...Tanglewood Case 2: Planning To: Dr. Grace From: Tanisha Yorrick Date: 9/16/2015 Subject: Tanglewood Planning Introduction Tanglewood is trying to conduct a hiring plan for its upcoming year. They need to meet certain numbers and plan for expected shortages and surpluses. They are seeking assistance in identifying the trends in their labor market, filling vacant positions, reducing turn overs and updating their affirmative action plan. Key Points This section contains the key issues for Tanglewood to address and rectify. * There will be employee shortages in the upcoming year that will require the company to seek outside sources in the form of new hires, temporary assignments and temporary hires. There will be a surplus that will require the company to enact a hiring freeze and internal promotion. * Tanglewood needs to reach out to the community to better promote their open positions within store associate, shift leader and assistant managers and capitalize on the current unemployment rate. They will need to change the marketing and promotion plans for the listed positions to boost hiring. * Tanglewood needs to be able to better match the minority and women representation within the community to remain complaint with the EEOC. They need to revamp their outreach programs for the position of shift leader. Analysis Tanglewood’s environment is going to be a challenge for their hiring needs. They have the availability of an unemployed potential...
Words: 1070 - Pages: 5
...The Aspects of Internal Hiring Vs. External Hiring: Pros and Cons Calvin Bowens WRTG 394 Advance Business Writing 1 October 2014 Professor John Ross Executive Summary This research provides an evaluation of the historic and current practices used to select internal employees for promotion in mid-level manager position versus selecting external candidates to fill those positions. Methods of this evaluation will include pros and cons, site managers and human resource team feedback, as well as, corporate leadership take on possible approaches. Results of this evaluation show that each hiring requirement is unique in nature when referring to positions of leadership. All members interviewed or who shared their insight stated having a clear understanding of what higher level leadership wants and demands must be established up front. Therefore, assumptions of these higher level expectations almost always end in failure of the newly hired external candidate or the internally hired employee. In addition, research finds current business practice being utilize in the company does not support selecting internally or externally. There are several areas requiring further attention and investigation, to include possible remedial training for human resource generalist and site managers for the sole purpose of building staff confidence and growing leaders from within. Corporate leaders have taken the hands-off approach to hiring mid-level managers. With that said, a clear and concise...
Words: 2536 - Pages: 11
...Price Club and Costco joined together in 1993 with a name of PriceCostco and had 206 locations with revenue of $16 billion (Costco.com, n.d.). PriceCostco believes in saving their members money while offering quality products. It was renamed Costco in 1997 and now has revenue in excess of $64 billion. If their customers are not satisfied with their membership they can get a refund on it. The same goes for their merchandise; if they are not satisfied they can return the item and get a refund (Costco.com, n.d.). Costco has several levels of membership; executive, business and gold star. Membership cards can be purchased in store or online for $110, $55 and $55 respectfully. The only way to get the executive membership is to upgrade for $55 from business and gold star membership. Their product brand for the last twenty years is “Kirkland Signature.” Costco believes that the Kirkland Signature products should just as good as the brand name products that cost more (Costco.com, n.d.). Recruiting Efforts Effectiveness and How to Improve According to Stewart and Brown, (2012), “the basic goals of recruiting are to communicate a positive image of the organization and to identity and gain the interest and commitment of people who will be good employees.” Costco looks for people who are “ambitious, energetic, and can work in a fast pace environment that comes with many challenges and opportunities and can be a...
Words: 2137 - Pages: 9
...organisation. - Demand forecasting is a process of determining future needs for HR in terms of quantity and quality. - Supply forecasting is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 3. Matching supply and demand - The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved. 4. Action plan - The HR plan is executed through the designation of different HR activities. Recruitment Process Internal Recruitment - An internal recruitment strategy is characterised by promoting employees from within an organisation to fill upcoming positions. This recruitment may be in the form of creating and shuffling temporary teams to fill certain tasks or may be permanent changes. Internal recruitment may be primarily horizontal or it may be for promotions in which the...
