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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Date: 6 February 2012 Subject: Tanglewood Case 4: Measurement and Validation Below is an analysis of the potential new selection methods for hiring the Store Associate position. The study of 10 Seattle-based stores resulted in an adequate sample size of 832 applicants. New selectors being evaluated are the retail market knowledge exam‚ Marshfield customer service biodata questionnaire and essay‚ Marshfield applicant exam‚ and personality exam. All stores‚ including those employing the traditional
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externally 4‚505 store associates‚ and 600 shift leaders. Tanglewood believes in retention‚ and internal promotions so the year after next year we will have to hire 192 shift leaders‚ 493 department managers‚ and 9 assistant store managers. According to the projections‚ a large number of store associates will need to be replaced. There could be potential problems in filling vacancies according to the environmental scan. The turnover ratio is very high for store associates. Tanglewood believes in internal
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Tanglewood Case Study #3 - Recruiting Dawn Zmecek DeVry/Keller University HRM 594: Strategic Staffing Dr. Burnell G. Carden‚ Jr. 6/1/14 Case Description Tanglewood‚ like any other retail organization‚ finds that there is a constant need for new employees because of turnover. In a typical year‚ approximately 50% of the sales associates will turnover. Recruiting‚ therefore‚ is of great concern for managers in the field. However‚ the organization has not had any centralized method for recruiting
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Tanglewood Case 1 Report Tanglewood is a chain of nondurable general retail stores and operates in the moderate price niche‚ targeting middle- and upper-income customers. Competition and Industry The retail industry accounts for over $4 trillion in annual sales. Recent estimates indicate that the retail industry employs approximately 15 million people. The financials show that Tanglewood is a moderately sized organization with strong growth potential. The company’s specific niche is similar
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personality tests and also running job trials. Often there are both practical and statistical significances to the data collected. As part of Tanglewood’s selection process herein the predictive and proposed methods were utilized for the position of Store Associate. For the predictive design only interviews and application blanks were utilized. The proposed design utilized education‚ work experience‚ and managerial interviews. It also measured citizenship‚ absence‚ performance and promotion potential
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Chase Cosner Kathleen Shook Jesse Anderson Aaron Good Case One: Tanglewood Stores and Staffing Strategy * Acquire or Develop Talent Tanglewood should acquire employees that have some knowledge in sales and retail but should also train and develop their customer service skills to coincide with the company’s goals and strategies. * Hire Yourself or Outsource Tanglewood should definitely hire employees themselves because they have strong company morals that need to be enforced while
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Tanglewood Case Study #2 Markov Analysis Table 1.1 Current Workforce 1 2 3 4 5 Exit 8500 = 4505 510 3485 1200 600 192 850 493 102 150 9 69 12 50 33 17 Gap Analysis 1 2 3 4 5 Exit Year End total 4505 1110 694 171 45 External Hires needed 3995 90 156 -21 5 Environmental Scan Tanglewood
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Tanglewood Case 1 Brief Introduction Tanglewood is a chain of retail department stores that was founded in 1975 by two friends Tanner Emerson and Thurston Wood. The store was started by a concept named‚ TannerWood‚ which was a store that sold outdoor clothing and equipment. They two paired themselves together to create Tanglewood. The goal for the store is to be the best department store for customers that thrive on customer service‚ quality‚ value and durability. All of which helps the
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Executive Summary The purpose of this staffing plan is to explain our recruiting and hiring process for a StarbucksStore Manager‚ specifically one in the D.C. area. The receiver of this position will be working atone of our stores in the D.C. area under the formal title o f “Starbucks Store Manager.” They will be reporting directly to the District Manager who oversees their store in that location. TheDistrict Manager will be in charge of reporting all decisions from corporate to the StarbucksStore Manager
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