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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.

Every business in the global market has to have some sort of staffing strategy in order to be successful. Tanglewood Retail store is one of the big and puplor retailers among 12 regions locally and ovbersees. After I examined the report that you provide me with, I have analyized the stafffing strategy decisions as below with my recommindiation.

Chern’s also has a history of promoting from within, thus viewing employees as long term investments. With the autonomous nature of each store, the company must put a certain amount of stock in the acceptance of other ideas and best practices. Knowing this, and wanting to maintain the culture that has built their success thus far, the staffing strategy starts to come into a clearer objective and focus. The HR Strategy and challenge to acquire, develop, and retain an employee base that has long term career goal and is diverse based upon the demographics of each of the markets that the corporations has stores located. The Staffing Strategy to recruit and hire based upon the model of looking for employees that will be invested with the company on a long term basis and diverse based upon the various market demographics, will require at minimum some form of centralized HR administration to oversee the corporate objective, legal compliance, retention of top performers and mentoring at all levels within the organization. All of this to be done naturally while holding a high ethical standard and treatment of its employees on a fair and consistent basis.

After conducting a thorough analysis of the future labor demands for the retail industry, and studying environmental factors affecting those demands, I have combined historical statistical data, the mission of the company, and EEO requirements to obtain a recommendation for future hiring strategies for Tanglewood. I have attached the results of my study, which will provide your company with detailed statistics and suggestions to meet your hiring goals, while still maintaining the company’s original culture. Please contact me with any questions regarding the information provided in this report or any of your

The labor market of the Pacific Northwest indicates a high unemployment rate, and therefore difficult environment for individuals to find new jobs. There tends to be a consistent supply of qualified individuals in the urban markets of Seattle and Spokane, however it is difficult to recruit these college-educated individuals into entry-level positions in a retail environment. Retail stores tend to have a reputation of requiring long hours of work, including weekends and holidays, with little compensation. It is difficult to hire individuals that are willing to start in an entry-level position and work their way up over the years into managerial positions.

Most stores have been in existence for 10 or more years, and were indirectly managed by either Emerson or Wood when they were first established. Because of this stability, the estimate for the coming year‟s labor requirements is identical to the current year. So, for example, they currently have 1,200 individuals working as shift leader, and expect to need 1,200 individuals to work as shift leaders for the coming year as well.

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.

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

Also, diversity seems to be an issue as well. The company currently has 135 employees (94 males and 41 females; 115 white; 14 black; and 6 others). Salaries are top heavy, in that top management’s salaries are extremely high compared to the lower level employees. There are no job descriptions for any management positions. Therefore, job descriptions need to be written, and supervisory training should be provided as well, so managers will be more efficient and effective in managing their staff, which in-turn will reduce the turnover rate which has increased each year for the past three

And finally, on February 1st, Starbucks Coffee Company opened its first store in Vietnam at the New World Hotel in downtown Ho Chi Minh City. The company has studied Vietnamese market since 1991 and made VERY, VERY careful steps when entering this market. The only partner licensed to operate Starbucks stores in Vietnam is Coffee Concepts Vietnam, a subsidiary of Hong Kong Maxim’s Group. The signing with Coffee Concepts Vietnam will maximize the growth potential of Starbucks in Vietnam as the partner has experience in managing 130 stores in Hong Kong and China. Starbucks’ strategy is to bring unique coffee experience to customers at its stores. Besides, Starbucks will boost the localization of stores in its business strategy in Vietnam to make Starbucks stores the third destination for local people, following their home and office. “Starbucks provides much more than just the best cup of coffee, we will offer a place where people come together, connect with family and friends and celebrate the local Vietnamese coffee culture and heritage”, said Jinlong Wang, President of Starbucks Asia Pacific. Now let us begin our SWOT analysis. One of my team members, Lan Huong, is going to show you some strengths of Starbucks Coffee Company.

There are several key issues which encompasses recruiting and hiring of skilled labours to attend well-developed training programmes such as exceptional retail audit system, cutting edge product

Their solution was ATLAS, Ann Taylor Labor Allocation System which would compare sales associate’s performances in categories such as average sales per hour, units sold, and dollars per transaction. The idea was to give more hours to its better-selling sales associates and fewer hours to those poorer-performing associates. What happened was ATLAS scheduled the best associates frequently for shorter shifts during its busy periods and its poor-performing associates for short shifts just once or twice a week during the slower periods. This caused resentment between employees and animosity towards ATLAS and because of the scheduling associates began to steal sales and clients from each other. Yet employee turnover did not increase which may have been due to most of its work force being part time. It has yet to be determined how this scheduling will effect customer satisfaction.

Old Chang Kee (OCK) commenced its commercial history as a café in 1956 in Mackenzie Road, and had been prodigiously known as offering “Rex Curry Puff”. Han Keen Juan, had determined to buy over the brand and further establish a MNC for OCK. With the objective to produce high-quality hygienic curry puff with favorable flavor, a standardized manufacturing process and merchant vision was implemented to achieve speedier merchant success. In 1992, as a Managing Director, William Lim took in control of the corporation and introduced innovative thoughts, marketing strategies, and management to capture the fast-changed client tastes. (Oldchangkee.com, 2016).

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

Staffing has been an important aspect in all types of organizations’ development. More and more companies have noticed a good staffing plan could increase productivity and reduce operation costs in terms of lower turnover rate and transition costs. Good staffing could be able to minimize cost in order to maximize profit, because it could assist the company to stay more competitive within the industry. According to the definition by Dr. Green, “staff is the process of identifying work requirements within an organization; determining the number of people and the skills necessary to do the work; and recruiting, selecting and promoting the qualified candidates. It is the selection process of