Pharmaceutical Sales Training Groups - Building Better Sales Forces

Table of Contents

EXECUTIVE SUMMARY

• Figure E.1: Annual Sales Training Spend per Rep in the Sales Force
• Figure E.2: Sales Training Budget Resource Allocation
• Figure E.3: Annual Hours of Training Given to Trainers
• Figure E.4: New Reps: Total First-Year Training Hours

SPENDING, STRUCTURES & HEADCOUNT RATIOS, & TRAINER TIME ALLOTMENT

• Figure 1.1: Annual Sales Training Spend per Rep in the Sales Force

Sales Training Department Spending and Resource Allocation

• Figure 1.2: Sales Training Budget Resource Allocation
• Figure 1.3: Internal Staff Compensation as a Percentage of Overall Sales Training Budget
• Figure 1.4: Average Compensation Levels of Training Staff
• Figure 1.5: Instructional Development as a Percentage of Overall Sales Training Budget
• Figure 1.6: Training Delivery as a Percentage of Overall Sales Training Budget
• Figure 1.7: Travel and Lodging as a Percentage of Overall Sales Training Budget
• Figure 1.8: Internal Team Improvement Initiatives as a Percentage of Overall Sales Training Budget
• Figure 1.9: Other Overhead Expenses as a Percentage of Overall Sales Training Budget
• Figure 1.10: Percentage of the Overall Sales Training Budget Spent on Outsourced Activities
• Figure 1.11: Percentage of New Sales Rep Training Curriculum Developed Externally
• Figure 1.12: Percentage of Veteran Sales Rep Training Curriculum Developed Externally
• Figure 1.13: Percentage of New District Manager Training Curriculum Developed Externally
• Figure 1.14: Percentage of Veteran District Manager Training Curriculum Developed Externally
• Figure 1.15: Percentage of Sales Executive Training Curriculum Developed Externally

Structures and Headcount Ratios

• Figure 1.16: Large Pharma Centralized Training Department Structures
• Figure 1.17: Small Pharma Centralized Training Department Structures
• Figure 1.18: Large Pharma Decentralized Training Department Structures
  • Table 1.1: Level of Executive Leading the Sales Training Department
  • Table 1.2: Sales Training Department Reporting Line
• Figure 1.19: Number of Primary Care Sales Reps per Trainer
• Figure 1.20: Number of Specialty Reps to Specialty Rep Trainer
• Figure 1.21: Average Length of Time Trainers Stay in the Position
• Figure 1.22: Trainers Average Time Allotment

Trainer Time Allotment

• Figure 1.23: Time Allotment for Training/Instructing
• Figure 1.24: Time Allotment for Instructional Design
• Figure 1.25: Time Allotment for SelfImprovement Activities
• Figure 1.26: Time Allotment for Traveling
• Figure 1.27: Time Allotment for Administrative Work
• Figure 1.28: Time Allotment for Other Activities

POSITION BY POSITION TRAINING GUIDE: HOURS, VENUES AND KEY TOPICS

New Sales Reps: First-Year Training

• Figure 2.1: New Reps: Total First-Year Training Hours
• Figure 2.2: New Rep Training Venues
• Figure 2.3: New Rep Average Annual Training Hours by Venue
• Figure 2.4: New Reps: Percentage of First-Year Training Spent in Classroom
• Figure 2.5: New Reps: Percentage of First-Year Training Spent in SelfStudy
• Figure 2.6: New Reps: Percentage of First-Year Training Spent in the Field
• Figure 2.7: New Reps: Percentage of First-Year Training Spent on WebBased Material
• Figure 2.8: New Rep Training Topics: Breakdown of First-Year Curricula
• Figure 2.9: New Rep Average Annual Training Hours by Topic
• Figure 2.10: New Rep Training Curricula: Product Knowledge
• Figure 2.11: New Rep Training Curricula: Selling Skills
• Figure 2.12: New Rep Training Curricula: Compliance
• Figure 2.13: New Rep Training Curricula: Technology
• Figure 2.14: New Rep Training Curricula: Time Management
• Figure 2.15: New Rep Training Curricula: Communication
• Figure 2.16: New Rep Training Curricula: Business Acumen

Veteran Sales Reps

• Figure 2.17: Veteran Reps: Total Annual Training Hours
• Figure 2.18: Veteran Rep Training Venues
• Figure 2.19: Veteran Rep Average Annual Training Hours by Venue
• Figure 2.20: Veteran Reps: Percentage of Annual Training Spent in Classroom
• Figure 2.21: Veteran Reps: Percentage of Annual Training Spent in SelfStudy
• Figure 2.22: Veteran Reps: Percentage of Annual Training Spent in the Field
• Figure 2.23: Veteran Reps: Percentage of Annual Training Spent on WebBased Material
• Figure 2.24: Veteran Rep Training Topics: Breakdown of First-Year Curricula
• Figure 2.25: Veteran Rep Average Annual Training Hours by Topic
• Figure 2.26: Veteran Rep Training Curricula: Product Knowledge
• Figure 2.27: Veteran Rep Training Curricula: Selling Skills
• Figure 2.28: Veteran Rep Training Curricula: Compliance
• Figure 2.29: Veteran Rep Training Curricula: Technology
• Figure 2.30: Veteran Rep Training Curricula: Time Management
• Figure 2.31: Veteran Rep Training Curricula: Communication
• Figure 2.32: Veteran Rep Training Curricula: Business Acumen

