TANGLEWOOD STORES ANALYSIS

Tanglewood Stores Analysis

Tanglewood Stores Analysis

The resulting demand results in the need to analyze the strategies of Tanglewood selection to ensure that these practices are not preventing the promotion of diversity. To do this, it is necessary to study the flow statistics and the focus of the organization. flow statistics are calculated by comparing the number of people hired and promoted in the organization with the total number of people that apply. These statistics are divided into different groups (ie, race gender). Selection rates of different groups are compared to determine if there is a significant difference in the selection between groups. An example of this would be to look at the total number of white applicants and the percentage of applicants who were hired. Then read the total number of African American applicants and the percentage of applicants who were hired. These two percentages should be compared.

Uniform Guidelines on Employee Selection Procedures (UGESP) requires all organizations to maintain a register of the calculation and comparison of these statistics. The UGESP also requires four sessions of the rule is calculated in all organizations. If it is demonstrated that "a selection rate for any group ... is less than four-fifths (4 / 5) (or eighty percent) rate for the group with the highest rate, then it is usually considered as evidence of adverse effects. Adverse (or different ) impact occurs when staffing practices have a potential impact on individuals discriminating on grounds of sex, race, religion, disability, nationality or age. Although four-fifths rule is really just a guide, any digression from this rule must be thoroughly examined. It is also important to note that although discrimination is not intentional, may be taking place and, possibly, could be considered illegal.

Transition probability matrix

Current Year

Job

 

(1)

(2)

(3)

(4)

(5)

Exit

(1) Store associate

0.43

0.06

0.00

0.00

0.00

0.51

(2) Shift leader

0.00

0.54

0.16

0.00

0.00

0.30

(3) Department manager

0.00

0.00

0.64

0.06

0.00

0.30

(4) ...