Case #3: Recruiting
Attn: Donald Penchiala and Marilyn Anchley
Below you will find my report on the analysis of the recruiting methods at Tanglewood. Since there is no centralized method for recruiting new employees, it would seem that Tanglewood should consider a company standard when it comes to acquiring talent. I feel that Tanglewood would benefit the most from conducting job analyses for each position and identifying what recruiting sources would provide the most accurate applicants for each job dimension.
Because the Store Associates position has a 50% turnover rate in one year, it would seem that this specific position would be the one to focus the new recruiting methods on. The first step before the recruiting would be to conduct a job analysis. From the analysis, we would know the content of the job and what type of talent is required. Job analyses can be very time consuming but are often overlooked of their importance to selection and training. On the basis of time alone, I have used the O*NET website for an overview of the position for ‘cashier’ which includes a sales associate. This is the ‘data collection’ phase of a job analysis. By using this website, I’ve been able to identify some of the general task statements for this position.
* Receive payments for goods.
* Issue receipts, refunds, or change due to customers.
* Assist customers by resolving their complaints.
* Check out customers using cash registers or optical price scanners.
* Greet customers entering store.
* Answer customers' questions, and provide information on procedures or policies.
* Sell items to customers.
* Process merchandise returns and exchanges.
* Maintain clean and orderly areas and complete other general cleaning duties, such as mopping floors and emptying trash cans.
* Stock shelves, and mark prices on shelves and items.
The next step would be to group these task statements into job...