different because Tanglewood does not have a specific list of minimal educational requirements as qualifications. Position: Store Associate Reports to: Department Store Manager Qualifications: Excellent Customer Service Relevant Labor Market: Retail Activities to undertake to source exceptional customer service candidates: Post job opening on company website General Employment Websites Employee Referrals Staff members involved: HR Recruiting Manager Department Store Managers 2. Describe the
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Case Study 1 Currently‚ Tanglewood is trying to achieve a companywide environment that mirrors their blueprint of how they ran their 10 stores in 1984. The structure at that time was focused on employee participation‚ customer satisfaction‚ and profitability. The company’s culture and values are distinct from most of their competitors. This allows each employee or associate an environment to grow and achieve various positions within the company. That being said‚ the following are my recommendations
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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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in different departments as needed. This plan should cut cost on training. Hire Yourself or Outsource Tanglewood should begin to outsource for new employees. A vendor that specializes in selection will do a better job with recruiting new employees. The vendor will also be able to verify we are abiding by all equal opportunity laws. External or Internal Hiring It would be better for Tanglewood to hire internally. Hiring internally will not only help to build lasting relationships with our current
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Memorandum To: Marilyn Gonzalez and Daryl Perrone From: Maggie Jones Date: 6 February 2012 Subject: Tanglewood Case 4: Measurement and Validation Below is an analysis of the potential new selection methods for hiring the Store Associate position. The study of 10 Seattle-based stores resulted in an adequate sample size of 832 applicants. New selectors being evaluated are the retail market knowledge exam‚ Marshfield customer service biodata questionnaire and essay‚ Marshfield
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Tanglewood Tanglewood should hire internal to develop talent. Providing good people with opportunities to grow not only helps the individual‚ but also helps the company because it builds a stronger team within the organization. Developing talent is one of the key responsibilities of a leader‚ and finding the right stretch opportunities for people is one good way to exercise leadership. Hiring internal l candidate will also be less expensive than hiring externally. Tanglewood should focus on Core
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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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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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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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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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