Sales planning program sample 5
The program is a specific action developed for a particular action to implement the details of the method, steps and arrangements, etc.. So the question comes, how should the program be written? Here I bring you sales planning program sample, I hope you like it!
Sales planning program model 1Warehouse department 20__ annual off-season work plan in order to create a miracle in order to achieve the company's strategy and performance development, the following plan:
First, the focus of the plan:
The off-season sales after the polychemistry
Second, the goal:
Steady, steady, and create a miracle
Third, Specific steps:
1, innovation to develop new products to lead the trend of food trends original and novel shall be purchasing department team and everyone **** with the discussion.
2, drawing on the Wal-Mart Sam's sales model combined with e-commerce (the future envisioned), warehouses and brick-and-mortar stores together, the buyer can be close to the purchase can also be without leaving home.
3, reserve some bulk shelf life can be more than a few stockpiles, in case of shortage; (when a single larger amount should let the manufacturer to do a good job of preparation, to reduce the pressure on the warehouse staff.)
4, environmental health good working environment in order to enable employees to play the enthusiasm for work, regular cleaning.
5, training for all warehouse staff to ERP system and office software training.
Sales Planning Program Model 2
The first section of the daily code of conduct
First, the attendance system
1, work and rest time:
Daily working hours 8:30-18:00, of which 9:00 am.
If the sales season the company can implement a two-shift work system, the specific time to be decided separately.
2, the implementation of automatic attendance card
Second, the vacation system
1, the director, the site supervisor in rotation from Monday to Friday to choose a day off.
2, the real estate consultant using a rotating system, in case of special circumstances or temporary transfer to the director of leave in advance, after approval before rest.
3, something to take leave, should write a leave report, indicating: time, reason (vacation, sick leave) approved by the director before; sick leave can not be to the company to fulfill the formalities, must be told by phone, after the replacement of the leave form; sick leave for more than three days, must be issued by the hospital certificate. Leave more than three days must be approved by the company leadership.
5, the leave of absence must be the first day after the expiration of the leave of absence to the site supervisor at the time of cancellation.
6, all sick / accidental leave will be summarized at the end of the archives and reported to the company's Finance Department, as one of the assessment.
C. Appearance
1, all ___ employees must wear the company uniform clothing, at any time to keep clothing neat, fresh, wear a work card, set up a good image of the company.
2, men in suits, light-colored shirts, ties, black shoes; women in suits or dresses, light-colored shirts, black shoes.
3, men's hair should be frequently trimmed, hair foot length to maintain the degree of not covering the ears and not touching the collar, not to leave a beard, to repair the face every day.
4, women should not leave permed or dyed hair, hair length to not more than the upper part of the waist as appropriate, hair should be washed often, before going to work to comb neatly to ensure that no dandruff.
5, Ms. shall not be heavily made up, light makeup can be made to feel natural, beautiful, good spirit; not painted nails and keep your hands clean and hygienic at all times; not to wear in addition to watches, rings, other than ornaments; not to use strong-smelling perfume.
6, advocating a daily bath, change clothes: which shirt two days must be changed once, the summer shirt must be changed every day, so as not to emit sweat or other odors.
7, hairstyle and color should not be too avant-garde, must be moderate.
8, Ms. dress, should pay attention to personal posture, standing posture, sitting posture of the elegant.
9, breakfast and lunch shall not be consumed in the taste of heavier spicy foods to keep the mouth fresh; make-up after lunch and check the mouth with or without foreign objects.
Fourth, the Code of Conduct
1, the company's business staff of all real estate advisers should love their jobs, and strive to learn marketing skills, and constantly improve the business level.
2, the department staff should be subject to the command of the superior and the arrangements, once the decision of the superior, should immediately follow the implementation; if there is a difference of opinion, it should be frank or written statement after the incident.
3, colleagues should get along with each other, respect each other, unity and love, mutual modesty and mutual accommodation, and take the initiative to communicate and coordinate and exchange.
