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1、Sales Selection ToolsDevelopment & Implementation OverviewUpdated: June 23, 2006Implementation Partners:Organizational CapabilityGlobal SalesGlobal HR1Contents Overview Tool Development & Study Results Process Impact Tool Utilization Implementation Notes AppendixOverview3=Overarching Goal:Ma

2、ximize the Selection Process4 Selection Process Pre-Implementation (Screening Discussion, B.I.)Improve Sales Hiring ProcessEvaluation Pre-Implementation5 Fundamental attributesDifficult to teach or trainAre related to job performanceCan be assessedImprove Sales Hiring ProcessModel World-Class Evalua

3、tionSelection Process Pre-Implementation (Screening Discussion, B.I.)+6BenefitImpactBetter Candidates Eliminate candidates likely to be poor performersMore Time Spend more time on stronger candidatesIncreased Confidence Understand a candidates experience and abilities Hire for attitude, train for sk

4、illGreater Productivity Stronger candidates make bigger contributions, soonerReturn on Investment7Phase 1 Native EnglishNADApril 2005Seller - Phase 1 AllLeader - Phase 1 AllJuly 2005Australia, FijiSeptember 2005UK, IrelandOctober 2005Phase 2 Additional 8 languagesAPDNov - Dec. 2005Seller APDLeader -

5、 Phase 2 AllJuly 2006*EAME Seller EAMEJuly 2006LADSeller LADJuly 2006Sales Selection Initiative:Global FocusBahasa (Indonesian)Chinese (Simplified)FrenchGermanItalianJapaneseSpanish (European)Spanish (Latin American)* Japan, Korea, India/Bangladesh targeted for October 2006Tool DevelopmentStudy Resu

6、lts9UnderstandGlobal JobsAug. Dec. 2004Tool Development OverviewSales Incumbents Job Analysis Questionnaire Global SME Focus Groups Job consistencies and career pathsSales Competency Model Development10Tool Development:Job Families and Sample TitlesAPD: 205EAME: 212LAD: 99NAD: 390APD: 40EAME: 59LAD:

7、 21NAD: 180Account DirectorAccount ExecutiveAccount ManagerAssistant Sales ManagerBanquet ManagerBTSMBusiness Development ExecutiveCatering ExecutiveCatering Sales/Services ManagerSenior Catering Sales ManagerConvention ManagerCCS ManagerDeputy Director of SalesEvents Sales ManagerGlobal Account Dir

8、ectorGlobal Account ExecutiveGlobal Account ManagerGroup Sales/Events Sales ManagerLTSMOne-CallSales ExecutiveSales ManagerSenior Sales ManagerAssistant Director of SalesAssistant Director of Convention SalesAssociate Director Global SalesDirector of Banquet & ConventionDirector of CateringDirec

9、tor of Catering/Convention ServicesDirector of Event ManagementDirector of Global Sales Director Global SalesDirector of Group SalesDirector of SalesDirector of Sales & Marketing11UnderstandGlobal JobsDevelopDraft ToolsAug. Dec. 2004Jan. March 2005Tool Development OverviewePredix library Tried a

10、nd true questions for predicting sales performanceFocus Groups Assessment question review and writing12Question TypeDescriptionSuccessful CompetenciesSituational JudgmentWhat would you do in this situation? Time Management Customer Service General ManagementPersonalityAttributes not taught or traine

11、d Relationship Building Drive for Success Self-Confidence CreativityPast ExperiencePreferences/Style Experience AspirationsProblem SolvingReasoning skills Analysis InferenceDevelop Draft ToolsContent All Multiple Choice Questions13UnderstandGlobal JobsDevelopDraft ToolsCompleteToolsRate JobPerforman

12、ceAug. Dec. 2004Jan. March 2005Phase 1: April 05Phase 2: Nov/Dec. 05(Current sales associates)(Supervisors of sales associates)Tool Development Overview14UnderstandGlobal JobsDevelopDraft ToolsCompleteToolsRate JobPerformanceFind Best CombinationAug. Dec. 2004Jan. March 2005Phase 1: April 05Phase 2:

