SALES TRAINING SUPERVISOR

SALES TRAINING SUPERVISOR DRMI-001494

LOCATION: 6TH AVE CALOOCAN CITY

SCHEDULE: MONDAY TO SATURDAY

TIME: 9:00 AM – 6:00 PM

SALARY RANGE: 20,000.00 – 22,000.00

The Sales Training Supervisor is responsible for developing, implementing, and continuously improving the Company's sales training programs to ensure that employees have the required product knowledge, selling skills, customer service capabilities, and operational knowledge to perform effectively in their assigned roles.

The position is responsible not only for conducting training but also for determining whether employees have understood and learned the required competencies. The Sales Training Supervisor designs training modules, conducts assessments, provides coaching and reinforcement, and may certify employees who have successfully demonstrated the required level of competency. The role serves as the Company's sales training and competency development lead, ensuring that training results in actual workplace application and improved sales performance.

QUALIFICATIONS

• Bachelor’s degree in human resources, Business Administration, Marketing, Education,

Psychology, Management, or a related field.

• At least 2–3 years of experience in sales training, retail sales, learning and development, or a

related field.

• Previous experience as a Sales Trainer, Training Specialist, Team Leader, Sales Supervisor, or similar

role is preferred.

• Experience in retail, cellphone, gadget, electronics, accessories, or consumer technology is an

advantage.

• Strong presentation and facilitation skills.

• Proficient in Microsoft Office/Google Workspace and presentation tools.

• Willing to conduct field/store visits and on-site training.

• Willing to travel to different branches when required.

KEY RESPONSIBILITIES

1. Training Needs Assessment

• Identify training needs based on sales performance, audit findings, product knowledge gaps,

customer feedback, operational concerns, and Management requirements.

• Assess new hires and existing employees to determine their current level of knowledge and

competency.

• Identify employees who require additional coaching, retraining, or competency reinforcement.

• Coordinate with Sales, Operations, HR, and Management to identify recurring performance gaps.

2. Training Module Development

• Develop and maintain Sales Training Modules, Training Guides, Facilitator Guides, presentations,

activities, assessments, and learning materials.

• Create training programs appropriate for different positions, including Frontliners, JSO, SO, SM,

OIC, and other sales-related positions.

• Develop modules covering, but not limited to:

o Product knowledge

o Product features and specifications

o Product comparison

o Selling techniques

o Customer approach and engagement

o Needs-based selling

o Upselling and cross-selling

o Objection handling

o Closing techniques

o Customer service

o Store operations

o Sales processes and policies

o Promotions and campaigns

o Brand/product updates

o Basic competitor knowledge

o Proper product demonstration

• Regularly update modules when there are new products, policies, promotions, technologies, or

changes in the Company's sales strategy.

3. Product Knowledge Training

• Develop a structured Product Knowledge Program for employees.

• Ensure employees understand product specifications, features, benefits, pricing, selling points,

compatibility, and proper product positioning.

• Conduct product knowledge assessments whenever new products are launched or major product

updates are introduced.

• Coordinate with suppliers, brand representatives, Product/Marketing teams, and Operations

when additional product information is required.

• Ensure sales employees can confidently explain products to customers and recommend

appropriate products based on customer needs.

4. Conducting Sales Training

• Conduct classroom, virtual, store-based, and field training.

• Facilitate onboarding and refresher training for sales employees.

• Conduct practical activities, role-playing, product demonstrations, sales simulations, and case

exercises.

• Adjust training strategies depending on the employee's learning level and performance.

• Ensure training is interactive, practical, and applicable to actual store situations.

• Monitor attendance, participation, and completion of required training programs.

5. Training Assessment and Certification

A major responsibility of the position is to determine whether the employee actually learned the required

competencies, not merely whether the employee attended the training.

The Sales Training Supervisor shall:

• Develop written and practical assessments.

• Conduct pre-tests and post-tests when applicable.

• Conduct product knowledge examinations.

• Assess actual selling skills through role-play and simulations.

• Observe employees during actual store operations when necessary.

• Evaluate whether the employee can properly explain and demonstrate products.

• Assess communication, customer handling, selling techniques, and closing skills.

• Identify employees who have not yet reached the required competency level.

• Provide additional coaching or retraining when an employee does not meet the required

standard.

• Recommend or issue Training Competency Certification for employees who successfully meet the

established requirements.