4, strict adherence to work and rest, not late, not leave early, not crosstalk, not off duty.
5, in the ___ area to use polite language, no swearing, foul language, shouting nicknames or shouting people.
6, male and female sales staff are strictly prohibited in the sales area play, laughing, chasing, affecting the company's image.
7, is strictly prohibited in the ___ area to sit on the chair armrest or model booth.
8, it is strictly prohibited to use the speaker phone and boil the phone porridge, a private phone shall not exceed 3 minutes.
9, working time in the sales area in front of customers shall not make up, eat gum and other food; non-provision of time shall not read newspapers, magazines and so on.
10, staff cups and personal belongings may not be brought into the reception area, only in the lounge.
11, work time does not talk about the privacy of colleagues or gossip.
12, working time is strictly prohibited to play cards, play video games and do other personal business.
14, business personnel and real estate consultants shall not use private purposes and the company's customers to make transactions or services for competing companies to the detriment of the company's interests
The second section of the customer reception system
First, the customer telephone consulting
1, should be in the telephone ringing the third before the lifting of the microphone to answer, and the use of uniform terminology (Putonghua) "Hello, this is" real estate supermarket, please speak ".
2, answering customer calls must do a good job of telephone records, by answering the staff unified record and then record tracking.
Second, the customer door-to-door consulting
1, the customer door-to-door consulting by the real estate adviser in accordance with the established sequence of reception of door-to-door customers.
2, business premises and residential reception order is self-contained, do not mix with each other.
3, the customer designated real estate consultant does not occupy the sequence.
4, due to official business so that the real estate adviser missed the sequence, can be arranged by the supervisor to make up; answer the phone does not account for the sequence.
5, customers enter the door, the real estate adviser must smile, take the initiative to welcome, and methodical reception: ask about the intention to lead the introduction of the sand table, please take a seat - pouring water, distribution of information - interpretation of different people - listen to the views of the customer Negotiation - tracking - to facilitate the membership - to lead the viewing - to assist the developer to sign the contract - after-sales service.
6, customers leave the ___ center, the receptionist must personally send the guests to the elevator, and thank you, to be polite and courteous. Customers and the same industry stepping on the plate personnel, should be treated equally, shall not be treated differently.
7, if the customer is the second door, and took the initiative to explain the name of the last receptionist, this time non-specified original receptionist shall not turn away, shall politely arrange for the customer to be seated, pouring water, and told to be specified by the receptionist reception (such as being specified by the receptionist is not in, the supervisor is responsible for arranging staff reception).
8, if the customer is the second door, but did not take the initiative to specify the receptionist, according to the new customer treatment. (The reason is that you did not give customers a deep impression in the first reception, the work has not been done).
9, when the old customer proposed to the developer to see the site, in the conditions allow no reason to refuse, the reception staff to go together and pay attention to the protection of customer safety; such as for legitimate reasons can not be separated for the time being, the customer should make a good explanation of the work, or by the manager/supervisor of the coordination of arrangements.
10, after the customer left, should immediately clean up the remaining information on the negotiation table and re-categorized, clean the remaining (such as paper cups, cigarette ash, etc.) and fill out the customer statistics, ready to re-reception of the next customer.
11, each real estate consultant to grasp the customer from reception to the transaction and even after-sales service work should be responsible for the whole process.
12, the vacation period of the real estate adviser can deal with the work left over from the previous period, can also assist other real estate adviser's work, but is not allowed to participate in the reception of new customers in the ___ independently.
13, in the sales process if the problem is not clear, must ask the manager / director or consult the relevant departments, the day can not be resolved in a written report to the director / director to summarize the solution.
14, it is strictly prohibited in front of customers to quarrel with each other, each other's shortcomings.
15, it is strictly prohibited in front of the customer's face to dispute the attribution of the customer.
16, in the reception to adhere to the principle of uniform project introduction, a uniform proportion of concessions, a uniform work attitude, it is strictly prohibited for sales staff to overstep their authority to make any commitments to customers.
