Tanglewood

Develop a detailed selection end for this position. In this case, you should determine what you want to measure by analyzing KSAOs from the Job description and the cultivation on organisational culture in the case, and fitting the selection measures into the plan format as shown in Exhibit 8. 2 in the book. The incumbent selection methods are the experience check, education check, Marshfield applicator Exam, and the Retail friendship Test. Do non include the current query as partitioning of the selection plan. Selection Plan Format for Managerial Position at Tanglewood Major KSAO CategoryNecessary for selection? Edc EXC MAE RKT 1 . Communication skills x 2. cognition of organizational policies and regulations 3. Decision making Judgment/skills 4. Managerial skills 6. Reasoning abilities 7. Knowledge of individualized focussing regulations 8. Knowledge of retail management policies and practices 9. Technical friendship 10. strategic abilities. talent to develop solutions t o complex engagements. Y 1 1 . readiness in interpreting and analyzing pecuniary data and performing financial operations. Y RKT = Retail Knowledge Test 3. Develop initial interview headways.Staffing go believes that a half-hour nterview will be appropriate, with more or less 3 transactions per interview question. They would like 5 behavioral interview questions and 5 government agencyal interview questions. Each interview question should have a very particularized KSAO target as shown in the example. Behavioral interrogations 1 . Tell me active a age when you had to make a decisiveness that benefitted the company, but went against your in the flesh(predicate) values. 2. Tell me roughly a time you had to go beyond your entertain z iodin and face-to-faceized limits to satisfy an unhappy node. 3.Tell me astir(predicate) a time you sure intelligence agency that an employee was violating workplace regulations. How did you live that employee and go more or less an swer the conflict? 4. Tell me about a time you offered constructive review to an employee regarding workplace responsibilities. How did you broach the subject and create an in effect(p) solution to the hassle that the employee both clearly understood and willingly complied with? 5. Tell me about a time you received a complaint about one of your employees. How did you admission the matter and bring up the subject with the employee?Situational inquires 1. Suppose you received an nameless complaint that a certain employee was sexually harassing other employees in the workplace. How would you accost the office staff? 2. Suppose an acerb client demands compensation that exceeds company indemnity (i. e a large ignore or store realisation in a situation where it is not a valid option). How would you lick the conflict and chequer client expiation? 3. An employee has been engaging in insincere and il lawful activity. While it is not felony activity, on that point can be law ful repercussions.How do you deal with this employee? Would there be healthy repercussions? 4. An employee is not decent and full meeting Job responsibilities and expectations. This employee reports to another manager in the store. Who would you confront about the issue, and how would you handle the situation? meeting your goal for sales. You are judge to increase sales dramatically in order to remain as close to your sales goal as possible. How do you go about this, and what steps would you take? 4. Develop a scaling key for individually interview question.This means you will have ten different scoring keys. Question 1 Job Title Department Manager gunpoint Description Requires applicant to volunteer a response where they struggled between person-to-person values and Job responsibilities and how they overcame this. transaction Dimensions projection identify Job duties and equality to ethical issues Knowledge well-grounded issues, duties, own(prenominal) values clevernes s decisiveness making Ability conflict solving Question Tell me about a time when you had to make a decision that benefitted the company, but went against your personal values. account fall upon 1 applicator fails to mention a specific attendant 2 applicants mentions a situation, but fails to mention a solution. 3 applicator identifies a solution and provides and accept equal solution. 4 applicant successfully identifies a significant situation and provides a solution in a focusing that exhibits their kills and abilities. Interviewer Comments Legal issues are not so much important as exhibition of skills and abilities regarding job duties and personal values. Question 2 Requires applicant to develop a time they provided excellent customer gain.Performance Dimensions Task Identify customer in need, effectively seek a solution which results in customer satisfaction. Knowledge customer service Skill Judgment Ability powerful converse inducive reasoning. Tell me about a time y ou had to go beyond your comfort zone and personal limits to satisfy an unhappy customer. mark Key applier fails to mention concepts related to customer service. 2 applicant Applicant identifies concepts related to customer service and provides a solution. 4 Applicant fulfills requirements of 3, and exhibits KSAOs.Interviewer Comments Applicant was satisfied with the question and thought it greatly contributed to the interview process. Question 3 Behavioral interview question requiring the applicant to provide a response about an employee violating workplace regulations. Performance Dimensions Task Absorb training about employee violation, confront employee in an ethical, rofessional manner. Knowledge personal management Skill Communication skills, personal management, Judgment and decision making Ability telling intercourse, reasoning, listening aptitude.Question Tell me about a time you received news that an employee was violating workplace get ahead Key 1 Applicant fails t o mention a situation. 2 Applicant mentions a situation, but fails to provide a solution. 3 Applicant provides a situation and a solution. 4. Applicant fulfills requirements listed in 3, and too exhibits expected KSAOs. Interviewer Comments Applicant felt this was a personal question. Question 4 Behavioral question asking applicant to identify a situation where they had to offer constructive criticism to an employee.Performance Dimensions Task Offer constructive criticism to an employee that is not meeting workplace standards. Knowledge personal management, effective communication skills Skill effective mentoring, reasoning, personal management Ability Effective communication Tell me about a time you offered constructive criticism to an employee regarding complied with? Scoring Key 1 Applicant fails to mention an applicable situation Applicant mentions an applicable situation, but fails to mention how they re netd the problem. 