Words: 1420 - Pages: 6
... Abstract The Chief Human Resource Officer (CHRO) is responsible for the strategic planning revolving personnel. The new expansion of the organization prompted the CHRO to outline a course of action to fulfill newly created key positions. Individual positions, educational and experience requirements along with the hiring practice have been provided as a defined process. Unit 5 Individual Project As the Chief Human Resource Officer (CHRO), it is essential to carefully plan all actions involving a business expansion. The CHRO must lay out a detailed course of action to ensure successful growth. First, it is very important to understand that all prospective job applicants have legal rights before they become employed by a company (Legal Rights During the Hiring Process, 2013). In accordance with federal law, employers cannot discriminate based on the applicant’s: religion, disability, gender, race, ethnic background and in the case of female applicants, pregnancy. Furthermore, the location of the new business expansion could also add additional state and local laws defending the applicant’s sexual orientation. (Legal Rights During the Hiring Process, 2013). Interviewers must have a clear understanding of acceptable interview questions. Questions relating to previously stated topics must be avoided. The CHRO should be deeply engaged in the interview process in order to avoid the possibility of unlawful questioning. Secondly, a business expansion generates the necessity...
Words: 1019 - Pages: 5
...Tom Heywood Unit 16 – Human Resource Management Human Resource Management (HRM) is the process of managing the workforce in an effective way covering all aspects from hiring to making staff redundant. Recruitment and selection are usually considered as one process. Recruitment needs to be carefully planned in order to attract the right type of applicant. This increases the chances of making a suitable selection and appointment. Firms can recruit from inside or outside the organisation. Internal recruitment involves appointing existing staff. A known person is recruited. External recruitment involves hiring staff from outside the organisation. They will bring fresh ideas with them but they are unknown to the company. There are advantages and disadvantages to appointing internally or externally. With internal candidates their abilities are known to the firm, they know the culture and would need less training, as well as being the cheap option. Internal promotion also is good for overall staff morale, but if you promote from within you then need to fill another vacancy. The 4 main selection methods manager’s use are; CVs, Interviews, Application forms and References. Development of policies and procedures are required by law, they are used to influence decisions and actions. Also a guide to operations in clear steps and framework that governs operations and functioning. Training and development helps increase staff efficiency and can improve technical, personal or management...
Words: 665 - Pages: 3
...UPS Case Study 1. Introduction UPS is an internationalized logistic and shipping company in the US, providing customers with quick delivery of parcels to all over the world. UPS is, unquestionably, a successful company, building a good reputation in the world. This group paper will be divided into four major parts including the analysis of UPS, identification of problems encountered by UPS with two causes contributing to the problems, analysis of three alternatives suggested by the case study and our team with both pros and cons, and the recommendation and justification after analyzing the three alternatives by using business model upon decision making taught in class to make a right choice to help UPS resolve the problems in a rational way. 2. Organizational Analysis 2.1 Organizational Strategy The strategy of UPS is: To provide state-of-the-art package delivery services worldwide at low and uniform prices. UPS provides reliable and efficient services to its customers worldwide. It has always delivered its promise to serve every shipper at unified, low prices, regardless of the package sizes and locations of shipments. UPS has also developed a first-class portfolio of logistics capabilities backed by state-of-the-art technology, on which UPS capitalized to assure the reliability and efficiency of its delivery serves. Moreover, UPS also strives to optimize customer experience. It has constantly expanded customers’ access to its...
Words: 3751 - Pages: 16
...Communication found on page 136-137. “. . . Rich had relied heavily on verbal and visual communication techniques.” 3. Giving back to Community found on page 156 “. . . It came from Rich’s belief that improving the lives of children was the cornerstone to creating a better society.” Giving back to Community found on page 157. “. . . Rich looked to fund outlets that shared his desire to help, supporting several groups that aided victims of child abuse, organizing several fund-raisers. He was said to have denoted thousands of dollars to the Make-A-Wish Foundation, the organization that granted wishes to terminally ill children.” Giving back to community found on page 157. “. . . In 1984, they established the Child Abuse Fund specifically to raise awareness of and channel funds to abused and disadvantaged children in the cities and counties where in IN-N-Out Burger did business.” Giving back to community found on page 93. “. . . Harry and Esther believed in serving the communities in which In-N-Out operated. The Snyder’s made any number of charitable donations, and their efforts at promotion were often connected to grassroots community and philanthropic endeavors.” 4. Rumors found on page 197. “. . . Following Rich’s death, the phone at the corporate headquarters in Baldwin Park rang incessantly with calls from prospective buyers. A number of prospective parties approached In-N-Out Burger. Whispers turned to loud rumors; In-N-Out was on the block.” 5. Conflict found on page 175...