Section III of the regular meeting system
1, in order to strengthen the management of sales work, the implementation of regular meetings.
2, the types of regular meetings include:
① daily meeting.
② Weekly meeting.
③ Monthly summary meeting.
3, the morning meeting:
Time: 9:00-9:20 every morning.
Sales Planning Program Model 3
I. General
(a) In order to achieve the performance of the hotel climb and the overall development of the staff, the establishment of an effective performance assessment mechanism, strengthen the ability to cooperate and collaborate between departments, improve the hotel business management mechanism, specially formulated this program.
(b) This performance appraisal program is suitable for the performance appraisal of employees in all departments of the hotel.
Second, the purpose of the assessment
At present, performance appraisal has become a highly valued part of corporate human resources management, the so-called performance appraisal is the "performance", "effect" of the assessment, "performance" is the employee performance. The so-called performance appraisal is the "performance", "effect" assessment, "performance" is the employee performance. In the hotel management work, the important role of performance appraisal can be analyzed from the hotel strategy development level, human resource management level, business management at three levels: first of all, through the performance appraisal and the corresponding management, you can improve the core competitiveness of the hotel to achieve the hotel's business strategy adjustments and can ensure that the hotel's short-term goals are linked to the long-term goals; secondly, it is a powerful tool to support the management of human resources, provide Understanding of the staff as a way to salary or bonus adjustment, rewards and punishments, promotion or demotion basis; again, it is a necessary communication channel for business management, performance appraisal of all employees are included in the management activities, and become a better understanding of the managers of the hotel operation, the organization's current situation of the doorway, but also one of the ways of staff participation in the management of this hotel. We hope that through the implementation of this system of performance appraisal, we can realize the hotel itself and the staff body's comprehensive performance appraisal results as the department's monthly bonuses to receive, the excellent department selection, the end of the year the basis for the issuance.
Third, the assessment principles
In order to give full play to the performance appraisal of the hotel at all stages of the work of the management status of the information feed, as well as the work of the departments of the role of the guidelines, the performance appraisal should be guided by the following principles:
First, the principle of clarity and openness. Assessment content, assessment standards, scoring rules, assessment procedures and assessment results transparent and open to the hotel departments to form a correct guidance, the formation of healthy competition within the hotel mechanism.
Second, the principle of objective assessment. Performance evaluation process, the evaluator should be evaluated object to make an objective evaluation, truthfully fill in the evaluation information, should not take personal subjective factors and emotional coloring, to do "speak with the facts", so that the assessment is based on objective facts, and secondly, to do the evaluator and the established evaluation standards for comparison, rather than between people for comparison. The first step is to make a comparison with the established evaluation standards, not between people.
Third, the principle of timely feedback of assessment results. After the evaluation results, the results of the assessment and comments must be timely feedback to the evaluator himself, otherwise it will not play an educational role in the assessment of employees, in the feedback of the assessment results at the same time, should also be assessed on the comments to explain the explanation of the employee's achievements and progress, explain the shortcomings only, to provide the direction of future efforts.
Fourth, the assessment content and standards
(a) assessment time: 1. Monthly assessment: month for the period, the specific assessment work carried out from 25 to 30 each month.
2. Annual appraisal: December 20-December 25 each year
(b) According to the Ministry of Finance on the hotel's operating conditions accounting for the operating departments to develop business indicators performance bonus, logistics departments in accordance with a certain percentage of the withdrawal of bonuses.
(c) Employees and managers who have not been regularized do not participate in the monthly performance appraisal.
