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. I recommend using what appears to be open recruiting methods, but then filtering though the applications to find applicants with the desired KSAO's. This will also aid the organization in maintaining their EOE status, by allowing anyone to apply. The recruitment methods to be used can be advertising in local and regional newspapers, radio, and television, posting opening to the company website, employee referrals, job agency, and in-store kiosks. Tanglewood should do away with paper applications.
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: *
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.
External recruiting can be expensive, and hiring internally provides an avenue to reduce this cost. Not having to place recruitment adds in newspapers, magazines, professional journals, or purchase web space and television or radio slots can save a substantial amount of money. Small firms with limited resources may not be able to afford such external recruiting and may have to recruit internally to fill job vacancies. Less costly methods such as word of mouth and posting a notice of a vacancy on a bulletin board or the company intranet may be cheaper and more practical. Companies that use a human resource information system may search an employee database for possible candidates as well.
Some businesses are completely closing their doors. It doesn't help that the effects of unemployment spill over into other areas of the economy. When people are can't find work, they have less disposable income causing a lower demand for nonessential goods and services. With drops in spending by consumers, businesses may be forced to look at ways to cut costs in order to keep their doors open. One way to reduce expenses is to lay off more workers, resulting in a seemingly endless cycle as even fewer families are able to spend money to regenerate the companies’ business levels.
We absolutely must improve our service and support. In the next few pages I will propose a plan to improve the overall ratings of our customer service in stores and online. Proposal to Improve Customer Service When we talk about customer service we all remember that one instance that was either good or bad, most of the time, it was the bad service that we remember. Our society today is fast-pace and most people, especially those in the retail field, do not have enough time to spend with each individual customer. Most companies have cut the sales force because of the unstable economy.
In order to be competitive and also profitable, companies need to find ways to reduce or eliminate costs associated with routine and repetitive business transactions. Those transactions often fall in the areas of purchasing, billing, accounts receivable, and accounts payable. It is in these areas that the confusion caused by translating part numbers is most noticeable. Time spent translating one part number to another part number for the same item adds very little, if any, value to the transaction. The errors that result from errors in translation are the cause of many problems in invoicing and making payments.
From a standpoint of a shopper I would evaluate the store as a confusing mess that seemed like a sale every time one shops. Sales are advertised but employees don't necessarily push the sales. The management goals reflect the employees' goals to let the products sell themselves. This hurts the company knowing that consumers can shop products on a "take it or leave it" attitude. Most people are aware of the lack of customer service Best Buy does not provide.
For all to be open to opportunities, to be treated fairly and respectfully, have rights and equal status in society and for all to reach their full potential. Diversity is to value that we are all unique and yet similar. We have different needs, interests, learning styles, language and personality etc. Inclusion is to incorporate all of the above into our environment to participate in play and learning, to promote positive outcomes and the opportunity to grow and develop, to feel valued and empowered to succeed. Within the work setting I take the Role of General Manager to a team of 30 care workers and 50 service users I come into contact with social workers, district nurses, visitors, parents, carers, children and other professionals on a daily basis.
We offer the opportunity to be connected to something bigger, and become the very best you can be." Recruitment and Selection (for retail): An application form must be filled out and taken to the store. If they have a vacancy and the applicant meets their criteria, there is a phone-call interview at first and then a face to face interview. The next stage is an invitation to spend time in-store to complete an ‘on the job experience’. The applicant will spend two to three hours with the store team, carrying out the type of duties they may face daily in the role.