3. Applicant identifies a situation and a solution. . Applicant fulfills requirements for score 3, and exhibits KSAOs in their explanation. Method of approach is crucial, as are ethical considerations. Question 5 Behavioral question in which applicant is asked to respond to a customer complaint about an employee. Performance Dimensions Task Listen to complaint. Use decision making skills to approach employee and get an effective solution. Knowledge Personal management, legal/workplace egulations. Skill decision making, conflict resolution Ability Communication, listening aptitude, decision making.Question Tell me about a time you received a complaint about one of your employees. How did you approach the matter and bring up the subject with the employee? Scoring Key 1 Applicant fails to recollect a workplace solution to solve the conflict at hand. 2 Applicant uses limited reasoning to find a solution to the problem. Uses communication skills. 3. Applicant uses reasonable Judgment, communication skills and inductive reasoning. 4 Appl icant meets requirements of score 3, and in like manner emonstrates excellent personal management concepts.Interviewer Comments Legalities may not be necessary considerations for this question, depending on the complaint. Question 6 Situational question asking the applicant to address legal concerns and sever the conflict at hand. Performance Dimensions Task Process concerns. Talk with offending employee and cover legal repercussions. Knowledge Knowledge of law and workplace regulations Skill line of work solving, employee directing Ability Effective communication of protocol Suppose you received an anonymous complaint that a certain employee was sexually arassing other employees in the workplace.How would you handle the situation? 1 Applicant fails to mention legal concepts and how they communicate the situation with such 2 Applicant shows sufficient knowledge of legal concepts. 3 Applicant evidences sufficient knowledge of legal concepts and provides conflict resolution. 4 Applicant fulfills requirements of score 3, and also demonstrates effective application of preventative measures to ensure the conflict does not happen again. Interviewer Comments Candidate felt this was a well-worded question that addressed an important workplace issue.Candidate felt it is important for managers to be able to effectively Question 7 Situational question requiring applicant to provide an pilot film solution based on personal Judgment to effectively resolve the conflict. Product Dimension Task draw effectively with the customer. Knowledge customer service practices, company policies Skill Judgment, decision making Ability effective communication, decision making, develop original solution to conflict Suppose an irate customer demands compensation that exceeds company policy (i. a large discount or store credit in a situation where it is not a valid option). How would you resolve the conflict and ensure customer satisfaction? Scoring Key 1 Applicant fails to demonst rate customer service practices knowledge and fails to comply with company policy 2 Applicant sufficiently follows company policy, but fails to demonstrate customer service knowledge. 3 Applicant sufficiently follows company policy and customer service practices. 4 Applicant complies with company policy and demonstrates excellent customer service practices.Interviewer Comments Candidate felt this was a great question for a common situation in the retail industry. Question 8 A situational question asking view to respond to a situation with legal repercussions. Product Dimensions Task ingest in documentation and gathering of evidence against employee. Approach employee and take disciplinal action and compose an effective solution to prevent repeat offenses. Knowledge legal procedures, inductive reasoning, communication.Skill inductive reasoning, application of legal procedures, communication Ability Effective problem solving/reasoning, effective communication, personal management Q uestion An employee has been engaging in dishonest and illegal activity. While it is not felony activity, there can be legal repercussions. How do you deal with this employee? Would there be legal repercussions? Scoring Key 1 Applicant fails to mention consequences and legal ramifications. 2 Applicant demonstrates sufficient knowledge for legal repercussions, but not the relevance to the situation.Does not provide a satisfactory solution. 3 Applicant demonstrates sufficient knowledge of legal repercussions, and effectively implements them. 4 Applicant fills requirements of score 3, and also an advanced, original solution to ensure the conflict does not line up again. Interviewer Comments Candidate felt this was especially crucial to the interview process, as legal issues are Question 9 Situational question that requires employer to eliminate performance issues and demonstrate knowledge and accurate observation of employee interaction with other managers.Product Dimensions Task Com municate with appropriate individuals regarding the issue and effectively eliminate lack of production. Knowledge personal management, company policy and job requirements knowledge Skill decision making, communication, personal management Ability effective communication An employee is not correctly and fully meeting Job responsibilities and expectations. This employee reports to another manager in the store. Who would you confront about the issue, and how would you handle the situation?Scoring Key 1 Applicant shows knowledge of personal management, but fails to provide a detailed course of action. 2 Applicant demonstrates knowledge of personal management, gives an answer but does not totally resolve the conflict 3 Applicant shows knowledge of personal management, and provides a solution and successfully resolves performance issues. 4 Applicant meets requirements of score , and also thoroughly discusses preventative actions taken. Interviewer Comments Candidate felt that incident d ocumentation and repercussions were necessary.Question 10 Situational question requiring the candidate to formulate effective methods to increase sales. Product Dimensions Task Formulate effective strategies to increase sales. Knowledge sales processes. Skill able decision making. Ability Communication practices, inductive reasoning, composition of original and innovative solutions. Question Suppose you are halfway through a financial quarter and are nowhere close to steps would you take? Scoring Key Applicants plan fails to mention sales concepts and solution is not productive enough. Applicant develops a sufficient plan, but it is clear they are not confident or knowledgeable enough in this field. Again, solution is not creative enough. 3 forecasting and concepts. Solution is acceptable. 4 Applicant meets requirements of second 3, and also demonstrates a thorough understanding of sales concepts and is able to provide an effective, original solution to the problem. Interviewer Comments Perhaps in future interviews ask candidates to allow for a personal example of when they had to do something like this.