Tanglewood Case 3 1. Recruitment Guide Position: Sales Associate Reports to: Regional Manager Qualifications: At least 1 year experience in retail Basic math knowledge 1-2 years experience working with computers Relevant Labor Market: Varies Timeline: Continuous‚ but in this order: Days 1-6: Conduct interviews with qualified applicants Days 7-10: Targeted hire date Activities to undertake to source well-qualified candidates: Post job openings for all regions
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HRM 301-F1WW Tanglewood Case 3 October 19‚ 2014 Recruitment Guide Position:Multiple Positions Reports to:Store Manager‚ Sales Manager Qualifications:High School Diploma or GED Relevant labor Market:Western Washington‚ Eastern Washington‚ Northern Oregon and Southern Oregon Timeline: Conducting interviews with qualified applicants until all positions are filled Activities to undertake to source well-qualified candidates Employee referrals Local organizations Job Services Media Advertising
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in different departments as needed. This plan should cut cost on training. Hire Yourself or Outsource Tanglewood should begin to outsource for new employees. A vendor that specializes in selection will do a better job with recruiting new employees. The vendor will also be able to verify we are abiding by all equal opportunity laws. External or Internal Hiring It would be better for Tanglewood to hire internally. Hiring internally will not only help to build lasting relationships with our current
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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. Position: Store Associate Reports to: Department Store Manager Qualifications: Excellent Customer Service Relevant Labor Market: Retail Activities to undertake
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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. Tanglewood prefers to promote from within‚ allowing the managerial employees to grow with the company‚ already experienced with the social and cultural environment. This limits the ability to hire an individual directly into a managerial position‚ but increases
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To: Dr. Grace From: Ana Barrientos Date: September 16th‚ 2014 Subject: Tanglewood Planning Tanglewood’s structure has evolved into a structure that is similar to other retail stores organizational hierarchy. However‚ this appearance is deceptive because all employees at all levels of the organization are involved and encouraged to make suggestions regarding operations. This has allowed the company to retain its workforce of committed and qualified individuals. It is an important matter to accurately
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Tanglewood Case 3 Question 1 Position: Sales Associates Reports To: Shift Supervisor‚ Department Manager‚ Store Manager Qualifications: Preceding customer service/experience in sales preferred Neighborly‚ welcoming character Relevant Labor Market: Western Washington Eastern Washington Northern Oregon Southern
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Tanglewood Tanglewood should hire internal to develop talent. Providing good people with opportunities to grow not only helps the individual‚ but also helps the company because it builds a stronger team within the organization. Developing talent is one of the key responsibilities of a leader‚ and finding the right stretch opportunities for people is one good way to exercise leadership. Hiring internal l candidate will also be less expensive than hiring externally. Tanglewood should focus on Core
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Tanglewood Case 7 Report Tanglewood is currently in need of a new manager for their flagship store in Spokane. 20 individuals were contacted as potential candidates‚ with internal candidates contacted via referrals by regional managers and external candidates that were based on nominations from corporate offices. A total of 10 candidates have taken up the application. The company is in possession of their resumes‚ retail knowledge tests‚ standardized test scores from the Marshfield Applicant
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environmental data‚ some factors that suggest Tanglewood might have difficulty filling positions is based on retail work is not desirable to recent college graduates. Tanglewood would like to hire those that can start lower at shift level and move up the chain and have college background. However retail is not the more desirable market since it has long hours‚ low pay‚ and conflict with lower-level employees. Developing a plan of action takes careful planning. Tanglewood has to look at the percentage of employees
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