Tanglewood Case 6 Paper

Tanglewood has an ongoing history of inconsistent staffing practices. The company experiences high turnover rates due to employees’ suboptimal work, negligence of the organization’s culture, and difficulty working in teams (Kammeyer-Mueller, 26). To begin with, when comparing the two tables, it is apparent that the proposed method is more inclusive in terms of data/information than the Traditional Selection Method. Tanglewood is better off using the Proposed Method, which allows for more alternatives and data to select from. This method will enable the company to determine the criteria and characteristic needed in their future recruitment/selection for Sales Associates positions.
The results in the Traditional Selection Method table reveals that work experience have high correlation Citizenship, Performance and Promotion Potential (3 of the 4 work outcomes). Interestingly, the Interview Score in the Proposed and Traditional Selection have the lowest relationship with Performance. One way to explain such an occurrence is the stress/anxiety of the candidates during the interview process, who perform very well despite the lower grades received. Retail Knowledge is also presents a high correlation with Promotion. Clearly, the Proposed Method would be a more appropriate standard for Tanglewood to assess candidates’ quality for their unique culture and management philosophy. In terms of predictors, the company should first consider work experience. As shown in the table, work experience possesses the highest relationship to Citizenship, Performance, and Promotion. Generally speaking, employees with the most experience have more chances
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Although the listed benchmarks may be both objective and subjective measurements, the organization is more assured and certain to hire the right individuals for the right

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