Selection Method for Tanglewood

Memorandum

To: XYZ

From: ABC

Date: January 30, 2010

Sub.: Analysis of Data

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 is also improves the performance of the employees in the organization. But the probability is higher for the improvement in citizenship and absence from the education. The working experience, which is another predictor of the traditional selection method, is also more related to the performance and promotion potential outcome. All the outcomes are statistical significant from the predictors. This result is significant as a person with work experience provides higher contribution in the organization. The interview score also related to the potential promotion of the employees but the probability is related to the performance of the employee as interview score is directly related to the skills of the employees (Tanglewood, 2010).

Analysis of Proposed Method

The data from the store for proposed method depicts that education is correlated to the performance and promotion potential of the employees. In practically it is also related to the performance and promotion potential. But the statistical significance is more for the correlation of absence and citizenship. The data also exhibits that work experience is related to the citizenship, performance and promotion potential. But it is more correlated to the promotion potential. The interview score is more correlated to the citizenship and promotion potential but statistical significance is more for absence and performance. The retail knowledge also causes an increase in the performance and promotion potential of the individual as it boosts their ability to serve customers effectively. But it is statistically significant with the citizenship as retail knowledge causes an increase in cooperation with the store policies. Bio-data is more correlated to the citizenship and promotion potential and it is statistically significant for all the outcomes. The applicant exam is more correlated to the performance and promotion potential but it is statistically significant for citizenship and absence. The personality exam is also more correlated to the performance and promotion potential (Tanglewood, 2010). All the different predictors are mainly correlated to the performance and potential instead of the other outcomes.

Content Validity of Selection Method

There is several performance measures are employed for the proposed selection methods. The following measures are used with a particular scale -

Citizenship performance: The scale for the citizenship performance is in accordance with the specific job of stores as if candidate obtained 5 point at this scale then it would cause an increase in the team performance and the understanding to the store policies. It would also enhance the performance of stores (Cooper, Robertson & Tinline, 2003). It also meets the content that it claims to measure.

Absence: The scale of the absence is significant to measure the number of absence, which it claims to measure. It also correspondence with the specific job of associates as increase in the number of absence may cause a decrease in the customer service effectiveness.

Performance: The scale for the performance is quite effective to measure the performance of the employees. It is because; the performance is measured on the basis of completion of assigned work, which provides best predictor to measure the performance eof the employees. It well matches to the content that it claims to measure and at the same time it well corresponds to the specific job of store associates.

Promotion potential: Promotion potential is not in correspondence with the specific job requirements as it is completely based on the manager's subjective impression. But it meet the content that it claims to measure (Cooper, Robertson & Tinline, 2003).

Improvement in Selection Methods -:

Application blank - This method can better capture the content it seeks to measure through including more detailed d information about the team work ability of the candidate, work experience etc. The traditional method involved a complete procedure to obtain the required content.

Retail market knowledge exam - This method obtains the information about only the retail knowledge of the candidate. In order to obtain customer service effectiveness and work experience some more questions should be added related to the background and skills of the candidate (Bratton & Gold, 2001).

Bio-data - This method obtains the measure related to the work experience and performance of the candidates. The newer version of this method is significant