6. Competency Certification

The Sales Training Supervisor may establish a certification system such as:

TRAINED → ASSESSED → COMPETENT → CERTIFIED

Certification should be based on demonstrated competency and not simply on attendance.

The Supervisor shall maintain records of:

• Training completed;

• Assessment results;

• Product knowledge scores;

• Practical assessment results;

• Coaching/retraining conducted;

• Certification status; and

• Employees requiring further development.

7. Training Strategies and Learning Methods

• Develop different training approaches based on employee needs.

• Use demonstrations, role-playing, case studies, games, product handling, actual selling situations,

coaching, and field observation.

• Identify the most effective learning approach for employees who have difficulty understanding or

applying the training.

• Develop reinforcement activities after training to ensure knowledge retention.

• Conduct follow-up assessments after training.

• Recommend retraining where knowledge or skills are not sufficiently retained.

8. Training Effectiveness Monitoring

The Sales Training Supervisor must determine whether training is actually producing results.

Monitor:

• Improvement in product knowledge;

• Improvement in selling skills;

• Sales performance;

• Conversion and productivity indicators, where available;

• Customer service performance;

• Recurring mistakes;

• Audit findings related to sales practices;

• Employee confidence and product presentation;

• Application of training in actual store operations.

Training should not be considered successful simply because the session was completed.

The Supervisor must determine:

“After the training, can the employee actually perform the required skill correctly?”

9. Coaching and Reinforcement

• Conduct one-on-one coaching for employees who fail assessments or demonstrate performance

gaps.

• Provide targeted coaching based on actual employee weaknesses.

• Coordinate with Store Managers and Supervisors for on-the-job reinforcement.

• Conduct refresher training for recurring knowledge or skills gaps.

• Develop reinforcement activities following major training programs.

• Monitor whether previously identified weaknesses have improved.

10. Training Records and Reports

• Maintain an updated Training Matrix for all covered employees.

• Prepare training schedules and calendars.

• Maintain attendance and completion records.

• Maintain assessment and certification records.

• Prepare monthly training accomplishment reports.

• Submit training effectiveness reports to Management.

• Identify employees who are overdue for required training, assessment, or certification.

• Track employees who require retraining or additional coaching.

FIELD COMPETENCIES

The Sales Training Supervisor should demonstrate strong competency in:

Training & Facilitation

• Strong presentation and facilitation skills.

• Ability to explain complex product information in simple and understandable terms.

• Ability to engage different types of learners.

• Ability to manage classroom and field training.

Sales Expertise

• Strong understanding of retail sales.

• Knowledge of selling techniques and customer engagement.

• Ability to coach employees in actual selling situations.

• Understanding of customer needs and buying behavior.

Product Knowledge

• Ability to quickly learn and understand new products.

• Ability to translate technical specifications into customer-friendly selling points.

• Ability to compare products and explain advantages appropriately.

Assessment & Evaluation

• Ability to develop written and practical assessments.

• Ability to objectively evaluate employee competency.

• Ability to distinguish between attendance, knowledge, understanding, and actual competency.

Coaching

• Ability to identify individual learning gaps.

• Ability to provide constructive feedback.

• Ability to adjust coaching strategies depending on employee needs.

• Patience and consistency in developing employees.

Training Development

• Ability to independently create training modules and learning materials.

• Ability to design practical activities and assessments.

• Ability to continuously improve training programs based on results.

Analytical Skills

• Ability to analyze assessment results and sales performance.

• Ability to identify whether performance issues are caused by knowledge, skill, behavior, or

process gaps.

• Ability to measure training effectiveness.

PERSONALITY AND BEHAVIORAL REQUIREMENTS

The ideal candidate should be:

• Confident – comfortable speaking to groups and coaching employees.

• Patient – able to teach employees who require repeated explanation.

• Approachable – employees should feel comfortable asking questions.

• Assertive – able to correct employees and enforce training standards.

• Observant – able to identify gaps that may not appear in written assessments.

• Analytical – able to assess whether training actually produced improvement.

• Results-oriented – focused on competency and performance, not just training completion.

• Adaptable – able to change training strategies depending on the audience.

• Creative – capable of creating engaging and practical learning activities.

• Organized – able to manage multiple training programs, assessments, and certification records.

• Professional and objective – certification and assessment must be based on actual competency,

not personal relationships or favoritism.

• Continuous learner – willing to continuously update knowledge of products, sales techniques, and

training methodologies.