Analyzing the relevant leadership behaviors 5. Advertising, Attribute, Cognition 339 Words 2 Pages Tanglewood Case 3 1. Decision making, Decision theory, Employment 2290 Words 6 Pages Disparate Impact In evaluating the recruiting and hiring practices of Tanglewood for a potential disparate impact claim, we need to look at the historical flow and concentration statistics to see if there is an adverse impact possibility. Introduction Like other retailer organizations, Tanglewood experiences a constant need for new employees due to the rate of turnover, and therefore recruiting efforts remain high. I believe by developing talent from within the company supports this type of strategy.
First Acquiring talent from other companies costs more money. I think Tanglewood should stick to its internal promotion strategy to fill the needs for the store manager positions. Acquiring from within is always a good way to maintain a productive workforce. Hire Yourself or Outsource This is a tricky question, but in my opinion it makes. We really think that by decreasing the number of employees and increasing the responsibility staffing, training in each department will make the work atmosphere stronger and job performance will be done in a shorter time and also saving money for the company. The store also distinguishes itself by simple, elegant design concepts for the store and their in-house products.
We will look at the. Having an open recruitment process allows for all that apply a fair recruitment process because everyone that applies is considered qualified for the position. It is an important matter to accurately. Affirmative action, Affirmative action in the United States, Future 708 Words 3 Pages 1. Well there are three major steps in the performance appraisal. One way we may want to go about hiring an exceptional workforce may be to hire motivated, intelligence college graduates.
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. Tanglewood believes in adding value to its employees because in return the organization will gain an exceptional workforce. Through advertising in local papers, we could reach a large number of individuals at a low cost. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Employment, Goal, Management 719 Words 3 Pages discuss the Human Resource functions of Tanglewood Stores.
This report looks at the Tanglewood strategy and goals for the future, the two key elements of staffing decisions, namely staffing levels and staffing quality, to come up with recommendations on these elements which will help Tanglewood. Tanglewood is a chain of general retail stores which features items such as appliances, clothing, electronics, and home decor. Department store, Human resource management, Human resources 935 Words 4 Pages 1 2 3 4 5 Exit Previous year 1 Store associate 0. However open recruiting is a perfect method for sales associates as these position are usually filled with a higher level of diversity. Staffing is essential in the life of a company. New employees without retail experience, even those with college degrees who are targeted as having management potential, spend a period of time working in the store as an associate.
We must keep in mind that associates are often the face of the company because they directly interact with customers. Tanglewood Retail Stores is one of the largest retailers among 12 regions locally and oversees. Acquire or Develop Talent 2. Hire yourself or outsource Tanglewood should hire themselves. Tanglewood needs someone who can adapt to the agile requirement of the company and changing business world. For example W4-Rick-Kwan A 10% grade deduction if you failed to abide by this requirement.
With the large staffing in Tanglewood human resource has to put a plan to distinguish the good from the bad employees. Another method which should be important to Western Washington is job services. She is a size 20 and would like to be a size 16. Therefore, Tanglewood must attract the top talent at the store associate level so they can promote them to higher level positions. Hire or Retain In our opinion, Tanglewood should focus on retaining their employees and develop their talent and skills instead hiring new ones.
Customer, Customer service, Employment 1098 Words 5 Pages Christian April 6, 2014 Wk 2 Dropbox Assignment TangleWood Case 2 Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Identifying the stakeholders and leaders involved 4. The following will discuss the Human Resource functions of Tanglewood Stores. How would you handle an employee if they were habitually late reporting to work everyday? Expanding and well staffed will be the result of the human resource doing a good job. Staffing Organizations 7 th edition. Staff that have a variety of knowledge and experience will serve best at this company. Costs, Variable cost 994 Words 2 Pages Tanglewood Case 4 Recruiting Based on the case, Tanglewood is in need of entry level positions due to the turnover rate the company experiences.