my study case Abeer ABOUT HOTEL OF PARIS.pptx
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The interview begins with introductory questions about the candidate's previous work experience and motivation for the security guard role. It then moves to situational questions that assess how the candidate would respond to common challenges on the job. Knowledge-based questions evaluate the candidate's understanding of security procedures and responsibilities. Behavioral questions examine past examples of how the candidate handled difficult situations. The interview closes by allowing the candidate to ask their own questions.
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VIDEO TRANSCRIPT
© University of Phoenix 2010 Align Learning With Changing Business Goals Page 1
As business goals change, employees need to learn new information and skills to stay current. Karen
Kocher articulates the process of integrating learning and assessing talent.
ID: 50V101227002003228 Align Learning With Changing Business Goals
SOURCE
2004-2010, 50 Lessons Ltd.
CATEGORY
Business and Economics
SUB-CATEGORY
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SPEAKER
Karen Kocher
SPEAKER TITLE
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ORGANIZATION
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Ace the Sales Associate Interview at Nordstrom in a step by step teaching method.
Summary
Nordstrom Sales Associate Interview Preparation is a comprehensive course to help you ace the coveted job of a Sales Associate at Nordstrom.
Learn in a step by step manner how to ace this interview at Nordstrom.
The approach of this course is to first teach you a chapter and then give you some homework to complete.
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Target Student
Candidates preparing for the Nordstrom Sales Associate Interview.
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Ace the Sales Associate Interview at Nordstrom.
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Discuss/talk about the transcript. No plagiarism will use checker tool. Due in 36 hours.
VIDEO TRANSCRIPT
© University of Phoenix 2010 Align Learning With Changing Business Goals Page 1
As business goals change, employees need to learn new information and skills to stay current. Karen
Kocher articulates the process of integrating learning and assessing talent.
ID: 50V101227002003228 Align Learning With Changing Business Goals
SOURCE
2004-2010, 50 Lessons Ltd.
CATEGORY
Business and Economics
SUB-CATEGORY
Human Resource Management
SPEAKER
Karen Kocher
SPEAKER TITLE
Chief Learning Officer
ORGANIZATION
CIGNA Corporation
TAGS
Health Care
For our learning organization at CIGNA, one of the best business connections that we’ve
had over the past couple of years is with our sales organization. That’s been a good thing,
from the standpoint that it’s relatively easy to measure, but we’ve been working to integrate
our sales organization. Up until about eighteen months or two years ago, we had four or
five different sales organizations that sold all of our various services. So for example, at
CIGNA we have healthcare, and you can sell somebody a healthcare product or a
healthcare service. We also have group life and disability, et cetera.
We’ve actually now gotten to a point of integrating the sales groups and asking the sales
professionals to be able to sell anything from the portfolio. But that meant that what we had
to do on the learning side was to get each and every one of these sales people to be truly
knowledgeable and skilled; knowledgeable about the products and services; skilled in
regards to selling to each of these types of customers, because the healthcare customer is
an employer customer; the life and disability customer is, in many cases, an individual. And
then you get into some of the other areas of products and services, which are yet, maybe
small businesses versus national accounts. So we had to get them to be really good at not
only talking about the right product and service, depending on the situation, but then also
talking about it in a way that the customer would value.
We had a lot of salespeople that were really anxious to learn other products and services,
and get out there and work with other customers and maybe brokers they had never
worked with. Then we had quite a few who couldn’t understand why they needed to do this.
They had proven themselves in the old world, and they just wanted to keep working in the
old world. So we used it as an opportunity to not only educate a lot of people, but then
really go in and sift some of the talent.
People always ask, how do you really get to the bottom of what people need to move up
and which people need to move on? We found that to be one of those classic situations
where we were faced with both. We worked with the leadership to help make some of
those decisions.
At Your Risii H&MM April 3, 2006
Risk management takes center stage, even backstage
^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ H l ^ ^ ^ ...
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my study case Abeer ABOUT HOTEL OF PARIS.pptx
- 1. Presented By: Abeer Alshebami Supervision By: Dr. Taha Al-Mahbashi The Hotel Paris study case The new interview
- 2. Summary of the case Competitive advantages: The Hotel Paris’s competitive strategy is “ To use superior guest service to differentiate the Hotel of Paris properties and thereby. Increase the length of stay Return rate of guests Boost revenues and profitability The hotel did not have a formal employment interview program Introduction : The Hotel Paris International (Hotel Paris). Starting as a single hotel in a Paris suburb in 1990,Now it is a chain of 9 hotels With 2 in France, one each in London and Rome, and others in New York, Miami, Washington, Chicago and Los Angeles
- 3. The international hotel looking for: Regrading the job analyses Valet or door person protects the place from threats of violence, assault attempts and other risks. Controlling the entrance and departure of visitors Providing detailed reports on daily activities and any incidents that may have occurred .Testing security systems . Security guard: Front-desk clerk focuses on check-ins, check-outs, and reservations. They greet customers, answer phones, receive and deliver mail, and assist with maintaining and ordering office supplies. parks cars for guests at a hotel .Assist guests with moving luggage and perform any other requested services .Also, Welcoming guests
- 4. Behavioral Interview Questions 01 Job Knowledge Interview Questions : A series of job-related questions that focus on how the candidate reacted to actual situations in the past. 02 Situational Questions : 03 Kind of questions that will be used in the interview A series of job-related questions that focus on relevant job experience Also referred to as scenario based interview questions are they rely on hypotheticals situations . Situational Questions Behavioral interview questions Job Knowledge Interview Questions
- 5. Question one : For the job of security guard or valet develop 5 situational, 5 behavioral and 5 job knowledge question with descriptive good/average/poor answers. Security guard : 5 situational questions 5 knowledge questions 5 behavioral questions
- 6. 5 Knowledge questions Security guard : 5 knowledge questions What Are The Qualities That A Security Guard Should Possess To Be Effective? Describe Your Daily Routine As A Security Guard? How Do You Stay Alert At Work Especially During The Night Shift? What Are The Roles Of A Security Guard? What Do You Think Is The Best Way To Improve Employees’ Sense Of Danger?
- 7. 5 behavior questions Security guard : 5 behavior questions Have You Ever Dealt With Aggressive People Before? Describe A Time You Failed In This Role And The Lesson You Learned... What strategies would you use to protect our facility, employees and yourself? Describe a time when you had to collaborate with the police What Major Challenges Did You Face During Your Last Role? How Did You Handle It?
- 8. 5 situational questions Security guard : 5 situational questions What would you do if a visitor to your facility resisted metal screening upon entering? What would you do in a security emergency and the hotel is having a crowded event ? What steps would you take if you discover a break-in or trespassing incident? What would you do if you caught a your colleague security officer sleeping on the job?. How would you react if you felt that you were in physical danger on the job?
- 9. Question two : Combine your questions into a complete interview that you would give to someone who must interview candidates for this job. 1. How would your previous employer describe you? 2. What is your favorite part of being a security guard? 3. Why should we hire you? 4. What motivates you to work in security? 5. What makes you want to protect people and property? 6. What questions do you have for us?