Deputy Manager / Manager – Field Sales Training & Capability Development

Department: Sales / Learning & Development

Designation: Deputy Manager / Manager

Function: Field Sales Capability Building & Training

Major Purpose of the Job To enhance the productivity and effectiveness of the field sales force through structured learning interventions, on-the-job coaching, capability development, and continuous performance improvement. The role will focus on building sales competencies, strengthening execution excellence, improving market performance, and developing a sustainable learning culture across the assigned business units.

Key Responsibilities & Principal Accountabilities

1. Sales Capability Building & Development

- Drive end-to-end capability-building initiatives for field sales teams across assigned business units.
- Identify training needs through Training Need Analysis (TNA), Training Need Identification (TNI), field observations, business reviews, and performance data.
- Design, develop, and deliver customized training programs for customer-facing roles, including sales representatives, territory sales teams, and frontline sales managers.
- Strengthen selling skills, product knowledge, communication, negotiation, objection handling, distribution management, and customer engagement capabilities.
- Build a structured learning roadmap aligned with business priorities and sales performance objectives.

1. Field Coaching & Sales Effectiveness

- Conduct regular field visits, joint market working, and on-the-job coaching to assess sales team effectiveness and execution quality.
- Coach field sales teams on sales call effectiveness, outlet coverage, product availability, merchandising, visibility, and execution of sales priorities.
- Work closely with frontline sales managers to strengthen coaching, feedback, performance management, and team development skills.
- Identify capability gaps in underperforming territories and implement targeted improvement plans to enhance sales productivity.
- Support the sales team in improving key business KPIs, including sales achievement, productive calls, outlet coverage, distribution, and execution compliance, as applicable to the business.

1. Learning Calendar & Program Management

- Prepare and execute an annual and monthly capability-building calendar in consultation with key business stakeholders.
- Plan, coordinate, and deliver classroom, virtual, digital,



and on-the-job training interventions.
- Ensure timely execution, participation, and completion of all planned learning initiatives.
- Develop standardized training content, facilitator guides, assessment tools, field coaching checklists, and learning materials.
- Collaborate with Sales, HR/L&D;, Product, Marketing, and other cross-functional teams to ensure alignment of learning initiatives with business requirements.

1. Foundation Learning Program (FLP) & New Hire Onboarding

- Lead the Foundation Learning Program (FLP) for new hires to ensure structured onboarding and faster role readiness.
- Design and implement 30/60/90-day learning, engagement, assessment, and evaluation plans.
- Ensure effective induction covering product knowledge, sales processes, market understanding, systems, policies, and execution standards.
- Track new-hire progress through assessments, field observations, manager feedback, and performance reviews.
- Drive refresher and reinforcement programs to ensure sustained application of learning on the job.

1. Continuous Learning & Digital Enablement

- Develop and implement continuous learning initiatives using digital learning platforms and technology-enabled solutions.
- Promote microlearning, e-learning modules, virtual sessions, digital assessments, and mobile-based learning content.
- Drive digitization and standardization of training processes, learning records, and capability assessments.
- Encourage a culture of self-learning, knowledge sharing, and continuous professional development among field sales teams.

1. Training Effectiveness & Business Impact

- Develop and implement a structured training impact measurement framework covering Level 1 (Reaction), Level 2 (Learning), and Level 3 (Behaviour/Application).
- Evaluate training effectiveness through assessments, field observations, manager feedback, and post-training performance tracking.
- Monitor key learning and capability metrics, including training coverage, completion, assessment scores, knowledge retention,



and application on the job.
- Analyse the impact of training interventions on relevant sales productivity and business performance indicators.
- Prepare periodic MIS, dashboards, and reports highlighting training effectiveness, capability gaps, and improvement opportunities.
- Establish a two-way feedback mechanism with field teams, business leaders, and cross-functional stakeholders to continuously improve learning interventions.

1. Stakeholder Management & Continuous Improvement

- Partner with Sales Leadership and frontline managers to identify business challenges and translate them into actionable learning solutions.
- Review capability gaps and training outcomes with key stakeholders and recommend corrective actions.
- Benchmark training practices, introduce innovative learning methodologies, and continuously enhance program effectiveness.
- Ensure consistency in training standards, content quality, delivery methodology, and learning evaluation across assigned locations.

Key Performance Indicators (KPIs)
- Execution of the annual/monthly training calendar.
- Training coverage, participation, and completion rates.
- Improvement in pre- and post-training assessment scores.
- Effectiveness of recent-hire onboarding and 30/60/90-day evaluations.
- Improvement in field coaching effectiveness and sales capability scores.
- Application of learning and behavioural improvement in the field.
- Contribution of capability-building initiatives to relevant sales productivity and business KPIs.
- Training impact measurement, stakeholder feedback, and reporting accuracy.

Required Skills & Competencies
- Strong understanding of field sales operations and sales execution.
- Expertise in sales training, capability development, and field coaching.
- Strong facilitation, presentation, communication, and interpersonal skills.
- Ability to analyse sales performance data and identify capability gaps.
- Strong stakeholder management and cross-functional collaboration skills.
- Proficiency in MS Excel, PowerPoint, reporting dashboards, and digital learning tools.
- Ability to design structured learning programs and measure training effectiveness.
- Strong planning, execution, problem-solving, and project management skills.

Experience & Qualification

How to Apply

Interested candidates can share their updated CV at [email protected]

📌 Deputy Manager / Manager – Field Sales Training & Capability Development (Ahmedabad)
🏢 Cadila Pharmaceuticals
📍 Ahmedabad