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V današnjem nepredvidljivem in hitro spreminjajočem se poslovnem okolju, je za podjetja najbolj pomembno preživetje v boju s konkurenco. Podjetja morajo stalno uvajati novitete, izboljševati kvaliteto izdelkov in storitev, da se jih prepozna in da lahko uspešno poslujejo. Najboljši izdelki in storitve pa niso dovolj, če jih ne predstavljajo in prodajajo dovolj sposobni in izkušeni posamezniki. Prodajna podjetja morajo v tem turbulentnem obdobju posvetiti izjemno pozornost razvoju svojih prodajnih kadrov, da se lahko ločijo od konkurence. Podjetje Coca-Cola HBC Slovenija d.o.o. je eno najbolj prepoznavnih podjetij na področju prodaje brezalkoholnih pijač v Sloveniji. Od svojih komercialistov podjetje pričakuje, da bodo na podlagi strokovnih znanj in sposobnosti dosegali zastavljene cilje. Da lahko podjetje obdrži prepoznavnost in moč, ki jo ima na trgu, ter dosega planirane prodajne cilje, svojim komercialistom omogoča nenehen razvoj s področja prodajnih veščin, da lahko tako pridobljeno znanje izkoristijo kot konkurenčno prednost na trgu. V teoretičnem delu smo z uporabo strokovne literature pregledali in primerjali mnenja različnih avtorjev s področja razvoja kadrov, izobraževanja, usposabljanja in ocenjevanja dela zaposlenih. V empiričnem delu diplomske naloge smo predstavili proces izvedbe ocenjevanja kvalitete dela komercialistov v podjetju Coca-Cola HBC Slovenija d.o.o. in metode, ki se pri ocenjevanju uporabljajo. Z uporabo statističnih metod smo analizirali dobljene rezultate ocene kvalitete dela komercialistov. Na podlagi te analize smo predlagali plan nadaljnjega razvoja posameznih skupin komercialistov. S primerjavo teorije in dejanske izvedbe procesa v podjetju Coca-Cola HBC Slovenija d.o.o., smo izpostavili pomanjkljivosti v obstoječem procesu in predlagali določene izboljšave. Todays unpredictable and rapidly changing business environment forces companies to constantly introduce new products, improve quality of existing products and services if they want to keep up with (and possibly beat) the competition. Companies try to diversify from competitors in any possible way. But even the best products and services are not good enough when represented by incapable and unexperienced employees. Many authors agree that companies should focus on development of their sales force so that they can be competitive in these turbulent times. Coca-Cola HBC Slovenija d.o.o. is one of the most recognized selling companies in alcohol free beverages segment in Slovenia. The company expects their sales force to use all their professional knowledge and expertise in achieving hard-hitting goals and targets. In order to remain one of the best selling companies in the country while achieving stretched yearly targets, Coca-Cola HBC Slovenija d.o.o. offers continuous development of their business developers' sales competencies. Thus the professional knowledge and commercial competencies gained can be used as competitive advantage in this tough market environment. In the theoretical part of this thesis we reviewed and compared opinions, explanations and definitions by different authors from the field of human resource development, education, trainings and work performance assessment. Empirical part of the thesis consists of assessment of the quality of work performed by business developers in Coca-Cola HBC Slovenija d.o.o.. We described methods and approaches used in performance assessment. Using different statistical methods we analyzed results achieved in the assessment of commercial skills and competencies and actual sales results by business developer. Based on the results from the analysis we proposed development plans for certain groups of business developers. Comparing theory and actual sales assessment process in Coca-Cola HBC Slovenija d.o.o. we highlighted weaknesses in current process and proposed certain improvements. |
