Neiman Marcus Current And Future Plans

When companies hire solely for the physical features of certain qualified and chosen people, they are attempting to assist their business. By doing so, companies do not look at the personality,

One of the most important findings, which has found acceptance in recent psychological research, is that testing cognitive ability is valid for a variety of different jobs. Personality tests and skills provide valuable information for certain well-defined positions, such as seller, buyer and worker in routine production. The interviews to study the person, carried out by expert psychologists are also useful when simpler

The Macy’s Corporation was founded in October 1858, and they are headquartered in Cincinnati, Ohio. The corporation focuses on internet sales in the United States, and they employ 166,900 full-time employees. Macy’s sells a range of merchandise, everything from apparel and accessories for men, women, and children; cosmetics; home furnishings; and other consumer goods. Similar to Kohl’s, Macy’s sells a special range of clothing, accessories, handbags, jewelry and footwear. As of January 20, 2016, it operated approximately 900 locations in 45 states, the District of Columbia, Guam, and Puerto Rico under the Macy’s, Bloomingdale’s, Bloomingdale’s Outlet, Macy’s Backstage, and Blue Mercury names; as well as Websites, including macys.com, bloomingdales.com, and bluemercury.com (M Profile | Macy 's Inc. Common Stock - Yahoo! Finance). In addition, Macy’s operates as a

Nordstrom is a prominent retailer that can be found in most major metropolitan cities. It was founded in 1901 by two partners, John W. Nordstrom and Carl F. Wallin who began selling shoes in the Seattle, Washington area.  Today, Nordstrom operates over 180 retail locations across the country. (Gross & Salamie, n.d.)

Due to complaints from store managers regarding the quality of employees a thorough assessment of Tanglewood’s hiring practices was instigated. It was determined that a organization-wide shift to a more detailed selection system was needed. A search for good predictors of sales associate performance that would create minimal additional administrative burdens for managers was initiated. (#2)The proposed alternatives to the current system are the Retail Marketing Knowledge Exam, the

In order to gather knowledge about the topic and create a basis for the forthcoming empirical research and analysis, a critical literature review has been conducted. The literature focuses on the theory of a sales plan, the B2B selling process and the diffusion of innovation. The results of the literature analysis will provide the answer to sub-question 1: "Which characteristics does the literature reveal on the development of a B2B sales plan?".

The psychometric testing in other words may be called as “measurement of the mind”. During the selection process the education level, skills and experience are the things, which are normally estimated, however the behavioral traits and personality of a candidate is much more difficult to assess during an interview. As a result

Sara D’Esposito

The job I have chosen to do my interview on is a sports psychologist. The responsibilities of a sports psychologist include the following things: evaluate what the client is in need of as well as evaluating their abilities; and observe athletic performance and behaviors that go with that; come up with different strategies that are going to help the client overcome whatever they are having a hard time with and putting these strategies into effect; putting an update on the athletes performance; seeing that the individual has the ability to develop as time goes on; working with a other psychologists, nutritionist, and physiologists; providing the individual with counseling and different kinds of workshops that go over the different

As new job positions become available, the Human Resources (HR) department will be able to keep track of various applications filed for open positions. The new HR system will store applicant resumes with the application form and track the process through the interview and hiring process. Each manager would be responsible for his or her own employee files. At the same time, the new software will reduce the gaps that occurred in the previous software. As in any company, each manager would be responsible for tracking any leave that employees may need, such as family medical leave. This would, however; exclude worker’s compensation records because they are currently tracked by on outside firm.

For example, I think IAT should be optional for individuals waiting to be attended in customer service rather than part of a job interview for someone wanting a position in customer service because by having the buyer take this test not only would it give the customer something to do while they are waiting, but more importantly, it will give cues to how the employee can converse with the buyer to help them asses their problems and still want to use their products in the future. For example, since my results showed “automatic preference for Young People” the company might have a young employee work with me to keep me satisfied with their business. Therefore, this ten-minute survey can be a small step to increase the company’s overall revenue. I would not use the IAT for job interviews because I believe these tests do not study important factors that make an individual a good asset to a company, such as how perseverant or loyal they are. If IAT is part of job interviews, I think it should carry a small weight in the application and should be used to test the different biases of the individual. Most of all, I think these tests should be given to buyers to improve their customer service experience which if done correctly, it can increase the companies overall

Judgment and decision skill will match up with work experience, retail knowledge, biodata, the applicant exam, and conscientiousness.

Businesses have to be very careful with the tests that they administer. Pre-employment screenings have gained a lot of scrutiny in the public over whether the test is considered unfair and biased. Tests are subject to two distinct forms of bias. There is a measurement bias. This happens when individuals from different subpopulations receive lower scores then what was predicted. The second form is the relational bias. This occurs if there is a measure differs across groups. According to Drasgow (1987), there is little evidence found regarding relational bias. Administering tests that show high face validity can help a business during these situations. Also, the point of the assessment is to predict job performance after the applicant is hired.

Selecting tests can measure knowledge, skills and ability, as well as other characteristics, such as personality traits and they are useful to evaluate the right employee for a specific role, by identifying the candidate personality. For example, if a company or department needs to hire a new manager, a psychological/aptitude test may help to understand better if the candidate has the features required for that specific job position (strong leadership skills, such as high self-confidence, calmness, flexibility, etc).

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.