Case Study 1 Currently‚ Tanglewood is trying to achieve a companywide environment that mirrors their blueprint of how they ran their 10 stores in 1984. The structure at that time was focused on employee participation‚ customer satisfaction‚ and profitability. The company’s culture and values are distinct from most of their competitors. This allows each employee or associate an environment to grow and achieve various positions within the company. That being said‚ the following are my recommendations
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TANGLEWOOD STORES -Planning- Specific Assignment Details 1.Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means the forecast for next year will be taken as given. b. Fill in the empty cells in the forecast
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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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Music Appreciation April 30‚ 2013 “The Separation” The separation of church music and secular music during the Baroque period was the beginning of something new. Many people had no idea that the instruments they used during the Renaissance period could do more than they had been doing with them. This brought a new meaning of music and life into the world. It was a great change for music‚ instruments‚ and even people. Church music‚ also known as sacred music‚ was well known in the Renaissance
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from the previous year (2010) and used a Markov analysis to generate a plan of action for the employment needs for Tanglewood in 2011. The Washington market is very stable for Tanglewood and we decided that the current workforce will be sufficient for the 2011 forecast. There are 10750 current employees in the Tanglewood stores in this region. The corporate structure within Tanglewood is well known for its advancements of employees throughout the chain of command‚ so MGT Consulting feels that it
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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. A flow statistic is when we analyze applicants to actual people selected to be hired. The concentration statistic‚ analyzes the distribution of employees in the organization to provide a proportion statistic in determining disparate impact. We will look at the
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Transition probability matrix | Current year | | (1) | (2) | (3) | (4) | (5) | Exit | Previous year | (1) Store associate | 0.43 | 0.06 | 0.00 | 0.00 | 0.00 | 0.51 | | (2) Shift leader | 0.00 | 0.54 | 0.16 | 0.00 | 0.00 | 0.30 | | (3) Department manager | 0.00 | 0.00 | 0.64 | 0.06 | 0.00 | 0.30 | | (4) Assistant store manager | 0.00 | 0.00 | 0.06 | 0.52 | 0.08 | 0.34 | | (5) Store manager | 0.00 | 0.00 | 0.00 | 0.00 | 0.66 | 0.34 | | | Forecast of availabilities | Next year
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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 employees‚ it will also help with employee morale. Promoting within the
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Tanglewood Case 3 Case Description/Introduction I will analyzed the information from the recruiting data and will prepare a report with the best recruiting strategy to fill up a job vacancy for a store associate at Tanglewood store. Also I will use the organizational data to determine the best methods for recruiting new staff. And finally I will develop various forms of recruitment messages to encourage individuals to apply for a new job position. “Recruitment is the process of attracting
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1. Tanglewood currently uses traditional predictors such as work experience‚ education and interview‚ to predict whether a candidate has the characteristics to excel in the areas of citizenship‚ absence‚ performance and promotion. These predictors are proven to predict a future employee’s promotion potential. However‚ only work experience can also predict performance‚ the rest of the selection tools do not statistically predict citizenship‚ absence or performance. The worst statistical predictor
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