TangleWood Case 3 Recruitment Guide for Store Associates Position: Store Associate Report to: Department Supervisor Relevant labor market: Timeline: Continuous Activities to undertake to source well-qualified candidates: Local and regional newspapers, radio, television Post openings to company’s employment website Request employee referrals Upload availability to Kiosk Job Agency Staff members involved: HR Managers, Department managers Budget: Tanglewood Case 3 One of the core concepts to Tanglewood's performance is great customer service. Store associates provide the majority of customer service and are basically the face of Tanglewood. Hiring store associates who possess KSAO's which correlate to providing the highest level of customer service would be most beneficial to Tanglewood. I recommended Tanglewood to use a combination of both open and targeted recruiting. Tanglewood continuously needs to hire an exceedingly large number of associates, partially due to the policy of all employees working as store associates and promoting from within, and because of the high turnover rate in retail.
1. Position: Store Associate Reports to: Shift Manager, Department Manager Qualification: knowledge or the ability to learn customer service principles, the merchandise offered in the store; good communication and speaking skills; ability to relate to others Relevant labor market: Washington and Oregon area Timeline: continuous Activities to undertake to source well-qualified candidates: * Regional newspaper advertising * Post job opening on company website * Request employee referrals * Use kiosks in store for job applications * Use state job services * Staffing agencies * High school and college recruitment programs * Job fairs Staff members involved: HR recruiting manager, store manager, department manager Budget: approximately $12,250 for each region Position: Store Associate Reports to: Shift Manager, Department Manager Qualification: knowledge or the ability to learn customer service principles, the merchandise offered in the store; good communication and speaking skills; ability to relate to others Relevant labor market: Washington and Oregon area Timeline: continuous Activities to undertake to source well-qualified candidates: *
As requested, I have provided in the following report an evaluation of the soundness of Tanglewood's proposed selection plan. After gathering data from the various methods traditionally used by Tanglewood in selecting store associates, I have compared them to the results of the tests done in the Seattle metropolitan area stores. I have also provided a suggestion on which measures to predict future employee performance should be implemented permanently across all Tanglewood divisions, and why these predictors are the best choices to yield the most accurate information. As with my previous reports, any questions or requests for additional information can be brought to me personally anytime in the future. Sincerely Objective 1- Explanation of Correlation and P - Values To more fully understand the data included in the following tables, one must understand the practical and statistical significance of the correlation values and p-values.
Adam Bruce Tanglewood Case Report 3 03-01-2013 1.) Position: Store Associate Reports to: Shift Leaders, Department Managers Qualifications: Ability to perform light lifting and object manipulation, ability to relate to others, baseline communication skills. Relevant labor market: Washington or Oregon Timeline: Undetermined, 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 Request employee referrals Post job on career website / use a staffing agency Staff members involved: HR Recruiting Manager Regional Manager Store Manager Department Managers Budget: $2,250-6,250 2.) Considering the store associate position it is most tailored to: recent high school graduates and seniors, current college students. All of these potential candidates are ready for a job and many need an entry level position.
Wal-Mart recruitment uses both of them depending on the situation. When using external recruitment Applicants can apply in any local or foreign offices and stores by simply sending their resume via mail or email and they will call their applicants for an initial interview or examination depending on the position they apply for. Every applicant for a job at Wal-Mart regardless of religion, race, gender or age is provided an equal employment opportunity. Visit the Wal-Mart employee benefits website and determine how the benefits may contribute to the success of Wal-Mart’s Employees Practices. Wal-Mart have been heavily criticized for unfair employee treatments which include “cap wages in certain positions, allow the hiring of more part-time workers in lieu of full-time workers, and revise scheduling
I was also identified as cooperating, I love working in an environment where I can work and collaborate with others. Another one of my competencies was leading, I like effective leading a team to greatness. In my current role I am a manager which leads into my next competencies; coping with pressure, and adapting to change. In order to lead, strategize, and cooperate with others I have to be able to cope with pressure and adapt to change. After completing the Work
We would explain now what this structure and its efficiencies to enable Tesco for having the people they are looking for to reach the whole organization objective. Explanation of Tesco’s Recruitment and Selection Method:- Tesco has defiantly set a very efficient strategy when it set the objectives of its workforce planning. We see that it has maintained that capability to attract those candidates that would serve its future expansion by first dividing each organizational process requirement and hence put for each process its specification. Tesco also applied a popular and cost effective means of attracting applicant through, Website, Job center place or store boards and even has made each category with an application ways. The company divides the selection part into three parts, the screening and the assessment center and last the interview, which leave no gaps of not being able to assess the applicants from all aspects technicality and personality aspects of the posts available.
This advanced tool that information can be also used for employee development. It highlights training needs and gives guidance. By using performance management system companies can ensure that fairer decision making vs. development. An organisation benefits as it put standards in place what the organisation sees what is expected and what is perceived. Treating employee employee`s fair increases the company ability to stay consistent and employees more like to stay loyal.
Employees are the workforce of a company and they expect the organisation to provide them with security, safe working conditions, rewarding work, and fairness. If the employees are happy with their job they will work harder in the organisation. Also suppliers are part of the environment of an organisation and they expect to be paid in full by the agreed date. When the organisation doesn’t pay the suppliers by the agreed date, the suppliers will probably prefer to work with other organisations in the future. Managers should pay attention also to the communities where the customers and workers live; this is important for the reputation of the company.
By promoting diverse workforce will illustrate to your employees that diversity is embraced and will give them a sense of comfort with their surroundings, leading to greater productivity. Raising awareness will also ensure that the employees accept that a diverse workplace is vital for a business to thrive. 2.0 Good communication and management Regular