1- Read chapter 7, when writing please focus more in point 3
In other worlds-
- Describe how topics and cases make sense to you.
- Apply the topic to your own experiences.
- Set a goal for your skill development in the topic area. , why did you choose this goal, allocate a time frame to evaluate the outcomes of your plan if you plan matched with your goal, what things showed you that your goal has been accomplished
The grade assigned to each assignment will reflect your degree of reflection and thoughtfulness and how you have been able to apply it to your life.
2- read the attached word file and answer the question
i also attached the link for the article and questions
Kinaxis Chooses Sales Reps with Personality
Kinaxis is a software company headquartered in Ottawa, Ontario, that sells to clients around the
world. Its specialty is software for supply chain managementall the processes and relationships
through which companies obtain supplies as needed and get their products to customers on time
and at minimal cost. This is a sophisticated type of product, tailored to a company's specific needs.
Therefore, Kinaxis depends on salespeople who understand how businesses work, who listen
carefully to identify needs, and who provide excellent customer service to maintain long-term
Recently, Bob Dolan, vice president for sales at Kinaxis, needed to hire a sales team to serve clients
in North America. The company had just one salesperson serving the continent, and Dolan wanted
to add four more. He received about 100 rsums and wanted to select from these. He started by
reviewing the rsums against job requirements and selected 20 candidates for a first round of
interviews. The interview process helped Dolan cut the list of candidates in half, so he needed
another way to narrow his options.
Dolan decided his next step would be personality testing. He hired a firm called Opus Productivity
Solutions to administer a test called PDP ProScan to the remaining 10 candidates. In addition, Dolan
himself took the test and had his current sales rep do the same. The existing salesperson was doing
an excellent job, so the results of his test could help Dolan and Opus pinpoint the characteristics of
someone likely to succeed in sales at Kinaxis. Based an analysis of all the results, Opus created a
benchmark of traits associated with success in the job.
Representatives from Opus also discussed the test results with each candidate, giving each one a
chance to disagree with the scores. No one did. Dolan observed that all the candidates scored high
in assertiveness and extroversionnot surprising for people in sales. In addition, two of them scored
above the benchmark in conformity and below the benchmark in dominance. Those results
suggested to Dolan that these candidates might be so eager to please that they would be quick to
give in to whatever customers requesteda pattern that could become costly for the company. Dolan
eliminated those two candidates.
That meant Dolan still had eight candidates to fill four positions. He asked each one to give him the
names of major accounts he or she had signed up in the previous two years. Four candidates were
able to come up with three or four large clients. Those were the candidates Dolan hired.
Since then, Dolan says his experience with personality testing has only reinforced his belief that this
selection method helps Kinaxis identify the best candidates. For example, one sales rep had scored
low on "pace," indicating that the individual might lack the patience needed for the slow cycles
required to close a sale of a complex software system. Dolan hoped the issue could be overcome if
he provided enough coaching, but in fact, the sales rep sometimes behaved impatiently, annoying
prospects. After three years of trying to help him grow into the job, Dolan laid him off.
The company's commitment to careful selection is expressed on its website: "As a growing and
determined company, we're always looking for people eager to push the limits each day of what's
possible." Kinaxis was recently named one of Canada's top employers for young people.
1. What selection methods did Bob Dolan use for hiring salespeople? Did he go about using these
methods in the best order? What, if anything, would you change about the order of the methods
2. What were the advantages to Kinaxis of using personality tests to help select sales
representatives? What were the disadvantages?
3. Given the information gathered from the selection methods, what process did Dolan use to make
his selection decision? What improvements can you recommend to this process for decisions to
hire sales reps in the future?
Employee orientation and diversity management have become important aspects of the training
applications in the US companies. Orientation is essential to help the new employees understand about
the company and to get an idea about the new workplace, their responsibilities and also their work
I have undergone orientation twice at my previous workplaces. When I first joined as a trainee in Dr
Pepper, I was taken through a training program that helped me to understand the history of the
company, the procedures, policies, practices of the company, and also my responsibilities. It was an on-
job-training program that lasted for 15 days and there were 20 trainees along with me.
My short term goal is to join a renowned company and work as an HR manager. The time I can assign for
this goal is 5 years and I would also like to develop my leadership and communication skills. I would take
three years time to develop communication and leadership skills by working as a trainee.