Tanglewood 4

Topics: English-language films, Selection methods, The Promotion Pages: 3 (1093 words) Published: February 27, 2011
1.In the selection process predictors are used to help identify a good potential job performer utilizing an interview, standardized knowledge and personality tests and also running job trials. Often there are both practical and statistical significances to the data collected. As part of Tanglewood’s selection process herein the predictive and proposed methods were utilized for the position of Store Associate. For the predictive design only interviews and application blanks were utilized. The proposed design utilized education, work experience, and managerial interviews. It also measured citizenship, absence, performance and promotion potential. The results from the data showed correlations most significant with regard to the education and work performance outcomes as well as negative correlation for citizenship and interview scores. The promotion potential for all areas of education, work experience and interview scores were similar. The numbers were as follows:

Absence Performance Citizenship Promotion
Education -0.010.080.010.14
Work Experience-0.040.160.040.18
Interview 0.030.01 - 0.020.16

With regard to predictors, it seems as though the most relevance was with regard to education and performance. The citizenship category refers to how well employees perform well as team members, cooperate with store policies, and generally set a positive tone for the workplace. This is significant for Tanglewood’s team performance and programs company wide as stores are integrated and utilize employees at various stores interchangeably and with regard to promotions there may be lateral or vertical movement into other locations. You will also note that the interview score was negative in that category but the education and work experience side of that predictor was not relevant. The correlation between promotion and education and interview is similarly relevant and you will note that the higher...
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