3.1 Research Philosophy (Positivism vs. Phenomenology)
3.2 Research Approach (Inductive vs. Deductive)
3.3 Research Types
3.4 Research Design
Questionnaire
Preparing the questionnaire
Questionnaire Creation
3.5 Sampling methods
3.6 The role of the Researcher
3.7 Validity and Reliability
3.8 Ethics
CHAPTER 4: RESEARCH METHODOLOGY AND FINDINGS
4.1 Introduction
4.2 Quantitative Research
4.2.1 Aim of the Quantitative Research
4.2.2 Participants and Response Rate
4.2.3 Sample
4.2.4 Instrument of Quantitative Research
4.2.5 Method of Contact
4.2.6 Pilot testing
4.2.7 Validity/Reliability
4.2.8 Data Collection
4.2.9 Coding
4.2.10 Statistical analysis
4.2.11 Questionnaire Analysis
4.2.12 Sources and attraction methods of salesmen in the Greek heavy industry
4.2.13 Selection methods of industrial salesmen in the Greek Heavy Industry companies
4.2.14 Greek Heavy Industry salespeople training
4.3 Qualitative Research
4.3.1 Aim
4.3.2 Participants and Response Rate
4.3.3 Validity / Reliability
4.4 Analysis of answers to questions regarding the uniqueness of the heavy industry with regards to recruitment, selection and training
4.4.1 Profile of salesman at the Greek heavy industry
4.4.2 Greek Heavy Industry Companies and the Industrial Salesman
4.5 Primary research limitations
4.6 Primary Research Conclusions
4.7 Conclusions regarding the correlated view upon the three factors
CHAPTER 5. CONCLUSIONS AND RECOMMENDATIONS FOR FURTHER RESEARCH
5.1 Incentives for work and integration of approaches
5.2 Attraction and selection of industrial salespeople
5.3 Training of industrial salespeople
5.4 Industrial salespeople turnover
5.5 Proposals for practical implementation of the results
5.6 Recommendations for further research
Objectives and Research Themes
This dissertation examines the theoretical background of recruitment, selection, and training methods for industrial salespeople, aiming to investigate how these human resource practices are applied within the Greek heavy industry sector to improve sales force effectiveness.
- Analysis of recruitment and selection practices in the Greek heavy industry sector.
- Investigation of current training methodologies and their alignment with industry requirements.
- Exploration of the unique characteristics and desired traits of the industrial salesperson.
- Assessment of the impact of integrated HRM approaches on company turnover and productivity.
- Identification of strategies to optimize recruitment, selection, and training for heavy industry companies.
Excerpt from the Book
Selection through tests
It was discussed earlier that tests dominated the selection of salesmen in the '80s and later there were IQ tests. It then appeared that the intelligence was just a small parameter affecting the performance of the salesperson and ultimately lost ground as the dominant tool of selecting potential sales force. Then several tests were developed that measured several aspects of personality associated with high performance salesmen. The tests used for the selection of salesmen are mainly three types (for personnel selection in general, there are more) and are the following:
IQ tests (intelligence tests): these tests measure the level of intelligence of the candidate to see if they have the mental capacity to perform work that s/he will be given to accomplish. Through a series of questions involving numerical exercises, texts or shapes the candidates' salesmen capacity in analytical thinking, creative thinking, comprehension and speech, the perception of space and last the emotional intelligence are recorded. IQ tests are widely known and they give an idea of the IQ of the candidate. Hunter and Hunter (1984) showed that the tests generally have the highest correlation coefficient with a yield rising to 0.53, while the list of Cron et al. (2005) gives to IQ tests (cognitive tests) a reliable selection method equal to 0.51. These coefficients show that IQ tests are highly reliable in relation to the salespeople capacity to perform the work they have to accomplish.The paradox is that despite the high credibility enjoyed by the tests compared with other selection tools vendors, the research of Dubinsky and Barry (1982) shows that only 22% of small manufacturing companies in the U.S. use the test as a tool whereas large industrial companies in the U.S. use it by 32%. This is probably related to the costs for conducting the tests, but they should be re-audited since twenty-six years have passed since this study was done and many things have changed both in the environment of sales and consequently of the frequency of use of the industrial salesmen selection tools.
Test of skills and knowledge: In these tests evaluators measure the abilities of candidates salesmen that are innate or are acquired during their lives and enable them to adequately perform the tasks that they will be given to them in the future (such are the knowledge tests on the job, job sample tests, or tests of learning capacity). The tests were implemented by Cron et al. (2005) and had a confidence level of 0,48 (job knowledge tests). A fact which special attention should be paid to the use of such tests is that by measuring the skills and knowledge that the candidate had in the time when the test was realized, is the danger of excluding candidates that would have been successful and could acquire these skills through their training.
Summary of Chapters
CHAPTER 1: MOTIVATION AND OBJECTIVES OF DISSERTATION: The author introduces their professional background and details the motivation, aims, and objectives for studying recruitment and training in the Greek heavy industry.
CHAPTER 2: LITERATURE REVIEW: This chapter provides a comprehensive review of existing international literature regarding salespeople recruitment, selection, training, and the traits required for successful industrial sales.
CHAPTER 3: METHODOLOGY AND RESEARCH LITERATURE REVIEW: The author outlines the research philosophy and design, explaining the use of a mixed-methods approach combining quantitative and qualitative data collection.
CHAPTER 4: RESEARCH METHODOLOGY AND FINDINGS: This section details the practical implementation of the research, presents findings on current industry practices, and includes an analysis of interview data from HR and Sales executives.
CHAPTER 5. CONCLUSIONS AND RECOMMENDATIONS FOR FURTHER RESEARCH: The author synthesizes the findings and provides practical recommendations for HRM departments to optimize their recruitment, selection, and training processes.
Keywords
Recruitment, Selection, Training, Greek Heavy Industry, Industrial salesperson, Sales force, Human Resource Management, Job analysis, Performance, Motivation, B2B, Sales strategy, Professional skills, Behavioral characteristics, Sales management
Frequently Asked Questions
What is the primary focus of this dissertation?
The dissertation focuses on the recruitment, selection, and training practices of salespeople specifically within the context of the heavy industry sector in Greece.
What are the central thematic areas?
The study centers on three main axes: salesperson recruitment, salesperson training, and the specific traits of salespeople that influence their performance and effectiveness in industrial sales.
What is the core research objective?
The primary aim is to analyze current HRM practices in Greek heavy industry to understand how they can be optimized to meet international standards and enhance sales force performance.
What research methodology is applied?
A mixed-method research approach is used, incorporating both quantitative data from surveys of senior executives and qualitative insights from in-depth interviews with HR and sales professionals.
What does the main body of the work cover?
The body of the work reviews academic literature, details the research design and methodology, presents empirical findings from Greek companies, and draws conclusions based on the correlation between recruitment, selection, and training.
Which keywords best characterize this research?
The research is best described by terms such as Recruitment, Selection, Training, Greek Heavy Industry, Industrial Salesperson, B2B Sales, and Human Resource Management.
What is the definition of a "heavy industry salesperson" according to this research?
The research defines this role as a professional who possesses a technical background, has 3-5 years of industry experience, and emphasizes friendly contacts with large customers while being motivated more by job security than by large salaries.
Why is this study considered significant for the Greek heavy industry?
This is the first study to analyze and discuss the specific HRM practices related to recruitment and training for salespeople in the Greek heavy industry, offering new, academically grounded insights into a previously "neglected sector."
- Quote paper
- Fotini Mastroianni (Author), 2014, Salespeople recruitment methods and training, Munich, GRIN Verlag, https://www.grin.com/document/346697
