Tanglewood Case 6 As we learned in the third case, Tanglewood is working to improve the quality of their selection systems. The process of assessing selection methods initiated by Marilyn Anchley was not limited to store associates—it also covered department managers, assistant store managers, and store managers. Although the method of using an increasing number of tests and forms was generally seen as an adequate update to the process for hiring entry level employees, store managers agree that
Tanglewood Case 6 Analysis Sarah Bai Vincent Chu Michelle Davidsavor Brandon Phillips Stanislav Stantchevski Jingting Wang Executive Summary Selection Plan Major KSAO Category | Necessary for Selection? (Y/N) | Method of Assessment | | | Exp. | Educ. | MAE | RKT | Skills in personnel resource management | Y | x | | | x | Communication/Speaking skills | Y | | | x | x | Knowledge of customer service principles | Y | x | | | | Knowledge of organization policies/procedures
Tanglewood Case 6 (Interview) 1.) Although having a resume and validating all of the potential applicants KSAO’s are an important step in the hiring and candidate selection process, I feel that the most important part of the hiring process would have to be the actual job interview. According to Bianca Audra she claims that standardized interview procedures yield in hiring a better quality of candidates than performing unstructured interviews. I think that by increasing the number of test or the
Case Objectives Research on interviews has generally shown that standardized procedures are higher in their reliability and validity than unstructured interviews. Learning how structured interviews are constructed is an important component of the selection process, as is getting a �feel� for what it�s like to give and receive an interview. This case gives you an opportunity to do both. An additional concern in the selection process is ensuring that each new predictor
Job title | Department Manager | Item description | This is a behavioural interview question, which requires the applicant to draw on experiences in order to display initiative and good judgement in relation to future inventory and stock requirements. | Performance dimensions | * Task: Undertake ordering processes to sufficiently stock the store for future periods. * Knowledge: of store restock processes and procedures, store financial limits. * Skills: in analysis of financial and operational
across the store. The Department Manager position requires much more responsibility and intellectual work than other positions within Tanglewood. ACRE Consulting recommends that Tanglewood work to improve and update their selection plan for the Department Manager position, which includes developing a standardized interview protocol. Current Measures Currently, Tanglewood has chosen to use an experience check, an education check, the Marshfield Applicant Exam, and the Retail Knowledge Test. On the
ASSIGNMENT Tanglewood Casebook Case Study 3 Answer Question 2,5, and 6 DATE: 06/13/2015 Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted,” whom do you think they target? From what I have read most of Tanglewoods recruitment
skills, abilities and other characteristics (KSAOs) demanded of specific work performances and delivery outcomes. Paramount in staffing activities is the ultimate achievement of the organization’s effectiveness. To this end, the class will develop a case that is designed to correspond with the types of information found in work environments. Further it will become evident that often there are no clear-cut decisions regarding correct solutions; dealing with ambiguity is often the situation in reality
Staffing Strategies Tangle Wood Stores: Strategic Staffing Decisions Case 1 Introduction: Tanglewood is a chain of general retail stores featuring items such as clothing, appliances, electronics, and home décor founded in 1975. The company operates in the moderate price niche, targeting middle- and upper-income customers. Currently Tanglewood has a total of 243 stores open in the states of Washington, Oregon, Northern California, Idaho, Montana, Wyoming, Colorado, Utah, Nevada, New
Recruitment & Selection Techniques (HRM782) ASSIGNMENT 1 – INDIVIDUAL ASSIGNMENT Tanglewood Casebook Assignment (Worth 30% of Final Grade) Weighting: 30% of Final Grade Due Date: Week of June 10, 2013 Late Penalty: Late assignments will result in a penalty of 10% per day. Assignments will not be accepted after 5 days. Purpose: Based on a real life situation in industry, this case study incorporates a majority of the learning outcomes for the HRM782 course. It serves as a practical
