Difference between revisions of "ANLY482 AY2016-17 T1 Group6/Project Overview"
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<div style="border-style: solid; border-width:0; background: #3CB371; padding: 7px; font-weight: bold; text-align:left; line-height: wrap_content; text-indent: 20px; font-size:20px; font-family:Century Gothic;border-bottom:5px solid white; border-top:5px solid black"><font color= #ffffff>Motivation and Objectives</font></div> | <div style="border-style: solid; border-width:0; background: #3CB371; padding: 7px; font-weight: bold; text-align:left; line-height: wrap_content; text-indent: 20px; font-size:20px; font-family:Century Gothic;border-bottom:5px solid white; border-top:5px solid black"><font color= #ffffff>Motivation and Objectives</font></div> | ||
| + | While much has been explored in the field of Sales Analytics, a quick search reveals that few companies have delved into the area of Sales People Analytics. Deloitte found that almost 70% of companies felt they were weak in using HR data to predict workforce performance and improvement. | ||
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| + | Conventional wisdom tells us there are several ways to evaluate a salesperson’s performance, such as the size of his external network and his sales figures. New research say this is an oversimplification of sales practices. Steward et al. (2010) found that higher-performing salespeople regularly activated their internal company networks to coordinate a team of experts tailored to serve a particular customer. Purely focusing on sales figures as an indicator of performance also neglects the time aspect. Sometimes long-term projects take months to realize revenues. Harvard Business Review also found that spending time with both internal and external connections contributed to success in selling. | ||
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| + | We aim to assist TrustSphere in developing a dashboard for evaluating salesperson effectiveness. | ||
<div style="border-style: solid; border-width:0; background: #3CB371; padding: 7px; font-weight: bold; text-align:left; line-height: wrap_content; text-indent: 20px; font-size:20px; font-family:Century Gothic;border-bottom:5px solid white; border-top:5px solid black"><font color= #ffffff>Data</font></div> | <div style="border-style: solid; border-width:0; background: #3CB371; padding: 7px; font-weight: bold; text-align:left; line-height: wrap_content; text-indent: 20px; font-size:20px; font-family:Century Gothic;border-bottom:5px solid white; border-top:5px solid black"><font color= #ffffff>Data</font></div> | ||
Revision as of 23:13, 28 August 2016
| Home | Team | Project Overview | Final Progress | Project Management | Documentation |
While much has been explored in the field of Sales Analytics, a quick search reveals that few companies have delved into the area of Sales People Analytics. Deloitte found that almost 70% of companies felt they were weak in using HR data to predict workforce performance and improvement.
Conventional wisdom tells us there are several ways to evaluate a salesperson’s performance, such as the size of his external network and his sales figures. New research say this is an oversimplification of sales practices. Steward et al. (2010) found that higher-performing salespeople regularly activated their internal company networks to coordinate a team of experts tailored to serve a particular customer. Purely focusing on sales figures as an indicator of performance also neglects the time aspect. Sometimes long-term projects take months to realize revenues. Harvard Business Review also found that spending time with both internal and external connections contributed to success in selling.
We aim to assist TrustSphere in developing a dashboard for evaluating salesperson effectiveness.
