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To impart training to FLS and Advisors in order to upgrade there job knowledge through the induction and develop there skills through interventions periodically in the areas of recruitment and selling skills workshops, which would impact the territorys productivity.
Job Context / Job Challenges:
Key Challenges for the role-
Getting trainees (especially advisors) in the training room as they are not on the payrolls of the company and are not willing to invest time to up bring their capabilities.
The span being large (managing multiple branches over spread locations and large team of existing universe + new hires) the training is being affected.
Geographical distribution
Training infrastructure
Insufficient Training enablers
| KRA (Accountabilities) (Max 1325 Characters) | Supporting Actions (Max 1325 Characters) | |
|---|---|---|
| KRA1 | Implementation of training architecture at the regions to ensure that right learning happens which leads to desired capability and performance | 1. Publish and implement the monthly training calendar for branches basis the training architecture. E.g. licensing training, advisor induction, selling skills & domain training for advisors, product refreshers, etc. 2. Maintain strong contracting with sales hierarchy to ensure implementation of learning initiatives and their follow up activities. 3. Create awareness and drive usage of various sales tools & aids 4. Play critical roles during important events (e.g. new product & fund launches, regulatory changes, etc). Task involves organizing and executing the launch plans, creating awareness with speed & accuracy. 5. Implement the region learning interventions that lead to solving regional problems and grabbing regional opportunities 6. Implement training initiatives that support seasonal business opportunities |
| KRA2 | Create Measurable impact on productivity | 1. Ensure satisfactory pass % of advisors who attend 4 day refresher training ..at level of at least 60% of attendees passing the exam 2. Manage 1st month performance of new licensed advisors (measured through RCM) to the level of 80% active in RCM period with a minimum defined modal premium. This directly contributes to topline 3. Manage 3 months consistency in activization of new advisors (measured through RCM STAR) to the level of 40%. This directly contributes to topline and also creates a pool of advisors to qualify for entry level of advisor club programs 4. Manage new FLS production up to 6 months from joining (measured through GSG program) to the level of 40% qualification. This directly impacts to topline, better engagement of new FLS and their vintage with organization. Reduced attrition also directly impacts cost. 5. Achieve all these through effective training delivery of team members, goal setting, stake holder alignment and ground level support. |
| KRA3 | Managing Training Administration | 1. Ensuring that self and team members follow the process of planning, record keeping, expense control, etc. |
Job ID: 145634149
