Zilack Corporation Strategic Alignment Worksheet Accounting and Finance Name: Tabitha Cook Corporate Goal: Double Company Sales | Human Resources | Accounting and Finance | Checklist | | * Ensure staffing requirements are met. * Retain existing staff. * Hire and train new staff. * Raise Strength of Workplace scores to a minimum of 4.0 in all departments. * Plan, organize, lead, and direct the human resources of the company to meet the goal of growing the business by 100%.
should produce a new hire procedural manual with checklist to be marked and dated after completion of each item. This procedural manual should have all the details and guidelines that the new hire/trainee needs to complete prior to new hire/trainee orientation. ABC, Inc. also needs to have an on-the-job training program that provides new hires/trainees to develop their skills under the direction of an experienced department employee mentor. I believe that the human resources department should be involved when a new hire or trainee has accepted the job offer. After the human resource department is aware of the new hire or trainee accepting the job offer, the human resources department will be able to start the background check, and verify the candidate is knowledgeable making sure the applicant is qualified for the position desired.
WHERE DO YOU SEE YOURSELF IN 5 YEARS TIME IF KEPT ON BY WAITROSE? * I would like to have been apart and completed Waitrose’s graduate leadership scheme. This is because my skills in business and management will develop majorly and I wish to be a part of Waitrose’s vast and strong reputation. WHAT DO YOU KNOW ABOUT THE JOHN LEWIS PARTNERSHIP? * About 81,000 permanent staff * 288 Waitrose branches * 39 john lewis branches * Annual gross sales of £8.7bn * John spedan lewis set up the partnership * His combination of commercial acumen and corporate conscience, enables the john lewis partnership to be as successful as it is today * Won retailer of the year in 2011 * Waitrose Has a market share of 4.2% * AN EXAMPLE OF EXCELLENT CUSTOMER SERVICE * My parents had bought a table from John Lewis * Unfortunately during transit it was damaged * The John lewis delivery team apologised and instantly called their manager to arrange a second delivery for the table.
The department manger should ask questions only relevant to how the training is going and try to gather information in order to address areas that require improvement. This will not be considered an official employee evaluation, but will serve the purpose of figuring out if and how much further training is needed or desired. The next evaluation would be at the 3 month period. At this point the new recruit should be able to work on an individual level. However, the department manager will still need to meet with the new recruit as well as the original trainer to get an idea of where the employee is skill wise and how the employee is working with the dynamic of the company.
3. Evaluate data related to Tanglewood’s historical recruiting methods to determine the effectiveness for each method. 4. Using the information obtained from steps one and two, provide recommendations for how Tanglewood should recruit employees in the future. Case Objectives Recruiting is the first stage in which organizational plans for staffing come into contact with the labor market for employees.
Although Tanglewood would like to try and meet their affirmative action goal in a single year, if do think they should set a goal for 2 years. Due to having to hire more the normal employee's, I think they need to set the goals they need to first and focus little at a time on keeping those goals steady. I feel this will keep HR from feeling overwhelmed and allowing them to succeed in accomplishing everything they need to do. I have also attached a memo that may help Tanglewood's other stores understand your goals. To All Tanglewood HR: It is essential that when determining hiring of employee's that you consider many factors in your search.
One division might do better in one than the other. Each division should be allowed to make their own decisions on how they want to recruit and advertise for these positions. Each hiring manager should prepare new hires to achieve the customer service skills they desire. Each candidate should know what they are looking at from the moment they see the ad placement. Tanglewood should look more into media outlet and take a little more time with those candidates to produce better results.
The management team needs to understand that “change is an ongoing and never-ending process of organizational life” (Van de Ven & Sun, 2011, p. 58). After showing the team where they are the next step would be to show them where they can go if they make the necessary changes. During the future state presentation, an outline of how business would increase and improve statistically. Companies often require visual and the future state presentation would provide several visual chart reports showing the company how they will improve their marketability by implementing project management functionality. The increase to employee morale and production would be the closer to this presentation.
The technical and non-technical staff needs to give the manager as much feedback as necessary in this stage. If the plan is working and what can make it better. The manager needs to realize that it is alright to change if something is not working. Running head: Technology Implementation 6 The final step of the process is institutionalizing the new business processes. This is the stage that some managers miss.
Throughout their career in the firm, employees would advance the hierarchical ladder through promotions and would acquire skills specific to the same firm. However, over the years, employment security has shifted towards short-term. Nowadays, employees know that if they want to maintain a standing in their current job,