The Recruiting mission has increased tremendously over the past few years. In 2013‚ the active duty mission recruiting mission was to enlist only 1‚300 active duty personnel‚ however in 2016 the active duty recruiting mission increased to 3‚750 recruits. This increase has lead to a change in recruiter availability. The new recruiter availability requirements from Coast Guard Recruiting Command on Operations Note 028-16 requiring offices to be open from 0700-1900 is counterproductive to the recruiting
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Dana Tripp Tanglewood Stores - Case One – Week 2 HR594 Strategic Staffing‚ January 2011 Keller Graduate School of Management Professor Sheri Bias January 3‚ 2011 EXECUTIVE SUMMARY To: Donald Penchiala‚ Director of Staffing Services Marilyn Anchley‚ Vice President of Human Resources RE: Tanglewood Retail Store – Case #1 Date: January 3‚ 2010 In this report will be doing a Strategic Staffing Analysis that will focus on the key requirements about acquisition‚ deployment‚ and
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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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Case 5 Proposal Tanglewood prides itself on encouragement of diversity in the workplace. All hiring and promotion decisions should be made on the basis of character and quality of work. The ensuing lawsuit brings about a need to analyze Tanglewood’s selection strategies to ensure these practices are not hindering the promotion of diversity. The Uniform Guidelines on Employee Selection Procedures (UGESP) requires that all organizations keep records that will allow for calculation and comparison
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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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Stephanie Smalls MGT 210 Tanglewood Case #5 1a. Yes‚ the evidence does prove that disparate impact discrimination is present. Historical Hiring and Promotion Data: Applicant Flows Occupational category Total White* Total Non-White African- American* Store Associates External hires Applicants 18023 15193 2830 595 Hires 4145 3464 681 143 Selection ratio 23.00% 22.80% 24.06% 1.05 24.03% 1.05 Shift leader External hires Applicants
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Week 1 Case Study: Tanglewood Stores Case Daniel Johnson HRMG 5800 – Staffing and Selection Webster University Dr. Sue C. Golabek January 12‚ 2014 Week 1 Case Study: Tanglewood Stores Case Tanglewood Stores is an institution that focuses on providing core values and employee participation. In order to provide an effective organization at all levels‚ an institution needs to look at all levels and provide adequate analysis on labor requirements/acquisition‚ available positions‚ and
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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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Analysis Information 3. Demographic Categories 4. Promotion Practices 5. Organizational Memo Forecast of Labor: MGT Consulting gathered information 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
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discuss the Human Resource functions of Tanglewood Stores. The paper will discuss the staffing strategies required by Tanglewood in order to maintain its corporate culture and niche market while remaining competitive. The paper suggests strategic staffing decisions regarding the nine staffing levels and four factors of staffing quality. Acquire or Develop Talent According to the text‚ if Tanglewood wants to achieve a full acquisition strategy then Tanglewood is going to have to acquire new talent
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