That will keep the morale and participation from employees high. Core vs. flexible hrs As reviewing some of your files I also discovered that one of your founding principles is to have core workforce. I believe that a mixture of core and flexible workforce is essential in the retail industry. By having a core workforce your are eliminating potential good candidates from applying to your positions. People who go to college usually look for flexible employment which lets them work and go to school; with these kind of employees you have potential college graduates who can decide to stay and grow with your company.
In the article titled, “Going for the Look, but Risking Discrimination,” by Steven Greenhouse states that many retail companies are continuously searching for workers who are sexy, sleek or simply good looking to enhance the image of the company. Greenhouse begins by explaining that applicants must be attractive to get hired. The author continues by discussing a number of lawsuits that have been filed based on discrimination. He explains further that the most common goal among business is hiring workers to project an image. Additionally, the author describes that hiring only those with good looks can run into antidiscrimination problems.
For external recruitment we only advertise with displaying applications for hire in the windows at the store and also through the drive-through window. Once the recruitment process begins to draw potential employees to the store, the selection process can begin. The employee selection process is one of the most critical processes in the HRM area. The decisions made are lasting and can have an effect on the reputation of the company. Poor hiring decisions can have significant consequences on smaller companies who can not afford these types of mistakes.
MKT 421 Marketing Week 2 DQ 2 What is competitive intelligence? What is the importance of competitive intelligence and analysis in modern-day marketing? How can a company’s marketing organization ensure that it is able to identify newly emerging competitors in time to plan and execute an effective marketing strategy in response to these competitors? MKT 421 Marketing Week 2 DQ 3 What are the different types of buyers and consumers? How does the type of buyer or consumer affect marketing strategy?
As a staffing agency, we should find candidates for businesses that are in need of staffing for the following areas- temporary staffing for the season, long-term staffing services or even a temporary candidate who may qualify later on to permanently work for you. Our company will need to find candidates for every job sector out there, in order to raise enough money for costs. It is important to not limit the work we can find; otherwise the staffing agency will diminish before we know it. Start-up costs are always higher for staffing agencies, so we have to figure out a good geographical location, one of which does not have several other agencies close by. Obviously the higher skilled the jobs we look for are, the higher the salaries of employees will
The preferred method of recruitment is to go to CareerBuilder or Cal jobs and pull resumes that are stored in a database. By virtue of job applicants applying for previous positions, their resume information is saved and resold to firms like mine for a small fortune. This changes the dynamics of the game because job applicants go from being the hunters to the
These types of employees are willing to “start at the bottom” and accept the starting wages of the sales associate position. For many, this isn’t a career choice, but rather a time filler or stepping stone for building their future careers. The various methods for the recruitment of sales associates would be employee referral, media advertisement, job agency, company website, and store kiosks. Employee referrals are when an employee refers “people they know to their employer for consideration” that they feel would make good a good addition to the Tanglewood team (Block 220). This type of recruitment is more of an open recruitment.
Targeted recruitment approach is one whereby the organization identifies segments in the labor market where qualified candidates are likely to be. (Heneman & Judge, p. 214 2009). Targeted recruiting isn’t a reasonable method for Tanglewood because the qualifications aren’t specific enough to only source in certain groups. However open recruiting is a perfect method for sales associates as these position are usually filled with a higher level of diversity. The targets for Tanglewood recruitment should be directly matched with candidates with similar knowledge and experience.
6 Social Responsibility within Company Q Social Responsibility within Company Q Daniel R. Beckerman Western Governors University WGU Student #000322976 For any given business, the greatest potential for revenue growth can be found through a mix of focusing on providing for the shareholders, as well as thinking of the stakeholders as a whole. This means focusing past short term profits and creating a plan that demonstrates a measure of social responsibility. Business reputation goes a long way towards creating how large a company’s customer base is going to be, and giving the appearance of not caring about the community can lead to a loss of customers and a loss of additional revenue in the long run.
When a company requires a person to fill a job they could have an open position for they will seek the best person for the job. If this entails a certain level of education or a certain skill the company will have to assign a higher rate of pay. A job that does not require a high level of education will allow for a lower rate of pay. Even though the internally consistent compensation system can be a wonderful thing to add into any company it can pose a big challenge to the companies competitiveness. This system that is founded on the job analysis has lead to a formal structure job descriptions which is how the pay scale the company uses is put in place.