New District Managers

• Figure 2.33: New DMs: Total First-Year Training Hours
• Figure 2.34: New DM Training Venues
• Figure 2.35: New DM Average Annual Training Hours by Venue
• Figure 2.36: New DMs: Percentage of First-Year Training Spent in Classroom
• Figure 2.37: New DMs: Percentage of First-Year Training Spent in SelfStudy
• Figure 2.38: New DMs: Percentage of First-Year Training Spent in the Field
• Figure 2.39: New DMs: Percentage of First-Year Training Spent on WebBased Material
• Figure 2.40: New DM Training Topics: Breakdown of First-Year Curricula
• Figure 2.41: New DM Average Annual Training Hours by Topic
• Figure 2.42: New DM Training Curricula: Coaching
• Figure 2.43: New DM Training Curricula: Leadership
• Figure 2.44: New DM Training Curricula: Hiring
• Figure 2.45: New DM Training Curricula: Compliance
• Figure 2.46: New DM Training Curricula: Time Management
• Figure 2.47: New DM Training Curricula: Communication
• Figure 2.48: New DM Training Curricula: Business Acumen
• Figure 2.49: New DM Training Curricula: Performance Management
• Figure 2.50: New DM Training Curricula: Team Building
• Figure 2.51: New DM Training Curricula: Strategic Thinking
• Figure 2.52: New DM Training Curricula: HR Skills
• Figure 2.53: New DM Training Curricula: Technology
• Figure 2.54: New DM Training Curricula: Other Training

Veteran District Managers

• Figure 2.55: Veteran DMs: Annual Training Hours
• Figure 2.56: Veteran DM Training Venues
• Figure 2.57: Veteran DM Average Annual Training Hours by Venue
• Figure 2.58: Veteran DMs: Percentage of Annual Training Spent in Classroom
• Figure 2.59: Veteran DMs: Percentage of Annual Training Spent in SelfStudy
• Figure 2.60: Veteran DMs: Percentage of Annual Training Spent in the Field
• Figure 2.61: Veteran DMs: Percentage of Annual Training Spent on WebBased Material
• Figure 2.62: Veteran DM Training Topics: Breakdown of Annual Curricula
• Figure 2.63: Veteran DM Average Annual Training Hours by Topic
• Figure 2.64: Veteran DM Training Curricula: Coaching
• Figure 2.65: Veteran DM Training Curricula: Leadership
• Figure 2.66: Veteran DM Training Curricula: Hiring
• Figure 2.67: Veteran DM Training Curricula: Compliance
• Figure 2.68: Veteran DM Training Curricula: Time Management
• Figure 2.69: Veteran DM Training Curricula: Communication
• Figure 2.70: Veteran DM Training Curricula: Business Acumen
• Figure 2.71: Veteran DM Training Curricula: Performance Management
• Figure 2.72: Veteran DM Training Curricula: Team Building
• Figure 2.73: Veteran DM Training Curricula: Strategic Thinking
• Figure 2.74: Veteran DM Training Curricula: HR Skills
• Figure 2.75: Veteran DM Training Curricula: Technology
• Figure 2.76: Veteran DM Training Curricula: Other Training

IMPROVING THE SALES TRAINING FUNCTION

• Figure 3.1: Self-Grading of the Sales Training Department
• Figure 3.2: Grading the Top Sales Training Challenges

Choosing and Developing Trainers

• Figure 3.3: Grading Key Trainer Qualities
• Figure 3.4: Grading Sales Experience/Success as a Key Sales Trainer Quality
• Figure 3.5: Grading Engaging Personality as a Key Sales Trainer Quality
• Figure 3.6: Grading Educational Background as a Key Sales Trainer Quality
• Figure 3.7: Grading Creativity as a Key Sales Trainer Quality
• Figure 3.8: Grading Technological Savvy as a Key Sales Trainer Quality
• Figure 3.9: Average Years of Selling Experience of Trainers
• Figure 3.10: Annual Hours of Training Given to Trainers
• Figure 3.11: Grading Demonstrating ROI

Measuring Sales-Training ROI

• Figure 3.12: Kirkpatrick's Four Levels of Effectiveness

Earning Management BuyIn/Proving Value

• Figure 3.13: Grading Securing Upper Management BuyIn
• Figure 3.14: Annual New Rep Training Curriculum Review/Change

Curriculum Review and Improvement

• Figure 3.15: Annual Veteran Rep Training Curriculum Review/Change
• Figure 3.16: Annual New DM Curriculum Review/Change
• Figure 3.17: Annual Veteran DM Curriculum Review/Change
• Figure 3.18: Annual Sales Executive Curriculum Review/Change
• Figure 3.19: Grading Keeping Training Materials Relevant