Case Study of Tanglewood: Centralized Human Resources
Keller Business School of Management HRM 594 Staffing Organizations Dr. Burnell Carden
August 4, 2013
Introduction:
Tangelwood has recently centralized Human Resources (HR) in order to reach its objective and ensure a sustainable organizational culture while implementing a recruiting strategy among the four regions of the company. They are committed to employ satisfied employees who will spread the word about the organization and its performance. However, given the high turnover, which is the nature of retail stores, Tanglewood is up to the challenge of recruiting and redesigning in order to impact the company’s strategic objectives of lowering its turnover rate. Tanglewood will have to look closely at what recruiting activities can remain at each individual store and what recruiting activities should remain at corporate. The purpose of this report will look at ways to analyze data that has been gathered concerning the costs associated with each recruiting method that has been identified by each region and how to build a centralized strategy that will benefit all of Tanglewood stores.
Recruitment guide for Tanglewood Store Associate Recruitment is the process of attracting individuals in sufficient numbers and qualifications by encouraging these people to apply for a new job. A clear recruitment strategy for each position in the company will help create consistency in hiring practices. A recruitment guide for the position of store associate will help in recruiting across all regional stores, and help each store focus on key behaviors and a culture that the company wants to drive and is shown below.
Recruitment guide for Store Associate, Tanglewood Stores | | | Position: | Store Associate | Reports To: | Store Manager | Qualifications: | Minimum High school or above
Previous experience in retail preferredCustomer Service Skills | Relevant Labor Market | Western and Eastern WashingtonNorthern and
August 4, 2013
Introduction:
Tangelwood has recently centralized Human Resources (HR) in order to reach its objective and ensure a sustainable organizational culture while implementing a recruiting strategy among the four regions of the company. They are committed to employ satisfied employees who will spread the word about the organization and its performance. However, given the high turnover, which is the nature of retail stores, Tanglewood is up to the challenge of recruiting and redesigning in order to impact the company’s strategic objectives of lowering its turnover rate. Tanglewood will have to look closely at what recruiting activities can remain at each individual store and what recruiting activities should remain at corporate. The purpose of this report will look at ways to analyze data that has been gathered concerning the costs associated with each recruiting method that has been identified by each region and how to build a centralized strategy that will benefit all of Tanglewood stores.
Recruitment guide for Tanglewood Store Associate Recruitment is the process of attracting individuals in sufficient numbers and qualifications by encouraging these people to apply for a new job. A clear recruitment strategy for each position in the company will help create consistency in hiring practices. A recruitment guide for the position of store associate will help in recruiting across all regional stores, and help each store focus on key behaviors and a culture that the company wants to drive and is shown below.
Recruitment guide for Store Associate, Tanglewood Stores | | | Position: | Store Associate | Reports To: | Store Manager | Qualifications: | Minimum High school or above
Previous experience in retail preferredCustomer Service Skills | Relevant Labor Market | Western and Eastern WashingtonNorthern and
References: Tangelwood Casebook to Accompany Staffing Organizations, 7e Electronic reference by Harris Freeman and George Gonos. Retrieved on July 7, 2013, from http://www2.potsdam.edu/gonosgc/Regulating.pdf