Tanglewood Stores: Measurement and Validation Essay

1. Develop a detailed selection plan for this position. In this case, you should determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case, and fitting the selection measures into the plan format as shown in Exhibit 8.2 in the book. The current selection methods are the experience check, education check, Marshfield Applicant Exam, and the Retail Knowledge Test. Do not include the current interview as part of the selection plan.

Like many retailers, Tanglewood experiences a stable rate of turnover, and thus recruiting efforts remain high. The methods used by Tanglewood vary from many regions in which they serve, and by gauging these methods we are able to optimize and perhaps unify company operations. By reviewing the recruiting methods used by Tanglewood, we will be able to devise a guide that can be functional along with Tanglewood developing recruiting services which reflect Tanglewood’s unique personality. Please see the recruitment guide below.

The Home Depot (THD) is the second largest retailer (besides Wal-Mart), and the largest home improvement store in the world (THD, 2012). The company has not had any need to recruit employees in the past, but recently they have had an issue fielding applications for qualified personnel to work in their kitchen planning departments inside the stores. The issue is not that there are no willing people to fill the spots, but that THD has been unsuccessful finding people who have the qualifications to fill the positions. Associates can be recruited from other areas of a store, but the training process is extensive and expensive, so the company is looking for means to fill the positions with more qualified individuals. Thus, the training process would be shorter and less expensive, so the employee would be in the position quickly. This paper outlines a recruitment plan for the position.

Below is an analysis of the potential new selection methods for hiring the Store Associate position. The study of 10 Seattle-based stores resulted in an adequate sample size of 832 applicants. New selectors being evaluated are the retail market knowledge exam, Marshfield customer service biodata questionnaire and essay, Marshfield applicant exam, and personality exam. All stores, including those employing the traditional selection method, collected on education, work experience and interview score correlation to the four indicators of success: citizenship, absence,

* A review of three different selection methods that can be used, and when it is appropriate to use them.

The selection system for hiring new employees at Nordstrom has been the same for years, which has proven to be successful in fulfilling their goal to focus on the needs of the customer. It comes down to three simple things they look for in a candidate; they want to hire people who love to sell, are passionate about fashion and eager to provide great service to customers. Part of the Nordstrom selection systems, which exemplifies their dedication to providing an outstanding service for customers while maintaining high ethical standards is the application process that includes a questionnaire. The first step to their selection process begins with the Taleo system. This online screening, which takes about 45 minutes to complete,

There seems to be some kind of discrepancy with how management handles the older stores compare to the new ones. Obtaining and developing the right management team as well as the right employees is very important for Tanglewood to succeed. A strategy must be put in place without any kind of inconsistency from management on how the old and new stores operate. This will gain the trust of your employees and allowing them to put more effort into their work, which in turn increases productivity. Tanglewood wants employers who function like managers. What makes a good management team? Hiring the right talent whether external or internal for the organization can save the company expense, because they won’t have to train that individual. In some

In this case study three I used the information from the last two assignments to form a report for Sunrise Company that included a multiple regression model, an Interpretation of all the estimated regression coefficients, using the t-test or the p-value, analysis of residuals, and analysis coefficient of Determination (R2) and the F-test. In this scenario I am hired to be a statistical consultant to provide information from a sample of BMW data. In this part Sunrise is requiring a memo based on all the data that I have gathered. I will be gathering my data together to advise Sunrise on how they should market their cars to customers making them more knowledgeable and profitable.

An important foundation in hiring the right employees for frontline roles (person behind the counter) is in place at the Advanced Auto Zone. Recently, I had a problem with my car starting so, I headed to Advanced Auto. John, a frontline employee greeted me as I entered the store and seemed to have a natural drive to satisfy a customer’s needs. He made me feel confident that he would find the right employee to assist me with my needs. I was then introduced to Jeff. Also a very well-informed employee, who went above and beyond my expectations in giving me direction in determining what, may be the problem with my car.

I am a supporter of maintaining the rigorous selection process and argue that its merits outweigh any possible flaws. I believe the selection

This report will specify the methods used for the selection process, the important aspects that have to be considered, the criteria’s and the total estimated costs that will be made within the process to select the best candidate.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

* Defining the factors for success in jobs (i.e., work) and work roles within the organization

Based on negative feedback from managers, a corporate committee determined that an ideal solution would require an organization-wide shift to a more detailed selection system. The interview process has been deemed “essential” by most managers, and they are resistant to anything that would modify the interview process. As a result, approximately one year ago the staffing services department initiated a search for good predictors of sales associate performance that would create minimal additional administrative burdens for managers. In the course of this search a number of new methods were brought to the organization’s attention. All of the materials described in this section are presented in Appendix C.

Overview. Imagine you are an I/O psychologist hired by Organization X to help them create a selection system for hiring pilots to fly commercial planes.