Pharmaceutical Sales Training Groups: Building Better Sales Forces (PH89)

• Chapter 1: Spending, Structures and Headcount Ratios, and Trainer Time Allotment - this chapter examines training department reporting structures, resources, resource allocation and how trainers distribute their time.
• Position by Position Training Guide: Hours, Venues and Key Topics - As the title suggests, this chapter examines the amount of hours new and veteran sales reps and new and veteran district managers spend in training. It further breaks these hours down by venue and training topic.
• Improving the Sales Training Function - This chapter looks at how companies are currently improving and upgrading their sales training groups. From training trainers to measuring and demonstrating ROI to winning upper management support, the chapter examines what top pharma training departments are doing to become the best.

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 Self-Improvement 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 Self-Study

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 Web-Based 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 Self-Study

Figure 2.22: Veteran Reps: Percentage of Annual Training Spent in the Field

Figure 2.23: Veteran Reps: Percentage of Annual Training Spent on Web-Based 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 Self-Study

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 Web-Based 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 Self-Study

Figure 2.60: Veteran DMs: Percentage of Annual Training Spent in the Field

Figure 2.61: Veteran DMs: Percentage of Annual Training Spent on Web-Based 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 Buy-In/Proving Value

Figure 3.13: Grading Securing Upper Management Buy-In

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