Business Mentor, Consultant And Trainer
Training And Development
Soft And Behavioural Skills Trainer
Your query is very broad in scope as the test of understanding has be to with questions in relation to the modules the participants have learned. The best way to do this is to look at key points in the training content. Once you have identified the key points addressed in the training session; build the questions based on that.
How do you deal with a ‘Know It All’ customer?
a. Ignore him b. Give compliment c. Call police
What should we do before we close any sale?
a. Meet the customers need b. Confirm satisfaction c. Sell more
Name any 2 listening techniques?
a. Pay Attention b. Use Verbal Signs c. Ask for clarification d. Restate and summarize
Hope this helps!!!!
The Training Specialist
25th February 2014 From India, Mumbai
I have conducted retail sales training for a very large retail group in India. Based on my experience, I am writing my following post.
You have not given complete details. Please confirm to us, who conducted the training, where it was conducted, what is their education level, what type of retail sales salespersons handle etc. Was the training outsourced to third party or it was in-house training? Either way, the person or agency that was engaged in retail training should develop the question paper.
By the way, if it is retail sales training then the training should get translated in the increased sales. Has the sales been increased? The increase in sales is manifestation of the absorption of the knowledge.
At many retail outlets (but not all), retail sales executives have very poor product knowledge. They just do not know basic features of the products kept in their store. The product knowledge test has to be devised by the head of the retail outlet and no third party can do this for you.
The second thing you can do is to monitor their behaviour through video shooting. The feedback can be given based on the video.
Thirdly, in addition to test on product knowledge, tell the retails sales executives to give post-training examples of add-on sale or cross-sale. The personal interview also is important. It spills the beans.
Last but not the least, what is the inventory turnover ratio after the training? This one single ratio, spills out the effectiveness of the training. What is the percentage of non-moving and slow moving inventory? Has the ABC Analysis of the inventory been done?
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
26th February 2014 From India, Bangalore
Neither I, nor any other member here, can give you a test, for the simple reason that we DO NOT KNOW what you have covered in your training.
Go back over the training course, and construct a simple test based on what you have taught them. Problem solved.
I am constantly at a loss to understand why many of our CiteHR members believe there is a "one size fits all" solution to every problem known to mankind. It is truly baffling.
1st March 2014 From Australia, Melbourne
The test questions could be designed based on the modules covered in the training.
Also u can ask the customers to do some role plays and rate them on the same as the part of assessment.
Please keep in mind the profile of candidates while framing the questions.
Hope it helps!
5th March 2014 From India, Delhi