Recruiting Like many retailers‚ Tanglewood experiences a stable rate of turnover‚ and thus recruiting efforts remain high. The methods used by Tanglewood vary from many regions in which they serve‚ and by gauging these methods we are able to optimize and perhaps unify company operations. By reviewing the recruiting methods used by Tanglewood‚ we will be able to devise a guide that can be functional along with Tanglewood developing recruiting services which reflect Tanglewood’s unique personality
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CASE 3 – RECRUITING Each branch of Tanglewood uses distinct methods for recruiting. With the employee turnover very high is the retail industry‚ Tanglewood is no exception. For that purpose‚ they need to constantly hire new employees. To fill these positions Tanglewood uses a variety of recruiting methods‚ though each region need not necessarily follow all. While the methods used for recruiting are Media‚ Referrals‚ Kiosks‚ State Job Services and Staffing Agencies‚ individual branches determine
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Tanglewood Case 3 Karrie McHugh karriemchugh@msn.com Keller Graduate School of Management Eric Simmerman 7/30/2011 HR594- Strategic Staffing Recruiting Like most retailers‚ Tanglewood experiences a fairly stable turnover rate keeping the recruiting efforts high. Tanglewood’s recruiting methods vary in each of their regions. By looking at these different methods from the different ways that each of their regions hire‚ we have a great opportunity to improve the operations of the company
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ARCHITECTURE The problems to estimate the cost of capital Before starting to describe the problems associated to the estimation of the cost of capital‚ it is extremely relevant to describe its meaning: according to Investopedia‚ it is “the cost of funds used for financing a business”. In order to carry out this process‚ the companies can only be financed through equity; only through debt; or using a “combination of debt and equity” - in this particular case it is a “overall cost of capital derived from
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options regarding how this hiring decision should proceed. This is a very important decision‚ so Tanglewood would like you to provide several different possible selection schemes. 1. Develop a detailed selection plan for this position. Determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case‚ and fitting the selection measures into the plan format as shown in Table 8.2 in the book. The assessment methods you should consider
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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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Tanglewood’s recruiting methods are different and diverse in each of their regions‚ and by assessing these methods there are chances of improving and additionally uniting the operations of this company. Some improvements come from creating ztarget demographics‚ some come from looking into the methods of recruitment‚ and some come by addressing issues brought forth by those already with the company. By evaluating Tanglewood’s recruiting methods and creating a guide for it to adhere by‚ this company
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Staffing Strategies In reviewing Tanglewood case study 1‚ we evaluate all aspects of the company in order to determine which strategic staffing decision would potentially be suitable for meeting the organizations goals and staffing requirements. They’re 13 different staffing strategies which are distributed into two categories. Each one of the strategies is designed in a format of this one verses that one concept‚ making it so one would decide which would be best suited for the company. The two
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Tanglewood Case 1: Tanglewood Stores and Staffing Strategy Introduction: Tanglewood has experienced success and very fast growth over the years‚ due to the involved efforts of its founders‚ its core workforce and strategies around participative style of management. 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
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Staffing Organizations Management 364 Tanglewood Case 6 Question 1: Major KSAO Category Necessary for Selection. Key: 1 – Y/N Yes or No 2 – EDC Education 3 – EXC Experience 4 – MAE Marshfield Applicant Exam 5 – RKT Retail Knowledge Test MAJOR KSAO CATEGORY Y/N EDC EXC MAE RKT Communication/Speaking Skill Y X X - - Knowledge of Organizational Policies & Regulations N - - - - Skill in Judgment and Decision Making Y - - X - Skill in Managing Personnel Resources
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