Tanglewood Case 3: Recruiting
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 new employees up to this point. As part of the consolidation across stores, Tanglewood is now encouraging a systematic review of their recruiting policies that will ultimately result in a better recruiting system for store associates.
Each store in the four regions have been encouraged to ensure that their recruiting methods attract a culturally diverse group of applicants. Beyond this general directive from the corporate offices, however, there is not very much direction for stores regarding how they should be …show more content…
One of the top goals of recruitment is to find employees who will help to improve customer service quality at Tanglewood. As part of the information gathering process, large scale focus groups were conducted with department managers. Core concerns were similar and grouped together.
Employee turnover and customer service are two major concerns for the managers at Tanglewood. It seems that new employees often are not fully integrated into the company’s culture until several months have passed. Many new hires without retail work experience do not recognize the importance of positive customer service. The importance of culture and cooperation in the Tanglewood philosophy is absolutely necessary, and must be communicated from the moment a person applies for a position. The Tanglewood philosophy should carry from recruitment, hiring, training, and
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 new employees up to this point. As part of the consolidation across stores, Tanglewood is now encouraging a systematic review of their recruiting policies that will ultimately result in a better recruiting system for store associates.
Each store in the four regions have been encouraged to ensure that their recruiting methods attract a culturally diverse group of applicants. Beyond this general directive from the corporate offices, however, there is not very much direction for stores regarding how they should be …show more content…
One of the top goals of recruitment is to find employees who will help to improve customer service quality at Tanglewood. As part of the information gathering process, large scale focus groups were conducted with department managers. Core concerns were similar and grouped together.
Employee turnover and customer service are two major concerns for the managers at Tanglewood. It seems that new employees often are not fully integrated into the company’s culture until several months have passed. Many new hires without retail work experience do not recognize the importance of positive customer service. The importance of culture and cooperation in the Tanglewood philosophy is absolutely necessary, and must be communicated from the moment a person applies for a position. The Tanglewood philosophy should carry from recruitment, hiring, training, and