The Home Depot Recruiting Plan

Home Depot is a leader in the home improvement retailer industry. While many companies are falling behind Amazon and Walmart, Home Depot continues to beat its earnings estimates and attract investors. This part of the report will analyze the core competencies, strengths, and weaknesses of Home Depot to give insight into its recent successes and interpret possible downfalls.

Tanglewood has organizational plans to staff open store associate positions on an ongoing, continuous basis. The first stage staffing plans must take into consideration is recruiting from the labor market. Tanglewood management team must clearly consider the different methods available as well as the associated cost benefits of each. This case study will provide Tanglewood with a recruitment guide for its open store associate position, describe the best targets for its recruitment, estimate the yields and costs of each method, and finally offer proposed recruiting messages. The organizational date provided was used to determine what Tanglewood’s best method for recruiting are.

In a way it gives these employees an unfair advantage compared to employees being recruited in other ways. If managers are making it a goal to find qualified new hires, it is best if they use kiosks or staffing agencies rather than a method of relying on referrals.

Like many retailers, Tanglewood experiences a stable rate of turnover, and thus recruiting efforts remain high. The methods used by Tanglewood vary from many regions in which they serve, and by gauging these methods we are able to optimize and perhaps unify company operations. By reviewing the recruiting methods used by Tanglewood, we will be able to devise a guide that can be functional along with Tanglewood developing recruiting services which reflect Tanglewood’s unique personality. Please see the recruitment guide below.

Clapton Commercial Construction has made the decision to expand to the Arizona area from Michigan. With increasing their team force by 20%, securing talent and qualified personal will be a task of its own. This paper will touch on some of those strategies for recruitment as well as the impact of the organizational diversity on the organization. We will also consider any laws for recruitment and selections keeping in mind the environmental differences between Michigan and Arizona.

The following report is phase 3 of the Tanglewood recruitment process consultation. The following report has six sections the first of which is a recruitment guide for store associates this can also be used as a template for other roles at Tanglewood. It also includes an analysis of methods of Tanglewood’s recruitment and acknowledges them as either open or targeted recruitment strategies. The next section includes an analysis of appendix B in the Tanglewood case book. The report also addresses the Northern Oregon Division’s concerns about referral programs. It also addresses the concerns of the Tanglewood top management about the recruitment method metrics. The last section discusses the pro’s and con’s of the targeted, realistic and

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.

The objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively.

In today’s organizations, the approach to the labor market is very important and detrimental to the success of the organization because of this every step should be strategically plan. The Department of Veterans Affairs is very successful in this area because their hiring and training processes are part of their best practice policy, which also give the organization a competitive edge. Being that the Department of Veterans Affairs are such a large organizations and their current tactics focus of the quality of candidates skills, level of education per position, and maintaining long- term sustainability . This paper will examine the process that the

Marketing Plan: Phase IIntroductionThe Home Depot is a well respected company leading the do-it-yourself home repair market. In the demand for better service, Team A has identified a potential project to augment the services provided to customers. This paper will identify the Home Depot Company and its values; define the proposed project; examine SWOTT analysis for implementing the project, and develop a marketing plan.

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.

As the director of human resources in a privately-held, mid-sized engineering and manufacturing firm, one of the most important roles is to develop a comprehensive staffing plan. The staffing plan for this organization should provide details about the strategies to recruit, hire and provide on-boarding activities for 20 new engineers within eight months. The preparation of the comprehensive staffing plan for this firm would require critical consideration because of the location of the company. The engineering and manufacturing organization is situated in a southwestern city with larger than average percentage of individuals receiving several forms of public assistance. In addition to having a school system that is ranked as one of the lowest across the country, the southwestern city has a lower than average number of college graduates. These statistics regarding the city makes the preparation of a staffing plan to be a process that requires critical consideration.

Appropriate staffing can be the key to success for many organizations therefore, the human resources (HR) department must develop a staffing plan. In this paper I will develop a staffing plan for a new division at T-Mobile called Loyalty. Loyalty will consist of marketing, customer service, distribution, and accounting. Specific strategies to recruit the appropriate applicants including the legal compliance of said strategies will be developed in this paper.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

Even though they were growing fast, they faced few problems which include staffing and decrease in sales. Staffing has become a major issue in the company, since there were locations that have buildings but no employees. This problem in hiring the right employees that meets criteria of the