(D) assessment content and standards:
1. Work attitude (4 points for each standard, 20 points)
a seldom late, early departure, absenteeism, serious work attitude
b work never cheat, not burnout
c do things quickly and efficiently
d comply with the instructions of superiors
e Reporting to superiors in a timely and correct manner
2. Basic competence (3 points for each standard, total 15 points)
a Proficient in the content of duties, with the ability to deal with matters
b Grasp of individual work priorities
c Good planning of work steps, active preparation
d Strictly adhering to the principles of reporting, liaison, consultation
e In the established position
c Quick and efficient in work
d Compliance with the instructions of superiors
d Compliance with the instructions of superiors
eIn established
3. Operational level (4 points for each standard, total 20 points)
aWorks without error and quickly
bProcesses things excellently and correctly
cDiligent in organizing, reorganizing, and reviewing one's own work
dReally does one's own work well
eCan independently and 4. Sense of Responsibility (3 points for each item, total 15 points)
a Strong sense of responsibility and completes the work assigned to him/her
b Courageous as a member of the organization even if it is a difficult job
c Strives to handle things attentively to avoid the occurrence of faults
d Anticipates the preventable nature of the faults, and think of preventive countermeasures
e do things calmly, never emotional
5. teamwork spirit (3 points for each standard, total 15 points)
a cooperate with colleagues, work harmoniously
b attach importance to coordination with colleagues in other departments
c willing to help colleagues at work
d actively participate in the company's activities
d actively participate in the company's activities
d actively participate in the company's activities
d actively participate in the company's activities
c work hard to deal with things heartily to avoid activities organized by the company
e have a sense of collective honor
6. Self-awareness (3 points for each standard, total 15 points)
a review of their own strengths, and learn new industry knowledge, vocational skills
b a broad view of their own and the company's future
c whether to listen to the suggestions of others, and can correct their own shortcomings
c whether to listen to other people's advice, opinions and can correct their own
d Show enthusiasm for the spirit of upward, not to the outside of the work of the dissatisfaction
e Even if the work is divided, and sometimes to make thinking and proposals
(E) assessment level: assessment results are divided into four levels ABCD
A level of the monthly assessment of the A-level more than 85 points
B level of the monthly assessment of the B-level more than 75 points
C level of the monthly assessment of the C-level more than 75 points
C level of the C-level of the C-level of the C-level of the C-level of the assessment of the C-level of the C-level of the assessment of the C-level.
C level monthly assessment of more than 65 points
D level monthly assessment of less than 65 points
Note: the annual assessment of the total score of the monthly assessment and the average of the sum of the score!
(F) special attention:
1, in order to encourage employees to serve the hotel for a long time, the annual appraisal of the store more than one year of employees to add points, service for one year of employees plus 10 points, service for two years of employees plus 7 points. (This additional points in the employee evaluation of the total score on the basis of additional points, not to the limit of the total score of 100 points)
2, the staff leakage of the card can be used to offset the truce (late and early retirement can not be offset), the truce will no longer enjoy in addition.
3, the year on behalf of the hotel to participate in various activities on behalf of the honor of the staff to add 4 points. (This additional points on the basis of the total score of the employee evaluation and then additional points, not to the limit of the total score of 100 points)
Fifth, the assessment process
(a) Human Resources Department according to the work plan issued by the Annual Monthly Evaluation Notice of the whole staff〉.
(b) Each department set up an assessment team (composed of the first person in charge of the department, the executive general manager, general manager), the department staff to carry out various assessments.
(c) Departmental quantitative scoring based on the assessment method using the assessment criteria.
(d) the assessment of the subject of self-summary, other relevant supervisors at all levels of the preparation of the assessment of the views of lower-level employees.
(e) summarize the assessment scores, the total score between 1 to 100 points, accordingly divided into four levels ABCD, the assessment form needs to be accompanied by a summarized comments.
(F) The results of the assessment were reported to the Human Resources Department and deposited in the employee's file.
(7) After the assessment also need to seek the views of the assessment object.
(viii) Departments submit the results of the employee performance appraisal to the Human Resources Management Department.
(ix) members of the evaluation team in each department should be in strict accordance with the company's performance evaluation of the assessment of the organization and standards.
Sixth, the performance appraisal work summary and analysis
(a) analysis of the assessment results of the objectivity and fairness and credibility.
(b) Further verification of the accuracy of the evaluation results, and timely announcement of the evaluation results to the staff ......
