Tanglewood Stores - Measurement and Validation - Essay Example

Tanglewood StoresThis table basically shows estimates of validity of proposed methods of selection in regard to who gets employment at Tanglewood stores. The employee performance data was collected from the human resource of the organization .The data accurately shows the results of various data analysis done in at the various stages. The analysis was done using designs that were predictive in as far as validation is concerned. And this meant that the predictor data or information that was measured at time of hire was correlated to the performance date after one year.

The table gives a clear analysis of various variables .It shows an estimate of the correlation between some of the common predictors like education ,managerial interviews ,job experience and the measures /variables of performance ,citizenship ,absence along with other correlations between the proposed predictors like bio data ,applicant exams ,extraversion, consciousness and retail knowledge.Content validity of the methods of selection is one of the key questions that has to be addressed .There are quite a number of scales that Tanglewood proposed which perfectly match the content that they are intended to measure .

And they also correspond properly with the specific work of store associates .First we have the retail market knowledge exam which comprise of questions that pertain to the industry and the uniqueness of Tanglewood in the industry. This is properly done and very relevant in the sense that it is related to the basic knowledge of some of the vital marketing principles .Marshfield applicant exam which aims at helping individuals to get some problem solving abilities, accuracy and fluency in numerical concepts .

The personality exam is aimed at identifying the various personality types of those intending to work with Tanglewood.This is necessary for it assists the management understand the kind of employees to put in various departments.If Tanglewood is interested in getting some of the best people to work for them ,there a quite a number of things that they must do. They should focus more on aspects like education of the individual ,his or her competencies, the experience he or she has in that particular are to avoid hiring people who lack the knowhow and ensure that they give them more training pertaining the kind of duties that the organisation offers.

For instance, those in the human resource have to be assisted on how to hire the best people for particular jobs within the stores. The above names predictors are some of the best because they will ensure that the organisation has people who are competent and know what they are required of by their employers. Some of the predictors that were used were unnecessary for instance, the conscientiousness.Based on the kind of description given about the experimental validation procedures ,I do believe that the observed validity estimates can be generalised to the other stores .

This is due to the fact that the kind of variable used in the study are very valid and reliable. The traditional methods of collecting the validation evidence together with the experimental procedures may yield very different results. This is due to the fact that the traditional procedures takes in account very few variables when compared to the experimental procedures which incorporate slightly many other factors .By incorporating many factors ,the experimental procedures increase the level of accuracy and in the process the end up with the best candidates.

The use of the experimental methods should be given priority over the traditional method. The other information that I may use to see if the results will generalize is an individual’s etiquette and customer care abilities because these are some of the most common attributes that vary in different people. ReferencesTanglewood assignment 4-2 instructions .pdf.