1. What is the job description? What are the responsibilities?

Dealer relationship, opinion leader.

2. Who do you report to?
Weekly Report, pricing detail, product liquidity, with regional manager, with
Sales head maria then to country manager. Assessment of market,
competitor data from dealers and farmers.
3. What is the organizational structure like? Are you only in contact with your
immediate supervisor or are you in touch with senior management?
Most of the regional manager. Manager know if you are interacting.
4. How easy do you find it to express your views, recommendations and
concerns to upper management? Are your view heard readily? If yes, are they
implemented?
Through RSM. Direct channel.
5. What are the KPIs?
KPIs Weekly report.
Day to day communication.
IT Salesforce.com DEKALB connect performance dashboard. Figures daily or weekly.
Updated.
Sales figures.
Safety and Security is priority.
6. Who sets the KPIs?
Goals Top to down, Quota Setting Maria and RSM
7. Do you have a say in setting next years KPIs? Are your considerations taken
into account?
RSM takes input from sales person. Listen to every time, never
8. How is the performance evaluated?
2 time in a year. Mid and full year. One to one with RSM. Discussion on sales figure.

Two way feedback. HR IT has feedback forms. Open they know which person has
commented.
Weightage of parameter:
Number given more weightage then ethics.
But for sales person relationship is important.
9. What is the compensation? Base Salary? Bonus? Fringe benefits?
Car,
10.Do you think the compensation is commensurate with effort/work you have to
put in?
People will always salary. As per competition, Monsanto salary structure is low than
pioneer, Monsanto has better medical and car option.
11.How does the compensation compare to that offered by competing MNCs? Du
Pont Pioneer, etc.
As per competition, Monsanto salary structure is low than pioneer, Monsanto has
better medical and car option.
12.Does Monsanto offer a career progression for Sales people? For example,
promotion opportunities, etc.
Career progression is slow. Fixed set of employees Global Monsanto for the country.
Only option is going to competitor 80%, 20% Monsanto.
13.What is the sales personnel turnover rate at Monsanto? How often do people
change jobs?
Rare case, do not move a lot. Contractual employee move for permanent position.
Few MNC companies, Local companies no culture no ethics, stability.
14.Are there a lot of opportunities in the industry to change jobs?
From previous year. It is better now. Switch to Tobacco, Snacks contract farming.

15.What criteria does Monsanto use for recruitment? Education level,

experience, technical knowledge, etc.
See all aspect. But see Agriculture education. Technical knowledge, and business
acumen equal importance.
Pioneer Monsanto, do not hire fresh graduate. 5 to 10%
16.What qualities do you think are important in succeeding at your job?
Qualities
Relationship matter the most, people management. Strong relationship with
farmers, who will benefit from u, trust building, Technical knowledge,
17.Are you expected to bring in your personnel references and connections with
distributors and dealers?
Depends on level of relationship. Trust is important, Dealer and farmer (Customer)
will stick the salesman. Half year is the previous region, half new.
Companies Leverage connections of good sales man.
18.If yes, do you have an issue with that?
Bigger picture Company should get it, but our social culture is like this.
19.Does the negative image of Monsanto globally effect your motivation to work
for this organization?
We ask about it. Need to know bases. If someone want to know. Monsanto remain
honest with its employees. And tell them. Good internal communications. Meeting
call them employees to explain things.
Only progressive farmers ask. But depends on relationship
20.Does it bother you if you have to defend yourself to friends and/ or family?
If u have the understanding and u tell them about the technology. It is scientific
proven technology.

GMO
Workload, responsibility.
Give technically knowledge, Any gap will create an issue, transition will take 4 5
years.
Frequent visit to tell him about how to technical know how to treat the plant.
Training of sales managers.
One big issue on taking responsibility ownership, farmers will be try to get new
things

Sales Conference is team building, Once an year

Next year sales planning, recognition
New year start September 2016, august 2016,