Case Study: Tanglewood's Proposed Selection Plan

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Memorandum To: Ms. Marilyn Gonzalez and Mr. Daryl Perrone From: Tera Sparks Date: April 10, 2015 Sub.: Tanglewood Proposed Selection Plan. Analysis of Traditional Method The relationship between the traditional predictors and the performance measures for the traditional method depicts that education is more related to the promotional potential in comparison of the other measures. The education factor also improves the performance of organizations employees. The working experience, which is another predictor of the traditional selection method, is also highly related to the performance and promotion potential outcome, due the fact that these employees have seen how a place of employment should function. All the outcomes are statistically…show more content…
Education and interview scores are not effective predictors as they are not associated with the performance measure in an effective manner, which can really be assessed. The complete data of the candidate should be collected in the selection process as it would provide the best candidate to the organization. The use of appropriate predictors would be beneficial for Tanglewood in order to find good candidates. The following predictors should be used by Tanglewood: 1. Work experience – The work experience is the first and most important predictor, which should be used to measure the candidate effectiveness. Due to the fact this predictor is directly linked with all the measures in an effective manner, which would be best suitable for the job. 2. Bio-data - The second predictor, which should be used, is the Bio-data because it reflects the potential of an employee to understand the culture of the organization and also the coordination and communication skill of the candidates. Through this predictor, the company may choose the best candidate for the
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