Memorandum To: Marilyn Gonzalez and Daryl Perrone From: Subject: Tanglewood Case 4: Measurement and Validation Assessment of the practical and statistical significance of a proposed set of hiring tools and recommendations regarding how adopting these new hiring methods might benefit stores It is important that any set of hiring tools adopted reliably predict predicts future employee performance.Based on descriptions and test data, the proposed hiring tools have varying degrees of practical and statistical significance as described below: • Retail Knowledge Exam measures basic knowledge of marketing principles and factors responsible for Tanglewood’s competitive advantage. The exam was developed in-house and is this low-cost. There is a statistically significant moderate correlation between success on this test and promotion potential. • Biodataexams are questions for significant life experiences that are potentially associated with performance at work. This has been developed using a wide response network in similar job settings.
Assessment of the practical and statistical significance of a proposed set of hiring tools and recommendations regarding how adopting these new hiring methods might benefit stores It is important that any set of hiring tools adopted reliably predict predicts future employee performance. Based on descriptions and test data, the proposed hiring tools have varying degrees of practical and statistical significance as described below: * Retail Knowledge Exam measures basic knowledge of marketing principles and factors responsible for Tanglewood’s competitive advantage. The exam was developed in-house and is this low-cost. There is a statistically significant moderate correlation between success on this test and promotion potential. * Biodata exams are questions for significant life experiences that are potentially associated with performance at work.
Elisabeta Kocsis Human Resources Consultant 2/21/2015 Case 3 Memorandum on Tangelwood recruiting practices The purpose of this memo is to evaluate the effectiveness of current recruiting practices employed by Tanglewood for the position of store associate, specifically the relative advantages of open versus targeted recruiting. The first step is the recruiting guide for the store associate position. Data gathered from all four regions of Tangelwood, Western Washington, Eastern Washington, Northern Oregon, and Southern Oregon is analyzed to determine the effectiveness of each recruiting method. Based on the analysis, recommendations are provided for how Tangelwood should recruit employees in the future. 1.
A balanced scorecard has four perspectives and this report gives the complete exploration of financial, internal, customer and learning and growth perspective. Furthermore, the report gives the indicators for the metrics, which would make feedback process effective and efficient. This feedback must be used to revise and improve the operational activities Stakeholders Identifying stakeholders is the first step of analysis of a case study. Gail Palmer Ashton Graduate School of Business has various stakeholders, which can be divided into two categories. Internal stakeholders include administration, employees, current students and business partners while external stakeholders consist of potential students, potential employees, alumni and recruiters.
Self-Assessment Analysis Liberty University April 15, 2013 Abstract Personality plays an important part in ones behavior in the work place. One’s behavior good or bad is influenced by personality and their value system (Robbins and Judge, 2009). We see the various personalities within a team or organization; personality test have become a great way to identify strengths and weaknesses of individuals. After taking the Prentice Hall’s Self-Assessment Library test I discovered that I scored highest for “how satisfied I am with my job”. I believe the economy and job market played a part in my answers and scored the lowest for “how involved I am with my job” (Pearson Education, 2008, I.B.2).
Yahoo! used a similar ranking system but compared employees against a standard, not against each other (Ivancevich et al., 2011). The importance of rank is what determines any excess compensation that the employee receives, however, ranking employees can also be detrimental to teamwork and morale. Question 1 In my opinion, forced ranking
Mr Shelton’s complaint can give to Presto Cleaner real benefits because he discovered most of its points of weakness. That firm found a very good idea to take advantage of its opportunity of providing a better service in order to gain more market shares. It made that possible developing its own service’s customization and automation: a computerized management of laundry orders. This point of strength supposed to exceed its competitors because would have allowed Presto Cleaner to offer a more practical service within a cut of costs. Unfortunately, something went wrong.
Assessment. It is important that any toolbox recruitment adopted provides reliably predict the future performance of employees. Based on the descriptions and test data, the proposed procurement instruments have varying degrees of practical significance and different statistics, as described below: • Retail Knowledge Exam measures simple data of market principles and factors responsible for Tanglewood’s competitive gain. The exam was established in-house and is low-cost. There is a statistically important moderate association between success of this test and promotion potential.
As for screaming at employees from across the room, this is absolutely never okay. I do not understand why anyone would think that treating employees in this manner is alright. The obvious disadvantage to this type of leadership is having your employees transfer to different departments or just leaving the company. It will also have an effect on employee morale. Employees are going to be happier and work harder toward company goals when they have a supervisor who shows them they are a valuable asset to the company.
The characteristics of a boss will be evident in the initial hiring process.When a boss cannot adapt to different learning styles, or make the time for their employees - it can cause a hostile environment, creating poor work performance, and low self-esteem. According to (Farrell, 2010), there are 12 traits that a good boss should have in order to be successful in their business. Mentoring to their staff is a critical part of being a good boss. A good boss knows their business well, and can complete the employees work when it is ever necessary. The boss will ensure all employee have the information, resources, and support they will need to do the work.