Tanglewood: Case One Dear Mr. Perrone, after reviewing your company history, values and philosophy I feel confident that I can help you design a better functioning staffing department. Acquire vs. develop talent I believe that since two middle class everyday individuals founded Tanglewood, it is within their philosophy to develop talent within to promote ideas from their own employees and make them feel empowered. As part of my research of your company I found that it is company culture to allow all employees to give their input and suggestions, therefore in order to promote participation employees need to feel that their efforts will result in promotions. Hire yourself vs. outsource When I first began researching your company and
Each person that comes in will have a different view on the business. Utilitzing the core workforce allows the company the consistency that it needs to become successful. This is a easy way to promise customers that they will obtain the same customer service no matter what store they stop into. Hire or Retain:Tanglewood should absolutely work on retaining their associates and developing them. This shows the company ability to invest in their associates and assist with employee relations.
The training program will focus on the new sales strategy and center around the short and long-term goals of the company. Training will provide employees with the knowledge and skills to sale clients a full cleaning service solution versus simply selling products. In addition training will instill the important concept of excellent customer service and how to achieve long-term relationships with clients. The VP and sales manager will mentor the sales force in applying this training and knowledge when working with
I think that being able to connect with your manager as an employee is important, and not having to fear their title will allow them to be more approachable by employees who may present new ideas, and ways to better service our customers. Another aspect of the manager’s job at my company would be to consistently make sure all employees were educated on our software and how it compares to our competitors. Having this knowledge will empower employees to help overcome potential objections by customers and make them a trustworthy source of information.
The strategic plan will help provide better, more targeted service to its clients and will be more specific on how the company will go about achieving company goals. The strategic plan will help Riordan’s executives understand the company’s direction by reviewing past progress and making changes to improve and grow. The strategic plan is an organizational tool that will help keep Riordan on track to meet growth and financial objectives. Need for a Strategic Plan Successful businesses are effective at identifying opportunities for growth and ensuring every manager has the same goals. For Riordan to further strengthen their strategic plan, they can develop a financial model based on their income and cost assumptions they would anticipate under the plan (Mikrut, 2010).
For example two employees will be given a situation where one employee will be required to enact a customer and other will play the role of employee. By enacting the two parties the employees will understand the actual situation that they will have to face while working in the organization. By continuously practicing the different situations the employees will be able to understand their jobs better and provide better services to the customers. Moreover continuous practice before the actual job will prepare them to handle different situations in the
This could be ensuring that all staff is using best practice and everyone is working in the same way. What impact would their be on the service provided by the business, with the change on working methods will the service offered to clients suffer or will it benefit the client. Failing to review the impact of change could lead to failing within a business. It is important when changes are being implemented with in a business that staff are fully trained and supported throughout. Most businesses would have a change manager who would implement the changes.
The quality of services that is an employee gives to a customer is the reason why customers return to the company. “In service firms, where the interface with the customers is broad and intense, all contact personnel must be well attuned to the mission, goals, strategies, and systems of the company. Otherwise they cannot represent their firm well and successfully handle all those crucial contacts, known
SBI POLICY REVIEW RICKEYA BEALE LIBERTY UNIVERSITY ABSTRACT Creating an effective and informative manual for employees to use as a method of better understanding a company and all of its internal and external value, allows for a connection and common ground to be created from upper management down the line to employees. By allowing employees know first hand what is expected of them from the start of their time in the company, helps to instill the goals an mission of a company and allows for insight when grey areas are presented. There are many different aspects that can be discussed in an employee handbook ranging from appearance, benefits, expectations, and even proper on the job conduct. In this paper there are four policies that were most important and stood out to myself as essential ground rules, for a new small up and coming business. With various examples and explanation my research rational and personal philosophy will be
Management – they can offer assistance in training you can be put on to help develop your skills and offer support from the company to help your career progression. 2. Team leader/ supervisors – They observe you work and see you in your work hours they can offer you tips and advice on how to enhance your skills. 3. You – The most important person in providing information and feedback for a personal development plan would be the person who is creating the plan because you have a clear understanding of what you want to do and achieve.