Nathaniel Anderson Tanglewood Case #1 Tanglewood Case 1 Introduction Tanglewood is a chain of general retail stores featuring items such as clothing, appliances, electronics, and home decor. The company operates in the moderate price niche, targeting middle- and upper-income customers. Tanglewood’s strategic distinction is an “outdoors” theme
Staffing Services, Tanglewood Inc. SUBJECT: Tanglewood EEO Investigation Analysis 1. A thorough analysis of Tanglewood's historical hiring and promotion records reveals that statistically Tanglewood has fostered disparate impact discrimination against not only African-American employees, but also non-White employees as a whole. The discrimination is more evidently clear in upper management levels. The existence of disparate impact discrimination at Tanglewood is determined when
Table of Contents Tanglewood Case 3 2 Recruiting Guide-Sales Associate Purpose…………………………………………………………………………………….3 Link to Tanglewood Code Principles and Indicators……………………………………..3 Recruitment………………………………………………………………………………..4 Role Job/Analysis………………………………………………………………………….4 Role Profiling/Job Description Writing…………………………………………………...4-5 Competencies……………………………………………………………………………...5 Process……………………………………………………………………………………..6 Attraction………………………………………………………………………………….6 Internal/External Candidates………………………………………………………………7
| Tanglewood Case 3 | Recruiting | For Professor Michelle Geiman | Kathy Stapp-Baugh | 11/21/2012 | | Recruitment Guide for Store Associates Position: Store Associate Reports to: Shift Leader Qualifications: Flexibility in work hours Willingness to learn Relevant labor market: Western Washington and Eastern Washington (Regions 1 and 2) Northern Oregon and Southern Oregon (Regions 3 and 4) Northern California (Region 5) Timeline: Continuous/Ongoing Activities
Diane Hupko Tanglewood Case Study #3 June 23, 2013 Analyze the information from the recruiting data and prepare a report showing the results of the analysis for your director. 1. Start by developing a recruitment guide like that shown in Exhibit 5.3 in the textbook. Note that the current situation differs from the example provided in the book because there is no specific timeline for hiring; this is a continuous recruiting effort because even as positions are being filled, new positions are
Case 1 In an effort to have a more uniform and centralized way of operating, Tanglewood will need to make several specific decisions in regard to their staffing strategy. I will discuss thirteen of them below dealing with both staffing quantity and quality. 1. Acquire or Develop Talent -Tanglewood has had issues with certain managers following their own protocol instead of the company’s in some locations. They should determine which stores are performing within the scope of their desired principles
Yvonne Tovar MGMT 375 Review Case 2 Specific Assignment Detail Review Case Three in The Tanglewood Casebook . You will find specific details on the last page of Case Three in the casebook. Complete questions 1 – 6. Submit your casework to the Dropbox (Due Sunday, Midnight). 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
Tanglewood Case 1: Staffing Strategy Sarah Hembree Instructor Cheryl Karg January 6, 2013 Assessment of operating environment Tanglewood is a company that appears to be thriving and growing at a good rate. Their PM, ROA, and ROE shows profitability as well as being able to efficiently handle their assets and revenues. Their market is the middle to upper class of consumers who are looking for lower prices as well as convenience. They have created for themselves their own “Brand” to sell in
Tanglewood Case # 3 Tanglewood Case Study # 3 Evaluate data related to Tanglewood’s historical recruiting methods to determine the effectiveness for each method. Use the data in your responses. Using the information obtained from step one provide recommendations for how Tanglewood should recruit employees in the future. * Recruiting guide for Store Associates * Position: Store Associates * Reports to: Store Manager * Market: Western Washington * Timeline: Open Pipeline
CASE DESCRIPTION/ INTRODUCTION I will be working as an external consultant to make the best decision regarding staffing quantity and staffing quality strategies for Tanglewood Stores. I will put into practice everything I have read referring to the exhibit 1.7 found on page 25 of my staffing organization’s text book. Basically, I will explain the thirteen strategic staffing decisions, which consist on nine pertaining to staffing levels and four pertaining to staffing quality. According to McGraw-Hill