help me please

after read the top discuss the question below. thanks

The top performing mles associates sold on the sun tomobiles over a four-month period than the bottom performers Tup Sale foods This statistical analysis is based upon a Pl validity study conducted with 04 zala mintea P validity dies are designed to determine the statistical connection between Pl profile and superior job performance. The quantitative memurement criterion is bed an average number of automobiles sold over a four-month period in 2007. Industry The client company is a large automobile retailer with multiple dealership locations throughout the U.S. selling imported, domestic and luxury brands. Position Sales associates are responsible for understanding the features and characteristics of the new automobiles and sharing this knowledge with potential customers, resulting in a sale. Analysis The results of the Planalysis indicate that sales associates with superior sales performance are statistically differentiated by their Higher A Factors (Dominance), Higher B Factors (Extroversion), Lower Factors (Patience) and Lower D Factors (Formality. These top sales performers are confident and persuasive in guiding the sales process towards reaching their goal (a sale) and are eager to keep the process moving along as quickly as possible. They independently and proactively utilize persuasion, not pressure to close a deal and are skillful with the emotional aspects of the sale, connecting with prospects on an interpersonal level. Flexble and adaptable, they will rely on the ability to think on their feet (for example, when addressing potential customer objections and will find their own way cather than following an established process. When interacting with prospects, they are more adept at selling intangible such as deas or concepts than technical or detailed product specifications. For example, they would spend more le discussing how an automobile brand or model makes a prospect feel safe? High status? colete Chain viewing how the automobiles Braking System works. Driving comeetitive and ambitious, they comfortable with time pressures, accountabilities and disch a monthly a quotes and thrive events that featurdade variety and dependerit control the activities such as wide Kititude andere vrou op te 1. Automotive Q Study: One of the chief criticisms of HR raised in the "Why We Hate HR" article is that HR Departments sometimes focus on processes, efficiencies, etc., as opposed to business results. This document, based on my consulting work is an example of an HR - business results connection. In a nutshell, the document summarizes a project demonstrating that top-performing automobile sales representatives often had different personality traits than lower performers. The client then used this information to improve and refine its hiring "model" for this kev position The top performing mles associates sold on the sun tomobiles over a four-month period than the bottom performers Tup Sale foods This statistical analysis is based upon a Pl validity study conducted with 04 zala mintea P validity dies are designed to determine the statistical connection between Pl profile and superior job performance. The quantitative memurement criterion is bed an average number of automobiles sold over a four-month period in 2007. Industry The client company is a large automobile retailer with multiple dealership locations throughout the U.S. selling imported, domestic and luxury brands. Position Sales associates are responsible for understanding the features and characteristics of the new automobiles and sharing this knowledge with potential customers, resulting in a sale. Analysis The results of the Planalysis indicate that sales associates with superior sales performance are statistically differentiated by their Higher A Factors (Dominance), Higher B Factors (Extroversion), Lower Factors (Patience) and Lower D Factors (Formality. These top sales performers are confident and persuasive in guiding the sales process towards reaching their goal (a sale) and are eager to keep the process moving along as quickly as possible. They independently and proactively utilize persuasion, not pressure to close a deal and are skillful with the emotional aspects of the sale, connecting with prospects on an interpersonal level. Flexble and adaptable, they will rely on the ability to think on their feet (for example, when addressing potential customer objections and will find their own way cather than following an established process. When interacting with prospects, they are more adept at selling intangible such as deas or concepts than technical or detailed product specifications. For example, they would spend more le discussing how an automobile brand or model makes a prospect feel safe? High status? colete Chain viewing how the automobiles Braking System works. Driving comeetitive and ambitious, they comfortable with time pressures, accountabilities and disch a monthly a quotes and thrive events that featurdade variety and dependerit control the activities such as wide Kititude andere vrou op te 1. Automotive Q Study: One of the chief criticisms of HR raised in the "Why We Hate HR" article is that HR Departments sometimes focus on processes, efficiencies, etc., as opposed to business results. This document, based on my consulting work is an example of an HR - business results connection. In a nutshell, the document summarizes a project demonstrating that top-performing automobile sales representatives often had different personality traits than lower performers. The client then used this information to improve and refine its hiring "model" for this kev position