20.500.12556/DKUM-15399 IZOBRAŽEVANJE IN MOTIVIRANJE PRODAJNIH REFERENTOV V PODJETJIH SORA EDUCATION AND MOTIVATING SALES PEOPLE IN SORA COMPANIES Izbrala sem si temo izobraževanje in motiviranje prodajnih referentov. Za praktični primer sem si izbrala mlado podjetje Sora Finance d.o.o. in Sora Skupina d.o.o., kjer delam preko študentskega servisa. Podjetji medsebojno sodelujeta in združujeta večino zavarovalnic in bank na enem mestu. Podjetje namenja posebno pozornost WIN-WIN sistemu, izobraževalnemu programu, ki temelji na interakciji med moderatorjem in udeleženci. Ta sistem je še posebej pomemben, za zaposlene, ki se podjetju pridružijo na novo. Vsak zaposleni opravi takšno izobraževanje, ki predvideno poteka 8 tednov. Prodajni referenti, ki so uvodno izobraževanje in usposabljanje že prestali, se udeležujejo izobraževanj, ki so organizirana s strani bank, zavarovalnic ali podjetij Sora. Organizirana so po vsej Sloveniji. Sistem motiviranja je v podjetjih Sora nastavljen na več načinov. Tako so prodajni referenti deležni fiksne plačila, plačila na podlagi provizije ali kombinacije obeh. Večina prodajnega osebja je deležna provizije. Sistem provizij je opredeljen s provizijskimi tabelami. Občasno pa so deležni tudi različni nagrad ali bonusov. Podjetje tako spodbudi opravljanje poslov in iskanje novih strank. Vendar pa so rezultati ankete pokazali, da so zaposlenim najbolj pomembni nedenarni motivacijski dejavniki. Le te bi moralo podjetje veliko bolj uveljavljati. V praktičnem delu diplomske naloge sem uporabila tudi izsledke raziskave, ki sem jih pridobila s pomočjo anketnega vprašalnika. Ta je bil razdeljen vseh prodajnim referentom v Mariborski in Ljubljanski poslovni enoti. Raziskava je pokazala naslednje: - izobraževanje in usposabljanje velik vpliv na kvaliteto opravljenih storitev, - prodajno osebje je s sistemom izobraževanja in njegovimi vsebinami zadovoljno, enako velja za sistem motivacije, - zelo pomembni pri delu so nedenarni dejavniki motivacije, - vsebina izobraževanj, ki jih organizira podjetje je pri delu skoraj vedno uporabna. Na podlagi rezultatov sem zavrgla prvo in drugo hipotezo, potrdila pa tretjo in četrto. I chose the theme of education and motivation of sales people. For a practical example, I chose two young companies, Sora Finance d.o.o. and Sora Skupina d.o.o., where I also work. The two companies work together and pool the majority of insurance companies and banks in one place. The company pays special attention to the WIN-WIN system, educational program based on the interaction between the facilitator and participants. The system is particularly important for employees who join the new company. Each employee takes such a training which is provided ongoing for 8 weeks. Sales people that already passed the initial education and training programmes visit training courses organized by different banks, insurance companies or Sora companies. They are organized all over the country. Motivating system in Sora companies is configured in several ways. The sales people receive a fixed payment, payment on a commission or a combination of both. Most sales people receive a commission. The fee system is defined by commission tables. Occasionally, they also receive various awards and bonuses. In this way companies encourage sales people to carry out operations and find new costumers. However, survey results showed that the most important is non-monetary employee motivation. Companies should establish more of that. In the practical part of my work, I also used the results of research that I had gained through the survey questionnarie. This was distributed to all of sales people in Maribor and Ljubljana business. The survey showed that: - education and training have a significant impact on quality of service provided, - sales people are satisfied with the education system and its content, the same applies to the system of motivation, - non-monetary factors of motivation are very important at work, - content of education organized by the company is almost always useful at work. Based on the results, I dismissed the first and the second hypothesis and approved the third and the fourth one. Ključne besede: izobraževanje motiviranje usposabljanje prodajni referenti nagrajevanje zaposleni Sora Skupina d.o.o. Sora Finance d.o.o. education motivation training sales people reward employee Sora Finance d.o.o. Sora Skupina d.o.o. true true false [J. Tomić] Slovenski jezik Angleški jezik Diplomsko delo 2010-09-07 08:37:41 2010-11-11 09:13:34 2022-04-12 22:49:04 2023-12-19 03:14:46 2010 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.1 10406428 URN:SI:UM:DK:TRN4PFOO UNI_Tomic_Jasna_2010.pdf UNI_Tomic_Jasna_2010.pdf 1 882872DCD73158AE06CBCF8522031073 685070323c7869ad99350a73564032f474d4cd8c6878ef6dacef4df02b7cee56 640921ab-7c04-11eb-bb7a-00155d0001ca 20.500.12556/dkum/85cebdeb-d4db-4d98-89e0-5077b79d1fa7 https://dk.um.si/Dokument.php?lang=slv&id=16927 Ekonomsko-poslovna fakulteta 0 0 0