《【精品】starwood国际酒店管理集团销售人员招聘甄选标准ppt培训课件》由会员分享，可在线阅读，更多相关《【精品】starwood国际酒店管理集团销售人员招聘甄选标准ppt培训课件（56页珍藏版）》请在金锄头文库上搜索。
1、Sales Selection Tools,Development & Implementation Overview,Contents,OverviewTool Development & Study ResultsProcess ImpactTool UtilizationImplementation NotesAppendix,Overview,Reduce the Time Spent Evaluating Candidates,Increase the Number of Strong Sales Candidates,=,Candidate “Profitability”,Hire
2、d the best of the best and the new hires were well worth the time spent,Overarching Goal: Maximize the Selection Process,Selection Process Pre-Implementation (Screening Discussion, B.I.),Improve Sales Hiring Process Evaluation Pre-Implementation,Fundamental attributes Difficult to teach or train Are
3、 related to job performance Can be assessed,Improve Sales Hiring Process Model World-Class Evaluation,Selection Process Pre-Implementation (Screening Discussion, B.I.),+,Return on Investment,The tools are designed to provide,Sales Selection Initiative: Global Focus,Bahasa (Indonesian) Chinese (Simpl
4、ified) French German,Italian Japanese Spanish (European) Spanish (Latin American),Phase 2 Languages:,* Japan, Korea, India/Bangladesh targeted for October 2006,Tool Development Study Results,Aug. Dec. 2004,Tool Development Overview,Sales Incumbents Job Analysis Questionnaire,Global SME Focus Groups
5、Job consistencies and career paths,Sales Competency Model Development,Tool Development: Job Families and Sample Titles,Tool Development Overview,ePredix library Tried and true questions for predicting sales performanceFocus Groups Assessment question review and writing,Develop Draft Tools Content Al
6、l Multiple Choice Questions,Tool Development Overview,Tool Development Overview,Analyses per Phase and Division,Data Results Overview Presented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Data R
7、esults Overview Presented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Group of current associates in study who would not have passed,Data Results Overview Presented for current associates (parti
8、cipants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Group of current associates in study who would have passed; split up into high and low pass,Data Results Overview Presented for current associates (participants),(Bottom Third),(I
9、nterview Qualified Top two-thirds),* Combined Failed Prescreen and Failed Proctored Assessment,Group of current associates in study who scored the highest,Data Results Overview Presented for current associates (participants),(Bottom Third),(Interview Qualified Top two-thirds),* Combined Failed Presc
10、reen and Failed Proctored Assessment,Measure of job performance (average for group),Development Study Results All Sellers Combined (n=906),Bottom Scorers on Tools (Bottom Third would be filtered out by Tools),Highest Scorers on Tools (Top Third of Passing Scores),Passing Scorers on Tools (Bottom two
11、-thirds of Passing Scores),Performance on the tools strongly predicts performance on the job,Development Study Results All Sales Leaders Combined (n=290),Bottom Scorers on Tools (Bottom Third would be filtered out by Tools),Highest Scorers on Tools (Top Third of Passing Scores),Passing Scorers on To
12、ols (Bottom two-thirds of Passing Scores),Performance on the tools strongly predicts performance on the job,Predictive: Higher tool performance = greater job performance (e.g., Percent to Goal, supervisor performance ratings)Stable: Consistent relationshipsUnbiased: Legally defensible,Key Findings S
13、ummary,See Appendix for Detailed Study Results for Each Phase/Division,Resulting Tools,Seller tools were developed specifically for each Division/Phase,One Leader tool was developed for all of each Phase combined,Resulting Tools,Seller tools were developed specifically for each division,One Leader t
14、ool was developed for all of Phase 2 combined,Process Impact,World-Class Hiring Process Filtering out the bottom candidates,World-Class Hiring Process Filtering out the bottom candidates,Process,Step,1. Source,World-Class Hiring Process Filtering out the bottom candidates,Process,Step,1. Source,Onli
15、ne Assessment,Sellers only,World-Class Hiring Process Filtering out the bottom candidates,Process,Step,1. Source,Online Assessment,World-Class Hiring Process Filtering out the bottom candidates,Process,Step,1. Source,Online Assessment,Proctored Assessment,Tools are expected to filter out the bottom
16、30% candidates,World-Class Hiring Process Filtering out the bottom candidates,Process,Step,1. Source,Online Assessment,Proctored Assessment,World-Class Hiring Process Filtering out the bottom candidates,Process,Step,1. Source,Online Assessment,Proctored Assessment,Process Impact,Process Impact,- 本资料来自 -,35,Process Impact,Tool Utilization,Tool Utilization,* Any candidate from a Starwood franchised property would be considered an external candidate,
