Tanglewood Case 3 Hr Staffing Strategy
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 can develop a recruiting service that matches their unique company culture.
1. Recruitment Guide
Recruitment Guide for Store Associates
Position: Store Associate
Reports to: Shift leaders, Department Managers
Qualifications: N/A
Relevant Labor Market: Regional Pacific Coast, more specifically Washington and Oregon
Timeline: N/A (continuous recruiting effort)
Activities to undertake to source well-qualified candidates:
Regional newspaper, radio, and television advertising
Use of employee referrals
Installations of computerized kiosks in each store
Employing state job services
Employing a staffing agency (StoreStaff)
Staff members involved:
V.P. Human Resources
Staffing Services Director
HR Recruiting Manager
HR Selection Manager
Potential peers
Budget:
$2,000 - $6,000
2. Best Targets for Recruitment
Tanglewood’s bested targets for recruitment are reward seekers, reluctant applicants, and “key KSAO shortages. These targets were chosen based on the job and Tanglewood’s organizational context. Reward seekers fit the job and organizational context because of Tanglewood’s system of rewarding employees financial bonuses for the company’s use of any of their contributed ideas for a smoother running workplace, as well as the profit-sharing available to each employee. Key KSAO shortages are also a great target for Tanglewood because although the individual may be targeted as managerial material, through their individual suggestions that prove to
1. Recruitment Guide
Recruitment Guide for Store Associates
Position: Store Associate
Reports to: Shift leaders, Department Managers
Qualifications: N/A
Relevant Labor Market: Regional Pacific Coast, more specifically Washington and Oregon
Timeline: N/A (continuous recruiting effort)
Activities to undertake to source well-qualified candidates:
Regional newspaper, radio, and television advertising
Use of employee referrals
Installations of computerized kiosks in each store
Employing state job services
Employing a staffing agency (StoreStaff)
Staff members involved:
V.P. Human Resources
Staffing Services Director
HR Recruiting Manager
HR Selection Manager
Potential peers
Budget:
$2,000 - $6,000
2. Best Targets for Recruitment
Tanglewood’s bested targets for recruitment are reward seekers, reluctant applicants, and “key KSAO shortages. These targets were chosen based on the job and Tanglewood’s organizational context. Reward seekers fit the job and organizational context because of Tanglewood’s system of rewarding employees financial bonuses for the company’s use of any of their contributed ideas for a smoother running workplace, as well as the profit-sharing available to each employee. Key KSAO shortages are also a great target for Tanglewood because although the individual may be targeted as managerial material, through their individual suggestions that prove to
References: Heneman, H. G. (2009). Staffing organizations (6th ed.). Middleton, WI: Mendota House, McGraw-Hill Irwin. Kammeyer-Mueller, J. (2009). Tanglewood Casebook. Retrieved August 3, 2009.