Relevant labor market: Washington and Oregon Timeline: Continuous Process Activities to undertake to source well-qualified candidates: Request employee referrals State job referrals Radio, television, local and regional newspapers Accessibility of a kiosk on site Employ a staffing agency Staff members involved: Human Resource Staff Regional Managers Store Managers Budget: $3,300 - $6,000 2. Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted,” whom do you think they target? Tanglewood utilizes both open and targeted recruiting but because of their attrition and the continuous amount of new hires that they have, I would say that “open recruiting” would be most beneficial for their
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.
Tanglewood-Case Three Recruiting Case requirements: Generate a recruiting guide for the store associate job Job Title: Store job associate Direct Report: Shift leaders and Dept. Manager Requirements: High School diploma or equivalent and/ or individuals who have experience in retail. Location area: Washington and Oregon states. Advertise in local newspaper and online job search engines (Indeed, Monster, etc. ), possible temporary staffing agencies.
They decided to give applicants the retail market knowledge exam, the Marshfield customer service biodata questionnaire and essay, Marshfield applicant exam and the personality exam. In my opinion of the four assessments, the retail market knowledge exam, the Marshfield customer service biodata questionnaire and personality exam will work best for the company. This will provide Tanglewood with applicants’ experience and basic knowledge of marketing principles. The biodata will access past performance in and outside the work place. The personality exam will access the two traits that are relevant to a store associates position, capturing the constructs of conscientiousness and extraversion.
Table of Contents Tanglewood Case 3 2 Recruiting Guide-Sales Associate Purpose…………………………………………………………………………………….3 Link to Tanglewood Code Principles and Indicators……………………………………..3 Recruitment………………………………………………………………………………..4 Role Job/Analysis………………………………………………………………………….4 Role Profiling/Job Description Writing…………………………………………………...4-5 Competencies……………………………………………………………………………...5 Process……………………………………………………………………………………..6 Attraction………………………………………………………………………………….6 Internal/External Candidates………………………………………………………………7 Advertising………………………………………………………………………………...7-8 Applications………………………………………………………………………………..9 Selection……………………………………………………………………………………9 Assessment Methods……………………………………………………………………..9-10 Offer and Due Diligence Checks………………………………………………………..10-11 Expenses…………………………………………………………………………………..11 Induction………………………………………………………………………………….11 Open v. Targeted Recruiting……………………………………………………………...12 Data Table Summary……………………………………………………………………...13 Northern Oregon………………………………………………………………………….14 Tanglewood “Bottom Line” Metrics……………………………………………………...15 Proposal Paragraphs………………………………………………………………………16 Works Cited………………………………………………………………………………17 Purpose of this guide Tanglewood Case 3 3 This guide offers guidelines to those responsible for developing a recruitment and selection policy. It aims to provide a brief introduction to the subject and suggestions based on recognized good practice and the experience of those within the organization. The guide examines the various elements that might be included in a recruitment and selection framework and some of the questions that an organization may wish to address as they develop their approach. We do not aim to replace specific legal advice and all HR practitioners and managers involved in recruitment and selection are strongly advised to make sure they are aware of the legal frameworks within which
MGT 420 Benchmark Assignment Human Resources and Change https://www.hwguiders.com/downloads/mgt-420-benchmark-assignment-human-resources-change/ MGT 420 Benchmark Assignment Human Resources and Change Assignment: The major responsibilities of human resources management are attracting, developing, and maintaining a quality workforce. Review the RSPS (Rancho Solano) case study (SEE ATTACHMENT) Recall that the board of directors at RSPS has hired you as part of a consulting team to review the situation and present your findings and recommendations. Refresh your memory on the issues in the K-12 sector in general, as well as in the case of RSPS in particular, by reading the case study again. Your next task is to identify three subsystems that are in need of change in RSPS, as well as the people (human resources) you would “attract, develop, and maintain” in order to effectively implement change. Based on the RSPS case, you will choose one subsystem to change and write a 1,250-1,500 word paper in which you address the following questions that pertain to the major human resource management responsibilities and to change management.
JCT2 Supply Chain Managing Operations: Supply Chain Organization and Operations Management Recommendations. Assessment Code: JCT2 Task 3 Student Name: Dixie Weisgarber Student ID: 197409 Date: March 30, 2014 Mentor Name: Tanya Manning-Ames Table of Contents Task Instructions…..…………………………………………………………………………………………………………………………………3 Strategy Recommendation…………….……………………………………………………………………………………………………....5 Metrics Used to Measure Performance……………..………….……………….…………………………………………….…………6 Three Issues That Could Complicate the Development of an Efficient, Integrated Supply Chain………………7 Methods for Effective Management in an Integrated Supply Chain………………………………………………………...8 Actions that should be taken to Mitigate Possible Risk…………………………………………………………………………...9 Recommended Hierarchical Functional Organizational Structure………………………………………………………....10 Strategic Operations Management Decisions that Support the Implementation of the Company's Mission and Strategy………………………………………………………………………………………………………………………………………….12 Recommended Actions to Improve Cost Effectiveness…………………………………………………………………………..15 References………………………………………………………………………………………………………………………………………..…..16 Task Instructions: SUBDOMAIN 329.4 - MANAGING OPERATIONS Competencies: 329.4.1: Operational Design - The graduate designs capacity, process, layout, and location strategies. 329.4.3: Operating Efficiency - The graduate employs just-in-time, lean systems and constraint management concepts and scheduling methods to improve operating efficiency. 329.4.4: Supply Chain - The graduate organizes the supply chain to create competitive advantage for an organization. 329.4.5: Requirements Planning - The graduate applies operations and requirements planning and inventory management concepts to achieve operating objectives.
InterClean Report D. L. H. HRM/531 February 21, 2011 Adam Carr InterClean Report InterClean Sales Position Introduction InterClean is undergoing a new departmental job opening. The new position will be primarily a sales and retention position. Service Representatives for this initial opening need to be well trained, experienced and competent at, not only, making sales goals but also at retaining customers past the sale. As we discuss further we will look into the basic job analysis, selection methods, workforce planning method, and then give recommendation on having gone through that process of which corporate team members to select for this particular position. Job Analysis This new role with InterClean is being designed around a customer centric sales approach, the Relationship Selling approach.
Recruitment Guide for Store Associates Position: Store Associate Reports to: Shift Leaders, Department Managers, Assistance Store Manager, Store Manager, and Regional Manager Qualifications: Knowledge of Customer Service Principles, ability to perform light lifting and object manipulation, ability to relate to others, excellent communication and speaking skills. Relevant labor market: Washington / Oregon Timeline: Unspecified: Continuously interview with qualified candidates Activities to undertake to source well-qualified candidates: Advertise inside of store at Kiosk Post job opening on company website Make positions available at state job services Request employee referrals Post job on career website /
MGMT 340 09/20/2015 Week3 Petrie’s Electronics Chapter 5 Case Questions 1. Information was collected by a vast directory. Jim and the marketing group utilized interviews from stakeholders related to the businesses they targeted. Trade journals, other companies that used the companies the group was researching, various vendors, marketing departments, and possibly even customers. The most information the group can collect from company can result in a better decision on a company that can assist with quality versus price options and customer support of products in demand.