Words: 2935 - Pages: 12
...acquisition specialists and hiring managers must be able to partner together effectively and efficiently to ensure that the hiring needs of the organization are met. When assessing the processes within my current organization, one area that glaringly stood out as being in need of a revamp was the requisition process that hiring managers used in order to fill their vacant positions. A few items discovered were severe deficiencies on the part of hiring managers and talent acquisitions persons, ineffective processes, and redundancies. One area that both parties were able to agree on was that it was frustrating to not be able to get through the process as quickly as both would like. Training Scope The training program will be developed in such way that it can be used for a wide range of users, from novice hiring managers to expert hiring managers. It is important that everyone gets on the same page when it comes to the recruitment and on boarding of new hires and/ or internal promotions. There are several areas of concern when it comes to this process and so many areas that could use improvement. One area that is especially troubling is that many of the hiring managers are not properly filling out the requisition request form. This form must be filled out accurately and completely to ensure that the talent acquisitions specialist assigned to the position is not spinning their wheels to fill a position that may not actually be approved for hiring. The training will include...
Words: 2289 - Pages: 10
...furniture retailer in year 2008. Today, there are more than 300 IKEA stores in 30 over countries in the world. Currently, the company hires up to 123,000 workers worldwide.The staff works in various departments in IKEA from communication and interior design, customer relations, design and product development, finance and business navigation, human resources, IT, logistics, marketing and communication, purchasing, restaurant, sales and sustainability and in TQE. (Inter IKEA Systems B.V., 1999 – 2013) 2.0Roles and responsibility of IKEA Human Resource Department The Human Resource (HR) department plays a huge role in the company. In IKEA, the department is responsible to allow and give down-to-earth straight-forward people the possibility to grow as individuals and in their professional roles (IKEA, 2013). They also handle recruitment and training, succession planning and benefits management. The HR team also needs to attract and inspire co-workers. Strengthening and safeguarding the IKEA culture is also one of their jobs(IKEA 2013). In this report, the recruitment and selection process undertaken by the IKEA’s HR team will be covered in this report. Figure 1 is the organization plan in IKEA. Figure 1: IKEA Organization Plan Source: Extracted from http://www.slideshare.net/OsamaAlbarrak/ikea-strategic-case-study on 15 November 2013 2.1 RECRUITMENT PLAN IKEA as the Swedish furniture chain is planning to open a new branch in Exeter, England. It is expected...
Words: 2980 - Pages: 12
...Presidents alike believed that there needed to be a way to rectify the previous injustices dealt to the minority community in regards to workplace. The text mentions that affirmative action uses “numerical analysis to determine which (if any) target groups the firm is underutilizing relative to the relevant labor market” (Dessler, 2011, 60) and that affirmative action was put into place to eliminate barriers to equal employment. This may be true but from its’ very inception, affirmative action has been met with resistance. History of Affirmative Action Affirmative action has seemed to find its way into the lives of many. It was originally created to make employment opportunities and practices fair for people that were non-white U.S. citizens but has since grown and evolved into much more. The beginning concept of affirmative action was to make right the many years that African Americans were bound because of slavery, discrimination after the abolition of slavery and lack of education that prevented many of them from getting decent jobs. Many positive things can be said about affirmative action when it works; however there are many people that fight against it because of the inequality and injustice it can unseeingly cause. Affirmative action was first started with the Executive Order 10925 (EO 10925) signed into effect by former President John F. Kennedy in March of 1961. This EO said that employers were to make employment an equal opportunity for all...
