Tanglewood Case # 3 Analyze the information from the recruiting data and prepare a report showing the results of the analysis for your director. 1. Start by developing a recruitment guide like that shown in Exhibit 5.3 in the textbook. Note that the current situation differs from the example provided in the book because there is no specific timeline for hiring; this is a continuous recruiting effort because even as positions are being filled, new positions are becoming available. It is also different because Tanglewood does not have a specific list of minimal educational requirements as qualifications.
MERCY COLLEGE ASSIGNMENT Tanglewood Casebook Case Study 3 Answer Question 2,5, and 6 DATE: 06/13/2015 Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted,” whom do you think they target? From what I have read most of Tanglewoods recruitment methods are open. Having an open recruitment process allows for all that apply a fair recruitment process because everyone that applies is considered qualified for the position.
Then it goes through the history of character ethics and how society seemed to have lost these ethics to personality ethics. It shows the usefulness of the character ethics techniques in either your business or personal life. If you are not really looking to make a change in your life it will be tough to get through all of the first sixty two pages. This book takes you through numerous steps in each of the seven habits. The author makes no promises of an easy fix to anyone.
Muhammad Qureshi Jeff Nowakowski Phase II: Southwest Current Assets: Accounts Receivables a. Analyzing Receivables: There is limited information about the bad debt expense or the allowance for doubtful accounts on Southwest’s 10k. According to the 10k, accounts receivables are carried at cost and the allowance for doubtful accounts was immaterial so the company did not provide figures for the account. The largest source of accounts receivable for Southwest is credit cards companies. These receivables are associated with ticket sales for future travel and amounts from business partners involved in firm’s frequent flyer programs. The fact that Southwest was not required to disclose actual figures on their allowance for doubtful accounts and bad debt expense because of their immateriality indicates that the company does very well with collecting their receivables.
Now one of the responsibilities of the campus recruiter, which is the position Carl holds; is recruiting and thoroughly examining and overlooking the whole process of applications to employ individuals who meet the certain criteria and job description required by ABC, Inc. Carl was assigned an important task from his operations supervisor, Monica, to schedule and organize an orientation for the new hires. As the date for the orientation approached, Carl was struck with an unarranged set of obstacles ranging from lack of completed applications, initial job transcripts, and none of the candidates were sent to the clinic for the mandatory drug screening authorized by the company. In addition, Carl also had to reserve the training room where the orientation will be held, but soon found out that it had already been reserved by another employee for the whole month of June. Carl was expecting to have all the employees established with all the necessary applications and paper work completed to start working by July. After further reviewing the case study, Carl, the campus recruiter has shown his inability to maintain an organizational trait, which in any company, must be a professional obligation.
Case Study of Carl Robins Case Study of Carl Robins Carl Robins, the recruitment manager, was tasked by Monica Carolls, the Operations Supervisor to recruit new employees. Carl successfully recruits 15 new trainees to work for Monica Carrolls, the Operations Supervisor. Carl did not discuss with Monica current problems, he also did not did not follow up on the status of the new trainees, he also did not check on the trainee’s paperwork, mandatory drug screening, and to see if the employee handbooks were complete. Thus, Carl did not do his job, and it seems that he did not receive the proper training for this position. If Carl does nothing, he will lose the new trainees, and he could lose his job, this also will cost the company time and money.
3/7/2013 BUHR 260 Case Study #5 OVERVIEW OF CASE Stacey Hegwine first applied for a clerk/order checker position in Longview Fibre Company’s (Fibre) customer service department in 2001. The advertisement posted for the job and only stated that the company desired an applicant with related experience or education, computer abilities, and demonstrated communication skills; the ad also did not mention a lifting or other physical requirement. It was noted in the court proceedings that Fibre had no documented job description. (Find A Case, 2006) Hegwine interviewed for the position with Fibre employees Carlene Cox and Ron Samples on February 16, 2001, during the interview Hegwine was told that there was a lifting requirement was 25 pounds. Hegwine was offered the job contingent on successful completion of a physical examination, nor was she was told what constituted “successful results”.
Within House of Fraser, they also post web-based information on their website, so that their customers can be quickly navigated to find information such as ‘how to contact us’,’ FAQ’s’, and ‘delivery options’. House of Fraser also use multimedia based information such as TV adverts and Magazine adverts in order to inform their customers of new products, sales and special event days, but also to promote their brand as a whole. The purpose of verbally communicating in a meeting between an employee and the employer is essential, as the employee can receive information such as sickness, wages or productivity, in a quick, direct manor. It is also the most professional and polite way to pass on information that is both personal and informative to the employee. The purpose of writing information in a letter in the situation of notifying their customers of new products that are available in-store enables each customer to feel special as well as providing the information in a format that can be referred to, in a professional manor.
Personal and Career Development Programme Assessment As the placement advertisement (see Appendix A) did not advertise a specific job role and instead asked the candidate to send an application for the job role(s) they were interested in there were three main job roles that were applied for in the one application - Business Analyst Trainee, Digital Marketing Executive and Project Support - finance and admin. Because the advertisement was looking for flexible individuals, it was better in this case to apply for more than one job role as it shows job flexibility from the start of the application. One of the aspects of the Business Analyst job role is time management, as 'projects will have a deadline but management of the project is normally the analyst's responsibility' (myjobsearch.com 2013). In the application, time management skills are emphasised - presenting the skills that are required. However they are not specifically referenced as being one of the business analyst's job role.
As opposed to a traditional trial, the aim of the judgment was not to decide the legality, but the responsibility of the business practice in question. Reasoning is based on ethical theories pragmatically applied to the real-life business case. Additionally, the case cites the testimonials of “witnesses”, namely eleven students with relevant experience, who expose the reality of paid intern experience and provide support for the final judgment. INTRODUCTION According to Perlin, the author of “Intern Nation: How to Earn Nothing and Learn Little in the Brave New Economy”, in the reality of an economic downturn, internships has recently become "the principal point of entry for young people into the white-collar world”. Some all well-paid and structured positions, but others aim at cheap or free labour exploitation.