Tanglewood Case 1 The focus of this paper is to assess the current operational environment of Tanglewood and offer recommendations on how the organization should implement staffing strategies in regards to developing an effective selection plan. Organization Overview and Mission Tanglewood is a general retail store that has carved out a niche in the retail market providing outdoor clothing and equipment to a middle -and-upper income clientele base. Tanner Emerson and Thurston Wood founded Tanglewood
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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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Assignment 1-5 Robert 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
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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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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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Case study 2 Planning Determining future human resource requirements Future HR requirements represent the number and types of employees that the organization will need in the future to produce its goods and services. The requirements represent the organizations desired work force of the future. Statistical techniques like Ratio analysis and regression analysis are generally used to forecast HR requirements. In this case study the estimates for coming year’s labor requirement is identical to
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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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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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MGMT 364 Tanglewood Case Study 6 1. Develop a detailed selection plan for this position. In this case‚ you should determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case‚ and fitting the selection measures into the plan format as shown in Exhibit 8.2 in the book. The current selection methods are the experience check‚ education check‚ Marshfield Applicant Exam‚ and the Retail Knowledge Test. Do not include the current
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Staffing Strategy 1.) Acquire or Develop Tangle wood is a primarily a general retail outlet with so many branches stores in different country. I recommend that instead of developing talent‚ well its better if we will focuses on acquiring it.Tanglewood should take on the talent development approach. Acquiring from within is always a good way to maintain a productive workforce. Tanglewood should take into consideration that potential employees for managerial position should be well-trained
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