Tanglewood case 3

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.

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.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

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.

Recruiting inside the organisation has both pros and cons, some of the benefits would be knowing what the person is already capable of in the job and if they are open to learning new things, how well they do in their position already and how motivated they are towards their job. There are also negatives about recruiting from inside the work place, the employee could feel overly comfortable and friendly in the job and with their colleagues resulting in them not being motivated to do work.

One primary source of information for immediate labor availability at Tanglewood is their internal labor market. Table 1.1 shows that Tanglewood has used internal promotions to fill many openings for the department manager, assistant store manager, and store

(#1)Currently Tanglewood uses two selections methods when hiring new employees. The first is an application. On the application, applicants provided some basic information about themselves such as contact information, their employment and education history. Once the application has been submitted the forms are reviewed by the Assistant Store Manager for Operations and HR. At that time a brief interview is conducted. If applicants make it past the initial interview they are then considered candidates. Next a more in depth interview is given and candidates are asked questions regarding their previous work history, their philosophy of customer service and teamwork. Although questions are formalized there are no keys for managers regarding what the “right” answers.

The following will discuss the Human Resource functions of Tanglewood Stores. The paper will discuss the staffing strategies required by Tanglewood in order to maintain its corporate culture and niche market while remaining competitive. The paper suggests strategic staffing decisions regarding the nine staffing levels and four factors of staffing quality.

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

With reference to Exhibit 1.7 in the textbook, I think that of the staffing quantity and staffing quality strategies listed; that developing talent, internal hiring, and exceptional workforce quality are the fundamental strategies to implement. By utilizing these differentiation strategies, Tanglewood would continue its strong culture. Tanglewood must differentiate themselves from their competition; companies like Target and Kohl’s. Tangelwood can accomplish this by having the best staff that delivers a positive experience their customers, thus, making their store standout from their competitors. These strategies will help maintain a positive work atmosphere and build a strong relationship among

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.

Staffing agencies are more open when recruiting applicants, because the staffing agency can train any individual from any target group to do the specific jobs they will be hired to do.

Open and close cash registers, performing tasks such as counting money, separating charge slips, coupons, and vouchers, balancing