Words: 1744 - Pages: 7
...strategies and process. Job posting is a strategy of a system in which an organization announces job openings to all employees on a bulletin board, in a company newsletter, or through a phone recording, or computer system(Gomez-Mejia, L., Balkin, D. and Cardy, R. (2010) Internal: A. Promote employees from within an organization to fill upcoming positions. B. This recruitment is another form to create or shuffle temporary teams to fill certain tasks or may be permanent changes. External: A. This recruitment strategy is one which human resources department will systematically search within the company for employee outside to fill positions B. Many companies will use advertisements in newspapers, job search websites, job fairs, and referrals from current employees and college students to fill positions C. Some companies will utilize a temporary employee agency to fill positions that can complete quickly and with less company-specific skill required to complete the desired task. D. Recruits from the outside often completely has new ideas to present in the company Job posting, works extremely well within the healthcare by positing jobs on social network, blogs, internal listing within the departments, bulletin board, or through word of mouth. Healthcare has the ability to update position, track applicants respond to the positions. Today technologies of job posting placed on the internet gives applicants a chance to view the Job analysis, job description, and the job...
Words: 557 - Pages: 3
...need to be educational visionaries, instructional and curriculum leaders, assessment experts, disciplinarians, community builders, public relations experts, budget analysts, facility managers, special programs administrators, and expert overseers of legal, contractual, and policy mandates and initiatives. They are expected to broker the often-conflicting interests of parents, teachers, students, district office officials, unions, and state and federal agencies, and they need to be sensitive to the widening range of student needs. A principal is usually held accountable in formal and informal ways for school outcomes by their superintendent, the school board, the staff, and the parents. The primary administrative role of a principal is hiring, supervising, and evaluating faculty and staff; providing...
Words: 3467 - Pages: 14
...based out of Canada that started out small, but soon distinguished itself from other airlines by the way that they operated. Starting in 1994, they quickly found their niche market as a discount airliner by only flying to certain areas of Canada. Clive Beddoe, a founder of WestJet, discovered a demand for short distance flights to certain parts of Canada that many larger airlines were not willing to offer since short distance flights were not cost effective for them. WestJet grew slowly and developed their own style of operation that included a lack of a union as well as a “Fun” corporate structure. Their employees were also some of the highest paid workers in their fields. These are the just some of the reasons why WestJet believes that they are so successful. The problem in the WestJet case is that the reasons that allowed them to thrive and become so successful in the past, might be the same reason that their growth will slow down in the future. Their culture of being “fun” and success in their niche market has allowed them to grow into a larger airline that is very effective in short distance flight travel. A newer company can grow successfully with a different model from their competitors, but once they get big enough, that different work culture could create problems for the future. Part of the culture of WestJet is to have a place where workers had many different freedoms to learn and grow within the company. WestJet believed that unions were not a good fit for...
Words: 1355 - Pages: 6
...company has a 20% turn over in Full Time Employees and an average 15% turn over in Part Time Employees, I believe they should assess their mix of full and part time staff. It would be beneficial and potentially cost saving if the company can increase its part time staff, reduce full time staff, thus, if all things remain constant, realize a lower turnover ratio while paying less in overall benefits and compensation by changing the mix of employees. Determining the proper mix of staffing efficiently will be a key driver in the overall HR process and hiring outcome and should be a long term goal of the company to keep a focus on turn over ratio and cost savings. While still retaining the ability to move a part time employee into a full time position, a full time associate into a management position, etc. Being mindful that the company has an aggressive plan to open 15 stores per year over a projected 5 year period, the immediacy of hiring quality associates is a priority. The company needs to establish a proper advertising and recruitment plan (both internal and external), with specific time tables to act upon resumes, schedule interviews, process any necessary testing, and begin training qualified job applicants for their positions. Not only does this need done in the Short Term to ensure a smooth and continual placement process of proficient associates to keep with the level of ‘customer service’ that Chern’s desires to effect in the market with their customer base, it will also...
Words: 1455 - Pages: 6
