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.
confident people, better lives, good business.. QCF - Qualification Credit Framework (formally known as NVQs) in Cleaning & Support Services are nationally recognised qualifications, which show that individuals have the practical skills to work in the industry. They are based on national standards set by the industry for the industry and are recognised by employers as proof of ability and competence. QCF in Cleaning & Support Services assess actual job competence. Assessment takes place in the workplace and for the many thousands of people working in offices, schools, hospitals and factories all over the country they offer the opportunity to gain qualifications while at work. QCF in Cleaning & Support Services are awarded by assessment and awarding bodies such as City & Guilds and EDI and are available with B-Skill at level 2.
Their employees are very good at what they do; they perform their tasks in a timely fashion, and work efficiently and effectively to get the results that they promise their clients. On their website, you can find a long list of satisfied customers and their specific comments that they have left for the company. Since J.L. Nick offers a wide variety of services, the comments praise the company and its employees in terms of conducting consultations in a very timely and professional manner. Their clients have been very impressed when they worked with the company to help them through transitions or when they assisted in helping an employer recruit potential employees for various positions.
According to CEO Thom Crosby, Pal’s success has been created through high expectations and frequent measurement. The company gauges its success through various metrics such as peer review scores, employee turnover rates and guest satisfaction marks. Employees are given very clear direction and are assessed frequently in order to keep operations as lean and efficient as possible. These are all characteristics that contribute to a structural management frame. Pal’s is continually striving to become more lean and efficient within all areas of the business, especially operations, human resources and sales.
In John Lewis, as a department store this is important as they have lots of staff and customers so each section manager has their own team they are responsible for this ensures that each part of John Lewis is functioning well. The section managers responsibilities would include: Making sure their section is running smoothly, making sure that there are enough inventories for the shift, be certain that the line in their section is in proper mechanical order, assure that they has enough line workers to complete the amount of work required for his shift, accommodate or improvise any shortages in staff due to vacation, illness, or personal difficulties, Confer with other section managers in order to assure that each section's line quotas are working in line with one another, conduct quality inspections, set production standards for his section and train new employees. In John Lewis, Section managers must keep their section working well so by overseeing this they can ensure that it is operational and working to the best of their abilities and also working around obstacles like a shortage of partners to ensure that their section still meets the target of the day. Also by working with other sections they can help each other out with shortages and ensure that they can all as a collective meet the targets of the day. One of John Lewis most stressed aim of its partners is teamwork so by working together as collective section
“at Ensign our caregivers are the best.We have a team of innovators-our nurses, therapists and other clinicians are professionals at the top of their game, who are genuinely committed, remarkable caring and wholeheartedly compassionate.”(Ensign, 2011 ) Stars are products with high market share and high growth rates. (Berkowitz,2011) At the Beatrice Manor I would say that the resident and families are the stars. The reason I say this is because we use our resident and families as a marketing tool. They provide use with many referals to keep the organization with new residents. If it where not for the resident the organization would not be running today.
Furthermore, Starbucks is well-known for its service and connection to their customers, and it can be seen due to the culture of the human resource management of the company. This can be seen in the service of the cashiers and other staffs of every store of the company in every locations, most of them are closed and know the customers, that gives them the atmosphere and environment that they belong and comfortable. Furthermore, the company is also offering good management in their human resource by giving them good compensation and comprehensive benefit package, employee training and employee stock plan and stock purchase plan. All of the said factors are the solutions and plans of the company in order to achieve their primary objective, which is to establish their company as the most recognized and respected brand in the globe (Starbucks Coffee 2008). This can be done by maintaining the loyalty of their customers worldwide, by giving them what they want and need, as well as continuing its expansion in different part of the world.
------------------------------------------------- A Brief Description of Ancient Egypt ------------------------------------------------- ------------------------------------------------- Ancient Egypt was a civilization of North-eastern Africa, concentrated along the lower reaches of the Nile River in what is now the modern country of Egypt. The history of ancient Egypt occurred in a series of stable Kingdoms, separated by periods of relative instability known as Intermediate Periods: the Old Kingdom of the Early Bronze Age, the Middle Kingdom of the Middle Bronze Age and the New Kingdom of the Late Bronze Age. Egypt reached the pinnacle of its power during the New Kingdom, in the Ramesside period, after which it entered a period of slow decline. Egypt was invaded or conquered by a succession of foreign powers (such as the Libyans, Nubians, Assyria, Babylonia, Persian rule and Greece) in the Third Intermediate Period of Egypt and Late Period. In 30 BC, it fell to the Roman Empire and became a Roman province.
FS put in place a worldwide reporting structure with clear roles and responsibility (exhibit 4). This structure helped communication and issue reporting amongst the management chain thus improving efficiency. For FS, leading organization was not only about quality of staff management, excellence in service and profitability of business but also about enhancement of more specific values such as modesty, compassion and discipline improving customers satisfaction. Uniform standards. FS developed the seven “service culture standards” to be followed by all staff all over the world at all times.
I have always been interested in retail and what it entails. Going behind the scenes and interviewing a manager at one of the biggest retail companies gave me the opportunity to enrich my knowledge what process are undergone on a day-to-day basis as a manager of such a company. It taught me that they is a lot of decision makings, team work, thought processes that is done in order for things to appear the way they do. I interviewed a manager at Guess by Marciano in Waikiki by the name Ursula Tuzon. She was a very nice young lady who showed a lot of enthusiasm for her job.