(c) Summarize the problems in the evaluation process in order to improve the evaluation program before the next evaluation.
VII. Conclusion
The above performance appraisal program has been implemented since January 20__, I hope that the departments in the specified period of time to seriously arrange for the appraisal team members to seriously organize the appraisal, but also hope that the employees actively cooperate with the evaluation work.
A company, a team, the company's development needs to rely on the team *** with the efforts of the endeavor, I hope that the staff of all departments to unite and cooperate in promoting the development of the company at the same time, but also to make since and get the overall development. Finally, I wish our team unity and progress, I wish our company a good future!
Sales planning program model 4
In order to improve the work performance of the departments, and constantly improve to improve the ability to improve the work of the staff, and to achieve the effect of the actual in the work, through the employees in the actual work of performance management, so that each employee is very clearly familiar with their own responsibilities and work objectives, as well as to know to complete the department to be Through the performance management of the employees in the actual work, every employee is well aware of their duties and work objectives, as well as knowing the completion of the department to complete their work objectives, etc., and ultimately realize the hotel's business requirements, so that the hotel to achieve the best operating conditions. Administration and Personnel Department combined with the current situation of the hotel, especially the development of monthly performance appraisal program, the specific methods of operation are as follows:
First, the purpose of the assessment
Through performance management, to improve the department's performance and the ability of employees to work, so that employees better fulfill their duties to achieve the best working conditions, but also to enable the hotel to achieve the best state of operation.
Second, the implementation of time
Third, the assessment object
All employees of the hotel
Fourth, the assessment method
1, in order to simple and effective implementation of the performance management, the entire hotel is divided into three levels of performance appraisal, namely, the basic staff level, the basic management (foremen, supervisors), the management (department manager), the proportion of the assessment of the total wages of 30%.
2, the staff work assessment and evaluation of work performance are divided into coefficients.
3, by the Ministry of Administration and Personnel according to the results of the performance of different levels to set a unified assessment score, in an assessment cycle, the results of each employee's performance assessment, as a result of the work assessment to get their own score, score coefficient consists of two parts, that is, the fixed score of 100 points, the floating score of 20 points, when the employee's performance in the month is very good, the maximum score of 120 points.
4, employee incentives and penalties directly corresponding to changes in the score;
5, the first employee of the month to make their own assessment of their performance, and then by the upper level of leadership to make an assessment of the basic staff level and basic management assessment results by the department manager to confirm the signature of the Ministry of Human Resources for review.
6, each department due to the different tasks and characteristics of the work, in the assessment of work skills, work ability, work effect, allowing the department to add the characteristics of the department's work content indicators, but must be reported to the Department of Administration and Personnel and the general manager for approval, and shall not be arbitrarily altered.
7, the department manager's assessment consists of two parts, namely, the responsibility of the target assessment and management target assessment (see the department manager performance assessment form)
V. Assessment time and form
x per month to take a written approach by the hotel management at all levels of performance assessment.
Six, the results of the application
1, the assessment results as the basis for selecting the monthly excellent staff.
2, the assessment scoring standards are:
120 points for excellent, the employee will get performance pay 1:1.2 performance incentives (not more than 10% of the total number of departments); 119 points -100 points for excellent; the employee will get performance pay 1:1.1 performance incentives (not more than 12% of the total number of departments).
99 points - 90 points is good; the employee will receive 100% of the performance pay.
89 points - 80 points for pass; employees will get 80% of the performance pay (not more than 10% of the total number of departments); 80 points or less for failure, employees will get 70% of the performance pay (not more than 10% of the total number of departments). Failure of three consecutive months of assessment will be given a demotion, demotion, discouragement or six months without pay increase; three consecutive months of assessment of excellent, will be given promotion, promotion incentives.
3, the assessment results as job adjustment (promotion, demotion), salary adjustment and other effective basis.
4, the assessment results will be entered into the employee's personal file for the record.
5, the assessment results will be used as the basis for the issuance of employee performance pay.
