2006销售选择工具发展和应用展望--devin.li.ppt

* The benefits of these tools can also be illustrated by the results of the Phase 1 study. (Phase 1 was completed in April 2005 – a sample of NAD, UK, Ireland, Australia, and Fiji associates participated – 390 total Sellers). This represents real Starwood data – our associates from Phase 1. a) Bar 1 = those people in the study who would have failed the prescreen assessment (“mini-test”). This group’s average percent to goal = 87% b) Bar 2 = those people in the study who would have passed the prescreen assessment but would have failed the onsite test. This group’s average percent to goal = 91% c) The next two bars represent those people in the study who would have passed the test d) In fact we separated this group even further – Bar 4 = those people in the study who scored the highest on the test. This group’s average percent to goal = 122%. e) Bar 3 = those people in the study who passed the test but were not among the top scorers. Their average percent to goal = 107%. In short, the higher someone scored on the test, the higher their job performance. This trend was found for any way we measured job performance (e.g., percent to goal, supervisor ratings, PMP, etc.) * The benefits of these tools can also be illustrated by the results of the Phase 1 study. (Phase 1 was completed in April 2005 – a sample of NAD, UK, Ireland, Australia, and Fiji associates participated – 390 total Sellers). This represents real Starwood data – our associates from Phase 1. a) Bar 1 = those people in the study who would have failed the prescreen assessment (“mini-test”). This group’s average percent to goal = 87% b) Bar 2 = those people in the study who would have passed the prescreen assessment but would have failed the onsite test. This group’s average percent to goal = 91% c) The next two bars represent those people in the study who would have passed the test d) In fact we separated this group even further – Bar 4 = those people in the study who scored the highest on the test. This