To: Daryl Perrone Marilyn Gonzalez From: Anita Watley Subject: Tanglewood Stores Measurement and Validation Marilyn Gonzalez and Daryl Perrone have asked you to complete the following steps to evaluate the soundness of the proposed selection plan‚ and provide them with a report. They are especially interested in learning what your results suggest about the validity of various selection methods. 1. Examine the data provided in Tables 3.1 and 3.2. Write a one page memo describing what the results
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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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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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which three predictors would you suggest Tanglewood use in selecting Store Associates? Conscientiousness: This predictor is important for Tanglewood to base their applicant selection on because of what it represents. According to the data presented in the case‚ more conscientiousness is associated with less absent days by employees. In a sense‚ more conscientiousness can be interpreted as more commitment to the corporation which is a value that Tanglewood can really benefit from. For a retailer
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● TANGLEWOOD CASEBOOK for use with STAFFING ORGANIZATIONS ● ● 7th Ed. Kammeyer-Mueller TANGLEWOOD CASEBOOK To accompany Staffing Organizations‚ seventh edition‚ 2012. Prepared by John Kammeyer-Mueller Warrington College of Business University of Florida Gainesville‚ Florida Telephone: 352-392-0108 E-mail: kammeyjd@ufl.edu Copyright ©2012 Mendota House‚ Inc. Herbert G. Heneman III President Telephone: 608-233-4417
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Psychological empowerment: definition‚ measurement‚ and validation Abstract Psychological empowerment was defined from the perspective of the individual employee‚ and a measure was developed using three different samples. The psychologically empowered state was considered to be a cognitive state characterized by a sense of perceived control‚ perceptions of competence‚ and internalization of the goals and objectives of the organization. Using an initial sample of 311 employed individuals (41%
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CASE 3 – RECRUITING Each branch of Tanglewood uses distinct methods for recruiting. With the employee turnover very high is the retail industry‚ Tanglewood is no exception. For that purpose‚ they need to constantly hire new employees. To fill these positions Tanglewood uses a variety of recruiting methods‚ though each region need not necessarily follow all. While the methods used for recruiting are Media‚ Referrals‚ Kiosks‚ State Job Services and Staffing Agencies‚ individual branches determine
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Tanglewood Case – Assignment #1 (Case 1) – Due Week 2 | Objective | The goal of Part 1 is to help you learn more about the basic environmental concerns the Tanglewood Department Store chain is facing. This information will help you to understand how competition‚ strategy‚ and culture jointly form the effective development of a selection plan. Assignment Specifics | In this assignment you will be concentrating on staffing quantity and staffing quality strategies for Tanglewood. To begin
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present several options regarding how this hiring decision should proceed. This is a very important decision‚ so Tanglewood would like you to provide several different possible selection schemes. 1. Develop a detailed selection plan for this position. 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 Table 8.2 in the book. The assessment methods
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CASE SIX: INTERVIEW | | Case requirements: 1. Develop a detailed selection plan for the position of a department manager to determine the most important KSAOs for this position. 2. Using the selection plan‚ develop a standardized interview protocol consisting of 10 questions that will be asked of all candidates‚ along with scoring keys for each question. 3. Conduct pilot interviews using the protocol you have established to determine the effectiveness of your questions. 4. Revise
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