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为何要使用亚瑟CPQ潜能测评?

1.Do your employees understand their personality? (Knowledge is power.  Understanding personality effects on behavioral tendencies can be empowering. Improvement starts with self-knowledge)

你的员工了解他们的性格特征吗?(知识就是力量。但是认识到性格特征在为人处世上方面的影响可以让你的力量更强大。个人提升从认识自己开始)

2.Do they know how to use this information to stretch their personality-driven behavioral tendencies to better support associates, customers and prospects? (Example: knowing that some customers need to be nurtured, even though the associate has a low internal need to nurture trait improves customer satisfaction and employee success.)

你的员工知道怎样用现有知识来“扩张”他们的性格行为倾向,最终更好的支持同事,服务客户和开发潜在客户吗?(举例:如果了解客户是属于希望被关爱的一类人群,就通过这种方式迎合客户需求,那么就会提升客户满意度,促进成交。)

3.Do they know which of their personality traits are extremely high or extremely low? Do they know how to stretch from them?( Example: managers with an extremely high need for

control trait will tend to micromanage other associates that are working for them.)

你的员工知道他们性格特征中哪一方面最突出,哪一方面表现却不明显吗?他们知道怎样扬长避短吗?(举例:如果管理者“自主意识”性格特征非常明显,那么他们就倾向于对下属进行微观管理)

4.Do you team up associates based on the differing strengths of personality extremes?  (Example: people with the high and low detail orientation make decisions in a fundamentally different way.  Teaming them up can eliminate blind-spots in the teams decision making process.)

你是否是根据不同员工的特长合理分工,促进团体成长的?(举例:“细节导向”性格特征得分高和得分低的员工是通过完全不同的方式做决定,如果在决议过程中安排他们一起工作,将会造成严重结果。)

5.Are your employees working where their personality fits the best? (The CPQ provides insight into personality compatibility for 30 different business roles from outside sales to administrative assistant, helping management get the right people on the right seat on the bus and putting people into jobs where they have the maximum probability of success and personal achievement.)

你的员工是在最适合他们的岗位吗?(CPQ测评做出了八大性格特征和30个岗位的匹配报告,从外部销售到内部的行政助理岗位,帮助管理人员合理管理,把员工安排在合适的岗位,让每一位员工都发挥所长,在各自的岗位都有所成就。)

6.Have you structured training programs to help associates STRETCH from beyond their natural tendencies based upon their personalities? (Example: if their social confidence trait  is low, strong closing skills learned in sales training can help compensate)

你是否有给员工提供培训,让他们能在性格特征方面扬长补短?(举例:如果他们的“社交信心”性格特征得分低,那么销售技巧培训中的“如何有效成交”技巧可以帮助员工提升。)

7.Does your team understand each others personality traits? (Example: this knowledge gives them the information and understanding needed to be a higher performance team)

你的员工们相互了解同事的性格特征吗?(举例:如果大家都相互了解,你就可以带出一支绝对高效的团队。)

8.Do your employees realize that any personality trait that is extreme can be a blind spot or a source of irritation or negative effect to others who do not share their extreme trait?

The CPQ reports teach them to recognize and stretch from the tendencies those extreme traits   can create.  

你的员工知道任何一个性格特征如果拿到超高分都可能是一个“盲点”吗?如果这类人不和大家分享他们的极端性格特征,那么就会对其他人带来负面影响,甚至引起矛盾。

我们的CPQ报告会指导这类人改善并避免这些极端性格特征会带来的负面影响。

9.A candidates percentile score (1 to 100%) for each of the personality traits is compared to       the percentile ranges of the ideal candidates traits for a specific position to determine a compatibility score of 1 to 50. The results can be used for hiring and coaching and meet the federal guidelines (EEOC) for fairness in employee selection. These profiles have been carefully validated by studying thousands of successful incumbents.

候选人每种性格特征的得分比例(从1%100%)是根据理想候选人的得分做出的对比,最终和特定岗位相匹配(匹配度得分从1分到50分。)

10.When employees are self-aware of their own personality driven behavioral tendencies, they understand how to stretch.  When they are coached by managers; the result is a

nominal  10% increase in productivity.

当你的员工对自己的性格行为倾向有了一定的认知,并且通过管理者指导后,他们知道怎样扬长避短,那么他们的工作效能至少会提升10%

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