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.
Supplier Bargaining Power: High – By having a great deal of raw material available gives the suppliers a big advantage over their competitors. The majority of businesses in the industry have numerous suppliers to choose from so they can make sure that what they are getting is the best material for a cost effective price. Potential New Entrants: Medium - The possibility of having new clients that will enter the market is pretty low due to the fact that the big businesses are already in existence in the market. It isn’t likely that a loyal customer of the big company will switch to new the company. They will need to create a completely new product that has a better design and quality as well as a better price.
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: *
Table of Contents Tanglewood Case 3 2 Recruiting Guide-Sales Associate Purpose…………………………………………………………………………………….3 Link to Tanglewood Code Principles and Indicators……………………………………..3 Recruitment………………………………………………………………………………..4 Role Job/Analysis………………………………………………………………………….4 Role Profiling/Job Description Writing…………………………………………………...4-5 Competencies……………………………………………………………………………...5 Process……………………………………………………………………………………..6 Attraction………………………………………………………………………………….6 Internal/External Candidates………………………………………………………………7 Advertising………………………………………………………………………………...7-8 Applications………………………………………………………………………………..9 Selection……………………………………………………………………………………9 Assessment Methods……………………………………………………………………..9-10 Offer and Due Diligence Checks………………………………………………………..10-11 Expenses…………………………………………………………………………………..11 Induction………………………………………………………………………………….11 Open v. Targeted Recruiting……………………………………………………………...12 Data Table Summary……………………………………………………………………...13 Northern Oregon………………………………………………………………………….14 Tanglewood “Bottom Line” Metrics……………………………………………………...15 Proposal Paragraphs………………………………………………………………………16 Works Cited………………………………………………………………………………17 Purpose of this guide Tanglewood Case 3 3 This guide offers guidelines to those responsible for developing a recruitment and selection policy. It aims to provide a brief introduction to the subject and suggestions based on recognized good practice and the experience of those within the organization. The guide examines the various elements that might be included in a recruitment and selection framework and some of the questions that an organization may wish to address as they develop their approach. We do not aim to replace specific legal advice and all HR practitioners and managers involved in recruitment and selection are strongly advised to make sure they are aware of the legal frameworks within which
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.
Threat of the new entrants: Industry with higher returns would attract many new entrants which would increase the competition and reduce the profitability of existing players. In this sector margins were very high with Calyx &
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.
HR insures employees are held operationally accountable for keeping a balanced focus on customer service, expense control (theft prevention) and keeping products in stock” (Bergdahl, 2010). Wal-Marts spend a considerable amount of effort trying to make employees feel like they are part the company because they are valuable assets to solicit new ideas. Wal-Mart is continuously expanding that is why they are on the look-out for the best candidates, as a result of their global reach; there are a lot of job openings worldwide. There are two ways in which Wal-Mart recruit, internal and external recruitment. Wal-Mart recruitment uses both of them depending on the situation.
That’s why we look to people like you to help us get there. We o er great bene ts, salary packages and further career opportunities to those who make the grade. Our standards are high and the training is hard, but our work environment brings out the best in people and puts their energy to good use! Applications All applicants must apply through the new electronic application system available through links at the Hydro One (www.hydroone.com), the Power Workers’ Union (www.pwu.ca) or the Trade Up for Success (www.tradeup.ca) websites.
Each section covers the latest information about relevant issues. Each section also provides tips and suggestions that will help you function effectively and ethically in today’s fast-paced, information-laden workplace. 1-1a The Importance of Communication Skills to your Career Success * Why are communication skills important for job applicants, even in technical fields? Surveys of employers consistently show that communication skills are critical to effective job placement, performance, career advancement, and organizational success. In making hiring decisions, employers often rank communication skills among the most requested competencies.