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| ACRE CONSULTING | Memo To: Donald Penchiala; Marilyn Anchley From: Ashley Lawrence Chelsea Miller Ryan Jadin Lizzie Hornak CC: Jon Werner Date: 10-Nov-10 Re: Revised Interview Protocol for Department Managers Introduction The most important part of any selection, or hiring, process is the interview. Research has proved that standardized procedures produce better quality in hiring than unstructured interviews do. Store managers have agreed that increasing the number of tests and forms will not be adequate in the selection of department manager. The current method used to hire external managers is very similar to the selection to store associates; however to hire the best employees, each position’s selection process should be tailored to match the specific skills, knowledge, and abilities needed for each job. It is important to closely match the ways in which we are measuring our applicants, along with the specific tasks needed for that position.
Albertina Williams 1/18/2014 Tanglewood Case One To: Donald Penichiala, the Director of Staffing Services As we all know staffing is one the most essential function of a successful business. A company is unable to retain a functional workforce without staffing. Below is my reason on what your company, Tanglewood, should apply when choosing the accurate staff. Acquiring or develop talent: Tanglewood should acquire employees because they will need employees with high level of customer service. Employee that are willing and capable of knowing the knowledge of your product and services.
An outsource recruiter does not know well the company’s culture and value as well as an internal recruiter. External or Internal Hiring Tanglewood should go for internal hiring. This will allow employees to use the internal market and a springboard for launching long-term careers within the company. External may be necessary to fill out the entry-level positions or any other position where there are no acceptable internal applicants. Core or flexible workforce Tanglewood should focus on Core Workforce when selecting employees.
HR is to alleviate the administrative burdens by conducting employee background checks and references. Redesign the recruiting information to appeal to a larger array of candidates in the hopes of accessing the greatest pool of applicants and likely candidates. Staff members involved: HR Recruiting Manager Marketing Staff Store Manager Budget: $2,500 to $6,500 2. The targets for these markets are seemingly referral based as if the company is targeting its employees based on like minded values. The company looks for people with strong customer service backgrounds who value customers needs.
Obviously they are lacking minorities in their shift leaders position so perhaps reviewing minorities that are qualified for the position first would be a good start for them in obtaining their goals. I don’t think that it is realistic for a company to try and meet their affirmative action goals because if you attempt to hire or promote one certain gender or race then you would be discriminating against others. A major con in using internal promotion is the fact that you may be unintentionally promoting a certain type
If UMUC haircut’s offers products and services that no-one else is offering, than the company can dominate the competition in that field. Right now UMUC haircut’s is offering the same products as their competitors, and this could affect UMUC haircuts strategy for a competitive advantage. Threat of substitute products or services is the ability to find a substitute for goods or the way things are done. This in turn lowers the cost and can help drop prices for customers, but in turn could weaken your power over your competitors. Lower prices could help UMUC haircut’s strategy for a competitive advantage.
Career Plan Building Activity: Work Culture Preferences BCOM275 – Business Communications and Critical Thinking October 22, 2013 Aaron Francesconi The workplace culture is important to one’s professional successes. Companies similar in cultural preferences are what many individuals pursue when seeking gainful employment. Employees are more productive when they are working within a company best suited for that individual. The workplace culture preferences reflect the ideal type of culture I am comfortable. Those preferences are High Powered, Well Resourced, and Teamwork Centered.
STAFFING LEVELS Acquire or Develop Talent Staffing is the process of ascertaining an organization’s human capital needs, and then providing sufficient quantities of qualified applicants to assist the organization in its ability to be effective (Henemann, p. 8). The effectiveness of recruitment will be evidenced through Tanglewood’s centralization of human resource functions. By centralizing such functions, consistency in communication of organizational philosophy and core values will be conveyed, and will allow for operative
Resourcing Talent 1. Definition of recruitment and selection process The recruitment and selection process is important for new and established businesses alike. Your human resources department has the support and expertise of employment specialists who assist hiring managers with the procedures to ensure your company leaders are making wise hiring decisions. There are several pieces to the recruitment and selection process: sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment. 1.1 Sourcing Candidates This is the first step in the recruitment and selection process.