Tanglewood Case 1

Tanglewood would like to formulate a more efficient policy for screening. This is especially important in light of the large number of potential new predictors that have been included in the system as part of Marilyn Anchley and Donald Penchiala’s new procedures. They ideally would like to develop a sequence like that shown in Table 8.3 in the textbook that moves each applicant from the stage of being an applicant to an offer receiver.

“The most successful nations in the future will be those which develop high quality, skilled and motivated workforces and make good use of them.” Government White Paper (1994)

1. Develop a detailed selection plan for this position. In this case, you should determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case, and fitting the selection measures into the plan format as shown in Exhibit 8.2 in the book. The current selection methods are the experience check, education check, Marshfield Applicant Exam, and the Retail Knowledge Test. Do not include the current interview as part of the selection plan.

are treated in accordance with Theory Y, they will be motivated and committed to the organisational

Similar to the state job services, utilizing a staffing agency is a targeted recruitment effort. Essentially, Tanglewood would be outsourcing it recruitment process to the staffing agency. This type of recruitment would target applicants that specialize in the retail industry. A benefit to outsourcing it is that the employees provided are temporary, allowing Tanglewood to hire permanently only those that best fit the organization. A staffing agency would provide Tanglewood with a smaller, specialized, pool of applicants.

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

| Gives detail about past experiences, issues that arised, how he handled them, and the outcome.

This is placed within the person specification to notify what skills and knowledge the organisation would rather the candidate have, such as communication and people skills. The skills noted in the person specification usually relate to the nature of the job role.

For the store manager group, you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report:

Knowledge- A degree of a PhD or higher in Human Resource Management would be a requirement in this area. Knowledge in a KSAO is typically measured in degrees

According to the text, if Tanglewood wants to achieve a full acquisition strategy then Tanglewood is going to have to acquire new talent. This seems to be the best strategy for Tanglewood because it is already evident judging from the case that there is an inconsistency in management styles between toe original stores and the newly acquired stores. The

After analyzing the data and performing an environmental scan it is clear that the demographics of Spokane, Washington will present you will problems filling vacancies based on the Equal Employment Opportunity requirements. Spokane is the second largest city in Washington and according to my research 84% of these people are white. The next largest minority group, Hispanic, is only at 5% and the third largest group is mixed races which is just 3.8%. As you can see Tacoma, Washington is not very diverse and finding the enough competent employees from minority groups may be difficult given the fact that there are

Internal hiring is a better strategy for Tanglewood than external hiring because it allows everyone to start at the bottom as an associate and work their way up in the company. Using this strategy allows the company culture to flourish. Each employee must understand the culture of the business by starting out as an associate and learning how the company operates and about its culture. Exceptional workforce quality is a better strategy than acceptable workforce. Tanglewood’s target market is the middle to upper class. The company employs moderate pricing with a strategy of differentiation. They differentiate themselves from the competition by having a large camping and outdoor living area in each store. Having an exceptional workforce quality means hiring associates that will be excited about Tanglewood and provide excellent customer service. Having a strong customer service focus will encourage customers to repeat visits to the store, and enable the company to stand out among the competition as a customer’s favorite place to shop.

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.

1. Describe the internal labor market of the company in terms of job stability (staying in the same job), promotion paths and rates, transfer paths and rates, demotion paths and rates, and turnover (exit) rates.