13、 Nov/Dec. 05May 05Mar/Apr 06(Current sales associates)(Supervisors of sales associates)Tool Development OverviewAnalyses per Phase and Division15Data Results OverviewPresented for current associates (participants)(Bottom Third)(Interview Qualified Top two-thirds)* Combined Failed Prescreen and Faile

14、d Proctored Assessment16Data Results OverviewPresented for current associates (participants)(Bottom Third)(Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored AssessmentGroup of current associatesin study who wouldnot have passed17Data Results OverviewPresented for cu

15、rrent associates (participants)(Bottom Third)(Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored AssessmentGroup of current associatesin study who would have passed; split up into high and low pass18Data Results OverviewPresented for current associates (participants)

16、(Bottom Third)(Interview Qualified Top two-thirds)* Combined Failed Prescreen and Failed Proctored AssessmentGroup of current associatesin study who scored the highest19Data Results OverviewPresented for current associates (participants)(Bottom Third)(Interview Qualified Top two-thirds)* Combined Fa

17、iled Prescreen and Failed Proctored AssessmentMeasure of job performance (average for group)20Development 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

18、two-thirds of Passing Scores)21Development 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)22 Predictive: Higher tool p

19、erformance = greater job performance (e.g., Percent to Goal, supervisor performance ratings) Stable: Consistent relationships Unbiased: Legally defensible Key Findings Summary23Resulting Tools Online Assessment (Seller)15 to 20 minutesTaken at home, library, internet caf, etc. Proctored Assessment (

20、Seller)40 to 60 minutesCompleted on property Proctored Assessment (Leader)40 to 60 minutesCompleted on property24Resulting Tools Online Assessment (Seller)15 to 20 minutesNot taken onsite Proctored Assessment (Seller)40 to 60 minutesCompleted on property Proctored Assessment (Leader)40 to 60 minutes

21、Completed on propertyAPD Online AssessmentEAME Online AssessmentLAD Online AssessmentPHASE 1 Online AssessmentAPD Proctored AssessmentEAME Proctored AssessmentLAD Proctored AssessmentPHASE 1 Proctored AssessmentPhase 1 Leader Proctored AssessmentPhase 2 Leader Proctored AssessmentProcess Impact26Wor

22、ld-Class Hiring ProcessFiltering out the bottom candidates27World-Class Hiring ProcessFiltering out the bottom candidatesRecruitment: Meet Basic Qualifications28World-Class Hiring ProcessFiltering out the bottom candidatesOnline AssessmentRecruitment: Meet Basic QualificationsSellers only29World-Cla

23、ss Hiring ProcessFiltering out the bottom candidatesOnline AssessmentRecruitment: Meet Basic QualificationsScreening Discussion30World-Class Hiring ProcessFiltering out the bottom candidatesOnline AssessmentProctored AssessmentRecruitment: Meet Basic QualificationsScreening DiscussionTools are expec

24、ted to filter out the bottom 30% candidates31World-Class Hiring ProcessFiltering out the bottom candidatesOnline AssessmentProctored AssessmentBehavioral InterviewRecruitment: Meet Basic QualificationsScreening Discussion32World-Class Hiring ProcessFiltering out the bottom candidatesHire &Orient

25、ationOnline AssessmentProctored AssessmentBehavioral InterviewRecruitment: Meet Basic QualificationsScreening Discussion33Job RequisitionContinue as now done Create and approve requisition onlinePost JobContinue as now done Set up job profile in ePredix system Post all jobs through system Assessment

26、 tool URLs will automatically be preparedRecruit & QualifyDHRs, DOSMs, GMs - Broaden candidate search Process Impact34Application ReviewContinue as now done to Evaluate basic qualificationsStore applications Basic qualifications determined online Online interface/ application warehouseOnline Ass

