HUL Ice Cream Division |
Skills Developed
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Skills Developed
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2017-18: Triggering Impulse Buying
Relook at the retail sales conversations from an impulse selling lens. The front-line sales organization learnt how to study consumer behaviour and look for triggers to react to consumers. Building relationships in-store to inculcate upkeep of monitoring, store and promotions management, by the retailer staff. 2016: Launching MAGNUM a premium Product Realised the importance of preparation before communicating with stakeholders; distributors and the retail. Focus on the long-term business goals when communicating with stakeholders. Evidence/data-based conversations for resolving difficult situations with the distributor to accelerate goals. 2015: Executional Excellence Driving offtake generation – asset management & asset placement’ vendor management & trike productivity. Applying root cause analysis to address chronic operation & executional challenges. Using analytics to generate solutions. 2014: Achieving an Accelerated Vision Micro planning for seasonal demand & execution in the market at the CSO level. Finetuning offtake generation – asset management & asset placement’ vendor management & trike productivity. Developing awareness for consumer behaviour at the retail. 2010-2013: Composite Program: Creating processes for sales growth Getting alignment for the Ice Cream Division Vision. Creating ownership for commitment to planning for 60-70% growth. Driving role clarity between the CSE, CSO and the other business partners. Changed the attitude toward the RS and the VSS as business partners. Using their awareness of market trends and their impact on executional decisions. Building clarity on ROI. |
TestimonialThe CSE intervention workshop covering our north branch WL1B & 1C landed extremely well, the feedback confirms that the role plays conducted helped them understand how to tackle difficult situations with the RS and communicate in a structured manner.
The R.E.D team has shared pre and post workshop scores clearly showing that more than half employees have over 80% scores post workshop. This workshop would now be conducted across other zones using Train the Trainer (TTT) model (TTT led by RSMs & ASMs). SUPRIYA JAIN HR Business Partner - Foods & Refreshments (Ice-creams & Out of Home Sales Teams Other Customer Stories
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