Sales planning program model 5
With the arrival of the May 1 Golden Week, many liquor manufacturers are doing their best to tighten the drums around the holiday promotion busy. With the adjustment of the production structure of the liquor industry, the liquor industry has a new development trend, and in the holiday season, the first thing the manufacturers have to do is to make a good liquor marketing plan.
A branch of a detail, liquor marketing planning program of its product marketing channels and ordinary liquor marketing channels are similar but not the same, must be supplemented according to the local humanities situation suitable for the core of the wedding party with the sale of special channels.
(a) its main conventional channels are:
1, supermarket
2, large and medium-sized catering
3, the traditional distribution channels (wholesalers, larger retail stores, etc.)
(b) white wine marketing plan for the wedding banquet with a special channel to choose:
1, the wedding studio.
2, Civil Affairs Bureau marriage registration office. Government agencies are generally not allowed to carry out commercial publicity marketing planning thldl.org.cn, but you can plant the product information in the minds of the target group through a lot of preconceived ways of importing information.
3, wedding service companies. The basic operation of the same idea with the "wedding studio", but can do more professional, more thoughtful and meticulous service, so as to improve the brand trust of the target consumers.
4, the local more famous wedding candy distribution points or stores. Many wholesale departments or stores have not been a simple "channel" concept, a large part of its function is a terminal customer, but also consumers to buy wedding wine and wedding candy the main place.
5, in some areas, because a lot of banquets are held at home, so the local chef is a little famous is also a link that can not be ignored.
(C) do a good job of optimizing the combination of the core pathway, white wine marketing plan interactive publicity:
1, with the regular pathway for the first product cut into the market image display point, to the product cut into the market later, extended for the support of the product purchase.
2. Make the special access road of wedding wine as the contact point of target customers, and through the strict design of benefit line, turn the special access road into the direct communication and exchange point between the product and target customers, and strengthen the effect of word-of-mouth publicity of the product. The target customers' trust and acceptance of the product brand will be promoted.
3, through the reasonable combination of conventional channels and special channels, quickly enhance consumer confidence and trust in the brand, the ultimate goal to achieve interactive marketing.
Second, the liquor marketing plan must grasp the design of the line of interest to improve the power of the whole staff.
1, the target customer's purchase of the benefit line design, improve the competitiveness of the product in the many competing brands.
2, the traditional sales channels of the interest line design, to promote the rapid entry of products into the store and listing, while taking into account the first time the product into the store and on the goods of the interests of the promotion.
3, special access to all aspects of the benefit line design, to ensure that the first contact with the target customer information and confidence transfer in place, to deepen the brand image in the minds of target customers, contributing to the later purchase behavior.
4, within the enterprise marketing staff interest line design. A good marketing staff benefit line design policy, often can achieve twice the result with half the effort.
Third, liquor marketing planning program both in the market to promote promotional policies allow and take into account the interests of all parties.
As the wedding wine in the market cut by word-of-mouth spread a greater impact, randomness is strong. So in the promotion of wedding wine products market, in addition to consider reasonable media publicity, but also through the cooperation of some interactive promotional policies, to improve the product in the sales process of the thrust and the attraction of customers to buy. However, it is important to take into account the interests of all parties when formulating sales policies.
1, super promotional policies should not be too large. Supermarket promotional policies are too large, will affect the sales performance of the restaurant industry and enthusiasm (although some products are divided into channels to do, but will cause resistance).
2, large promotional policies will also have a serious impact on the special access to the interests of the line design, the business industry has only two choices, either to reduce the interests of the special access, or the enterprise to the money.
I once saw Zhang Gong wine industry in a place to launch the wedding wine, in the supermarket for nearly 1 month to do 15.8 yuan / bottle, buy one free a bundled sales policy, the results are weekly sales of 4 bottles or so, the vast majority of consumers still think that it is very cheap to buy. The introduction of this sales policy has seriously deviated from the initial positioning of the product, the final result can be imagined.