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1、Sales Selection Tools,Development&Implementation OverviewUpdated:June 23,2006Implementation Partners:Organizational CapabilityGlobal SalesGlobal HR,-本资料来自-,1,Contents,OverviewTool Development&Study ResultsProcess ImpactTool UtilizationImplementation NotesAppendix,Overview,-本资料来自-,3,Reduce the Time S
2、pent Evaluating Candidates,Increase the Number of Strong Sales Candidates,=,Candidate“Profitability”,Hired the best of the best and the new hires were well worth the time spent,Overarching Goal:Maximize the Selection Process,-本资料来自-,4,Selection Process Pre-Implementation(Screening Discussion,B.I.),I
3、mprove Sales Hiring ProcessEvaluation Pre-Implementation,-本资料来自-,5,Fundamental attributesDifficult to teach or trainAre related to job performanceCan be assessed,Improve Sales Hiring ProcessModel World-Class Evaluation,Selection Process Pre-Implementation(Screening Discussion,B.I.),+,-本资料来自-,6,Retur
4、n on Investment,The tools are designed to provide,-本资料来自-,7,Sales Selection Initiative:Global Focus,Bahasa(Indonesian)Chinese(Simplified)FrenchGerman,ItalianJapaneseSpanish(European)Spanish(Latin American),Phase 2 Languages:,*Japan,Korea,India/Bangladesh targeted for October 2006,Tool DevelopmentStu
5、dy Results,-本资料来自-,9,Aug.Dec.2004,Tool Development Overview,Sales Incumbents Job Analysis Questionnaire,Global SME Focus Groups Job consistencies and career paths,Sales Competency Model Development,-本资料来自-,10,Tool Development:Job Families and Sample Titles,-本资料来自-,11,Tool Development Overview,ePredi
6、x library Tried and true questions for predicting sales performanceFocus Groups Assessment question review and writing,-本资料来自-,12,Develop Draft ToolsContent All Multiple Choice Questions,-本资料来自-,13,Tool Development Overview,-本资料来自-,14,Tool Development Overview,Analyses per Phase and Division,-本资料来自-
7、,15,Data Results OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,-本资料来自-,16,Data Results OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified To
8、p two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,Group of current associatesin study who wouldnot have passed,-本资料来自-,17,Data Results OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Fail
9、ed Proctored Assessment,Group of current associatesin study who would have passed;split up into high and low pass,-本资料来自-,18,Data Results OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessm
10、ent,Group of current associatesin study who scored the highest,-本资料来自-,19,Data Results OverviewPresented for current associates(participants),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,Measure of job performance(average for group),-
11、本资料来自-,20,Development Study ResultsAll 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-thirds of Passing Scores),Performance on the tools strongly predicts performan
12、ce on the job,-本资料来自-,21,Development Study ResultsAll 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 Tools(Bottom two-thirds of Passing Scores),Performance on the tools strong
13、ly predicts performance on the job,-本资料来自-,22,Predictive:Higher tool performance=greater job performance(e.g.,Percent to Goal,supervisor performance ratings)Stable:Consistent relationshipsUnbiased:Legally defensible,Key Findings Summary,See Appendix for Detailed Study Results for Each Phase/Division
14、,-本资料来自-,23,Resulting Tools,Seller tools were developed specifically for each Division/Phase,One Leader tool was developed for all of each Phase combined,-本资料来自-,24,Resulting Tools,Seller tools were developed specifically for each division,One Leader tool was developed for all of Phase 2 combined,Pr
15、ocess Impact,-本资料来自-,26,World-Class Hiring ProcessFiltering out the bottom candidates,-本资料来自-,27,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,-本资料来自-,28,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,Seller
16、s only,-本资料来自-,29,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,-本资料来自-,30,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,Proctored Assessment,Tools are expected to filter out the bottom 30
17、%candidates,-本资料来自-,31,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,Proctored Assessment,-本资料来自-,32,World-Class Hiring ProcessFiltering out the bottom candidates,Process,Step,1.Source,Online Assessment,Proctored Assessment,-本资料来自-,33,Process I
18、mpact,-本资料来自-,34,Process Impact,-本资料来自-,35,Process Impact,Tool Utilization,-本资料来自-,37,Tool Utilization,*Any candidate from a Starwood franchised property would be considered an external candidate,-本资料来自-,38,Tool Utilization,*Any candidate from a Starwood franchised property would be considered an ex
19、ternal candidate,-本资料来自-,39,Tool Utilization,*Any candidate from a Starwood franchised property would be considered an external candidate,-本资料来自-,40,Tool Utilization,*Any candidate from a Starwood franchised property would be considered an external candidate,-本资料来自-,41,Utilization Parameters,Impleme
20、ntation Notes,-本资料来自-,43,Key RolesStrategic Partnership between HR and Sales,Champion and sustain tool usageMaintain a smooth process and volume flowScore interpretation filter and prioritizeSupport other properties as neededSetting Expectations“As part of our hiring process,we ask all candidates to
21、 complete an assessment that has been shown to be a strong predictor of success for this job.”,-本资料来自-,44,Assessment EnvironmentProctored Assessment Guidelines,Quiet,well-lit space with no interruptionsWorkstation with Internet accessCalculator A way for the candidate to quickly contact someone e.g.
22、,technical problems,emergency,etc.,NOTE:Seller candidates are expected to complete the online assessmenton their own(e.g.,home,library,internet caf,etc.),-本资料来自-,45,English Language Notes,Systems training delivered to HR ChampionsSelf-guided training materials for property HR(voice and print)Referen
23、ce materials(presentations,FAQs,technical documentation)ePredix HelpDesk support(voice and email)Administrators website/management of candidate pool,-本资料来自-,46,HelpDesk Guidance,Internet problems are most commonly a local Internet issue,NOT an ePredix system problem,Most Common HelpDesk Questions:Wr
24、ong URL/typosForgotten usernames/passwords;need to reset access codes,-本资料来自-,47,Support Infrastructure,-本资料来自-,48,Phase 1 Champions,Common Situational Questions:Managing distant candidates;coordinating assessments for other propertiesScore interpretation/prioritization of candidatesCommunicating fa
25、iling scores,especially internal candidates,*Habla Espaol,Appendix,Detailed Study Results for Each Phase/Division,-本资料来自-,50,Leader Results:PHASE 2N=117(APD,EAME,LAD),(Bottom Third),(Interview Qualified Top two-thirds),-本资料来自-,51,Leader Results:PHASE 1N=173(NAD,UK/Ireland,Australia/Fiji),(Bottom Thi
26、rd),(Interview Qualified Top two-thirds),-本资料来自-,52,Seller Results:APDN=205,(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,-本资料来自-,53,Seller Results:EAMEN=212,(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescree
27、n and Failed Proctored Assessment,-本资料来自-,54,Seller Results:LADN=99,(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,-本资料来自-,55,Seller Results:PHASE 1N=390(NAD,UK/Ireland,Australia/Fiji),(Bottom Third),(Interview Qualified Top two-thirds),*Combined Failed Prescreen and Failed Proctored Assessment,
