1. Tanglewood currently uses traditional predictors such as work experience‚ education and interview‚ to predict whether a candidate has the characteristics to excel in the areas of citizenship‚ absence‚ performance and promotion. These predictors are proven to predict a future employee’s promotion potential. However‚ only work experience can also predict performance‚ the rest of the selection tools do not statistically predict citizenship‚ absence or performance. The worst statistical predictor
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2. Which predictors are most strongly related to each of the outcome measures? Table 3.1 Interview Score and Promotion Potential: Higher interviews scores are associated with greater promotion potential for the applicant. Lower interviews scores are associated with lower promotion potential for the applicant. Table 3.2 Between Retail Knowledge and Promotion Potential: More retail knowledge is associated with higher promotion potential. Less retail knowledge is associated with lower promotion
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Memorandum To: Marilyn Gonzalez and Daryl Perrone From: Maggie Jones Date: 6 February 2012 Subject: Tanglewood Case 4: Measurement and Validation 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
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Labor 2. Markov Analysis Information 3. Demographic Categories 4. Promotion Practices 5. Organizational Memo Forecast of Labor: MGT Consulting gathered information from the previous year (2010) and used a Markov analysis to generate a plan of action for the employment needs for Tanglewood in 2011. The Washington market is very stable for Tanglewood and we decided that the current workforce will be sufficient for the 2011 forecast. There are 10750 current employees in the Tanglewood stores
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Current year (1) (2) (3) (4) (5) Exit Previous year (1) Store associate 0.53 0.06 0.00 0.00 0.00 0.41 (2) Shift leader 0.00 0.50 0.16 0.00 0.00 0.34 (3) Department manager 0.00 0.00 0.58 0.12 0.00 0.30 (4) Assistant store manager 0.00 0.00 0.06 0.46 0.08 0.40 (5) Store manager 0.00 0.00 0.00 0.00 0.66 0.34 Forecast of availabilities Next year (projected) (1) (2) (3) (4) (5) Exit Current Workforce Previous year (1) Store associate 8‚500 4505 510 0 0 0 3485 (2) Shift leader 1
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Case 2 Specific Assignment Details For the store manager group‚ you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report: 1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: a. Currently the
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Tanglewood Case 2 The environmental scan for Tanglewood is very complex. According to the scan‚ there is a consistent supply of qualified individuals to fill managerial positions; however‚ it has been determined that Tanglewood may experience difficulties completing this task for several reasons. First‚ retail is often viewed as an undesirable market for recent college graduates. Secondly‚ many associate retail with working long hours‚ low pay‚ and frequent conflict with lower-level employees
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| (1) | (2) | (3) | (4) | (5) | Exit | Previous year | (1) Store associate | 0.43 | 0.06 | 0.00 | 0.00 | 0.00 | 0.51 | | (2) Shift leader | 0.00 | 0.54 | 0.16 | 0.00 | 0.00 | 0.30 | | (3) Department manager | 0.00 | 0.00 | 0.64 | 0.06 | 0.00 | 0.30 | | (4) Assistant store manager | 0.00 | 0.00 | 0.06 | 0.52 | 0.08 | 0.34 | | (5) Store manager | 0.00 | 0.00 | 0.00 | 0.00 | 0.66 | 0.34 | | | Forecast of availabilities | Next year (projected) | | (1) | (2) | (3) | (4) | (5) |
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Question 1 Table 1.1 Markov Analysis Information Transition probability matrix | Current year | | (1) | (2) | (3) | (4) | (5) | Exit | Previous year | (1) Store associate | 0.53 | 0.06 | 0.00 | 0.00 | 0.00 | 0.41 | | (2) Shift leader | 0.00 | 0.50 | 0.16 | 0.00 | 0.00 | 0.34 | | (3) Department manager | 0.00 | 0.00 | 0.58 | 0.12 | 0.00 | 0.30 | | (4) Assistant store manager | 0.00 | 0.00 | 0.06 | 0.46 | 0.08 | 0.40 | | (5) Store manager
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Question 1c Environmental Scan The labor market of the Pacific Northwest indicates a high unemployment rate‚ and therefore difficult environment for individuals to find new jobs. There tends to be a consistent supply of qualified individuals in the urban markets of Seattle and Spokane‚ however it is difficult to recruit these college-educated individuals into entry-level positions in a retail environment. Retail stores tend to have a reputation of requiring long hours of work‚ including
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