Driscoll Franklin University Assignment 1-5 Reviewing the Tanglewoods staffing practices I have found that there is little disparity involved at the entry levels. Furthermore‚ it is shown that of all applicants applying for all job positions had very minute disparity in the company’s hiring characteristics. Each of the three groups (white‚ non-white‚ and African American) had a selection rate of 21%. With the statistical evidence of Tanglewoods staffing practices‚ there is no evidence to show that
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Introduction: Affirmative action in higher education should be abolished. College admissions should be based on what the admissions board is looking for‚ not what the government says should be required. In this paper‚ I will present evidence to support that position. At one time‚ affirmative action was a needed and legitimate policy. Segregation has existed way too much in the past and has left people out of jobs‚ out of certain areas of town‚ and schooling. We needed to make a law that would
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Case one: Tanglewood Stores and Staffing Strategy Staffing Levels I. Acquire or Develop Talent Over seeing the information presented in the case Tanglewood should develop their talent in house‚ due to Tanglewoods strong culture and values that strive for employee participation. This would pull the workforce closer together and portray the family workforce image. Furthermore‚ it is beneficial if employees see the opportunity for advancement. It will strengthen the employee work ethics and
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Miriam Garcia Tanglewood Case Week 3 Tanglewood Case Study 3: Recruiting Recruitment Guide Position: Sales Associate Reports to: Shift Leader Qualifications: All are welcome to apply Relevant Labor Market: Pacific Northwest Timeline: None Activities to undertake to source well-qualified candidates: Newspaper Advertising Job Fairs College Career Fairs Job Posting on Company Website Employee Referrals Staff Members Involved: HR Recruiting Manager‚ Shift Leader‚ Department Manager Budget: $3
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differs from the example provided in the book because there is no specific timeline for hiring; this is a continuous recruiting effort because even as positions are being filled‚ new positions are becoming available. It is also different because Tanglewood does not have a specific list of minimal educational requirements as qualifications. Position: Store job associate Reports to: Department mangers Qualification: individuals who have some retail experience‚ college students. Relevant labor
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1. In the selection process predictors are used to help identify a good potential job performer utilizing an interview‚ standardized knowledge and personality tests and also running job trials. Often there are both practical and statistical significances to the data collected. As part of Tanglewood’s selection process herein the predictive and proposed methods were utilized for the position of Store Associate. For the predictive design only interviews and application blanks were utilized. The proposed
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Ryan Schmidt MGT 451 Dr. Scroggins Tanglewood Case #6 Major KSAO Category Necessary for selection (Y/N) Method of Assessment Exp. Educ. MAE RKT Skills in personnel resource management Y x x Communication/Speaking skills Y x x Knowledge of customer service principles Y x Knowledge of organization policies/procedures N x Ability to analyze financial and operational data Y x x Problem solving skills/ability to resolve conflict Y x x x Skill in judgment and decision making
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Tanglewood Case 3 Question 1 Position: Sales Associates Reports To: Shift Supervisor‚ Department Manager‚ Store Manager Qualifications: Preceding customer service/experience in sales preferred Neighborly‚ welcoming character Relevant Labor Market: Western Washington Eastern Washington Northern Oregon Southern
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Tanglewood Stores Case #3-Questions 2-4/Doug Brandenburg 2) Describe the best targets for your recruiting efforts. There are three targets that should be utilized in hiring for the store level associate position. The first one is print media. Through advertising in local papers‚ we could reach a large number of individuals at a low cost. This would be an example of open recruiting. Secondly‚ we should use kiosks. This would be a smart way that people that come to the store could
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establishment of affirmative action programs across the country actually does the opposite. It is creating separate racial groups that are defined by the labels given to them by society (Texas A&M University). This fallacious concept also increases tension in the workplace. It is common for an employee in the majority to think poorly of an employee that is in the minority‚ especially if the minority has accepted aid in the form of affirmative action on their path to the job. Affirmative action is defined
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