27、essment(Seller only) Email qualified candidates with URL System directs candidate to online assessmentScreening DiscussionContinue as now done; invite candidates to property Utilize online assessment results to prioritize candidatesProcess Impact35Proctored Assessment Prepare computer and assessment

28、 space Review results Determine candidate next stepsPass ( ): Proceed to Behavioral Interview stepFiltered ( ): No longer an eligible sales candidate Standard “thanks but no thanks/not a fit” language Optional/courtesy interview Exploratory discussion regarding fit outside sales(Internal) Developmen

29、t discussion; 6 month retest policyBehavioral InterviewContinue as now doneHire & OrientationContinue as now done Process ImpactTool Utilization37Tool UtilizationDesired PositionExternal Candidate* Online Assessment Proctored Assessment Leader Proctored Assessment* Any candidate from a Starwood

30、franchised property would be considered an external candidate38Tool UtilizationDesired PositionExternal Candidate*Any Position Online Assessment Proctored Assessment Leader Proctored AssessmentInternal Candidate Online Assessment Proctored Assessment Leader Proctored Assessment* Any candidate from a

31、 Starwood franchised property would be considered an external candidate39Tool UtilizationDesired PositionExternal Candidate*Any Position Online Assessment Proctored Assessment Leader Proctored AssessmentInternal CandidateNon-Seller Online Assessment Proctored Assessment Leader Proctored AssessmentNo

32、t required to use new assessment tools Leader Proctored Assessment* Any candidate from a Starwood franchised property would be considered an external candidate40Tool UtilizationDesired PositionExternal Candidate*Any Position Online Assessment Proctored Assessment Leader Proctored AssessmentInternal

33、CandidateNon-Seller Online Assessment Proctored Assessment Leader Proctored AssessmentSellerNot required to use new assessment tools Leader Proctored AssessmentNot required to use new assessment tools* Any candidate from a Starwood franchised property would be considered an external candidate41Manda

34、toryUse for all Seller and Sales Leader positions =Seller Online AssessmentSeller Proctored AssessmentLeader Proctored Assessment6-month retest policyWeb-basedOnline administration only (no paper versions)Utilization ParametersImplementation Notes43Key RolesStrategic Partnership between HR and Sales

35、 Champion and sustain tool usage Maintain a smooth process and volume flow Score interpretation filter and prioritize Support other properties as needed Setting Expectations“As part of our hiring process, we ask all candidates to complete an assessment that has been shown to be a strong predictor of

36、 success for this job.”44Assessment EnvironmentProctored Assessment Guidelines Quiet, well-lit space with no interruptions Workstation with Internet access Calculator A way for the candidate to quickly contact someone e.g., technical problems, emergency, etc.NOTE: Seller candidates are expected to c

37、omplete the online assessmenton their own (e.g., home, library, internet caf, etc.)45English Language Notes Systems training delivered to HR Champions Self-guided training materials for property HR (voice and print) Reference materials (presentations, FAQs, technical documentation) ePredix HelpDesk

38、support (voice and email) Administrators website/management of candidate pool46HelpDesk GUS: 888-401-2236Outside US: +1-612-843-1067BrusselsNew YorkSingapore3:00 pm9:00 am9:00 pm1:30 am (next day)7:30 pm7:30 am (next day)Internet problems are most commonly a local Internet issue, NOT an ePredix syst

39、em problemMost Common HelpDesk Questions: Wrong URL/typos Forgotten usernames/passwords; need to reset access codes47Support InfrastructureSupport SourceSupport ReferenceReference Documentation Training presentations FAQs Area/Regional HR Champions Strategy Procedural guidance Triage of technical problemsPhase 1 Divisional Champions (Experienced System User) User experience Situational questionsSales Selection Team () General questions48Phase 1 ChampionsUser ExperienceSituational QuestionsAPDEAMELADCathy Si