...Christina Campbell HRM 710: Recruitment and Selection Tanglewood Case 4 Dr. Sayeed Islam Assess the practical and statistical significance of a proposed set of hiring tools, and make recommendations regarding how adopting these new hiring methods might benefit stores. Retail Market Knowledge Exam: Is a exam that was created in-house by Tanglewood’s staffing services and marketing divisions. I believe it is a good idea because who would know the company’s needs better than the company it self. It tests the applicants’ knowledge of the retail industry. It allows the company to filter out those applicants that they deem will not be an asset to the company. Marshfield Customer Service Biodata Questionnaire and Essay: This type of exam and essay were developed by the Marshfield Testing Corporation. It questions an applicant’s life experiences that will be significant to the their performance at work. The Marshfield Testing Corporation has taken interviews of thousands of people and used the data to make up questions that deal with job performance. I believe this exam and essay can be a vital tool, but it can’t just be the only tool used. Marshfield Applicant Exam: This exam was designed to test problem solving abilities, numerical processes, and work comprehension. It can be a very useful test because it will allow the employer to know how well the applicant will be able to think on their feet, solve problems on the fly and weather they will be able to solve...
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...Tanglewood Case Study One Human Resources 594 C.H. March 19, 2013 Tanglewood is a large chain of general retail stores that sell such items as clothing, electronics, appliances, and home décor. In 1975, Tanner Emerson and Thurston Wood were the originally founders of Tanglewood. Initially, Tanglewood’s named originated from Tannerwood, which at the time only sold outdoor products and clothing. The business has a wonderful reputation in the local community. It was known for the superb customer service and loyalty among the customer base. Over the next several years, the company expanded to well over 200 stores across the United States. Tanner Emerson became the CEO and Thurston Wood became the President of the company. Tanglewood Organization A major concern for the company was the expansion of chains like Target and Kohl’s. These expansions have caused the leaders to dissect their HR policies and practices. “For staffing, in particular, the organization fells there absolutely must be a workforce of committed, qualified individuals who will help carry the Tanglewood philosophy into the future.” There was a comparison within the text that showed the standing of Tanglewood in regards to other chains like Dillards, J.C. Pennys, Macy’s, Target, and Wal-mart. “The financial showed that Tanglewood is a moderately sized organization with strong growth potential.” Staffing Levels 1. Acquire...
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...Group Assignment (CASE ONE: TANGLEWOOD STORES AND STAFFING STRATEGY) * 2. Contents Introduction Staffing levels Staffing Quality Recommendation CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY * 3. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Tanglewood was originally founded in 1975 by two entrepreneurs and they are Tanner Emerson & Thurston Woods . Initially They were called originally as Tannerwood with only one store that sold outdoor clothing and equipment that they themselves designed * 4. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY It was because of the unique merchandise (quality) and good customer service that won the heart of people, the business grew bigger In 1984 the two friends renamed the company to Tanglewood in 1984. Their business grew in the 90’s t0 243 stores in various parts of US, with Emerson being the CEO and Wood as the President. Regional Managers directly oversee day to day operations. * 5. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Competition and Industry This is a competitive and thriving industry in America, which provides jobs to 23 million people (approx.) and accounts to $3 million in annual sales . * 6. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Table 1: The ROR, ROA and ROI of Tanglewood which indicate corporate profitability (ROA) - efficiently managed its assets to revenue. (ROR) - Tanglewood is one of the...
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...Tyler Curto Professor S Effective Hiring 14 February 2016 Tanglewood Case 2 Analysis 1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means the forecast for next year will be taken as given. b. Fill in the empty cells in the forecast of labor availabilities in Table 1.1. Forecast of availabilities Next year (projected) 1 2 3 4 5 exit Current workforce Stores Associates 8500 4505 510 0 0 0 3485 Shift Leader 1200 0 600 192 0 0 408 Department Manager 850 0 0 493 102 0 255 Assistant Store Manager 150 0 0 9 69 12 60 Store Manager 50 0 0 0 0 33 17 c. Conduct an environmental scan. Based on the environmental data, what factors in the environment suggest Tanglewood might have difficulty filling their vacancies in the future? . After conducting an environmental scan, there are several factors that suggest Tanglewood might have difficulty filling their vacancies in the future. The first is that recent college graduates have little desire to work in retail. The long hours, low pay, and frequent conflict...
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...Tanglewood Stores - Case 2 This print version free essay Tanglewood Stores - Case 2. Category: Business Autor: reviewessays 18 July 2010 Words: 6001 | Pages: 25 Tanglewood stores Case two Conduct an analysis of Tanglewood's staffing data and determine if their current staffing practices are sufficient to meet their ongoing needs, or if there will be problems in adequately staffing the organization in the near future. Recommend how Tanglewood should design its overall staffing mission and strategy based on their upcoming needs. Calculate representation statistics for various jobs within a single Tanglewood department store to determine where the most critical problems exist. Recommend what you would do in light of the information you obtain in the calculation of various demographic statistics both for this specific store and for the chain as a whole. Specific Assignment Details For the store manager group, you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report: 1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means...
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...Tanglewood Case 1 Dear: Daryl Perrone, My name is Andreina Polanco I am an external consultant for staffing services. Below please find my recommendations of where Tanglewood should position itself along the continuum: 1. Acquire vs. Develop talent- In my opinion Developing talent is a better strategy for Tanglewood than acquiring talent for many reasons. First Acquiring talent from other companies costs more money. Employees who are new to working in retail can start fresh and learn everything and be molded in Tanglewood’s way. This can also help in any problems with workers about how things should be done, because they have learned it another way in retail store. Tanglewood encourages employees to give their suggestions or their ideas in how Tanglewood can become a better company.. 2. Hire yourself vs. Outsource- Tanglewood should not encourage outsource consultants because of their lack in actual experience with the company. Tanglewood needs employees who have knowledge of the company. Hiring within the company can be advantage because the person will be familiar with the company’s decision making. Even thou there are several advantages for hiring an out source, for a example a new person can bring a new plan, new technique or a new opinion that can improve the company. 3. External vs. Internal- Internal hiring is a better strategy for Tanglewood than external hiring. This allows everyone to start at the bottom as an associate and to work their way up in the company...
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...1. Competitors. There are eight major competitors of Tanglewood: Dillard’s, J.C. Penny, Kohl’s, Macy’s, REI, Sears Holding Corp., Target and Walmart. On page 4 of casebook, it says “major concern for Tanglewood has been the westward expansion of companies like Kohl’s and Target”. Tanglewood has even more direct competition right now. It might be good to hire qualified staff to exceed the competition. Structure. Tanglewood is a retail business. It has clothing, jewelry, and non-clothing merchandise: sporting goods, bath, bedding and home décor. Company operates in the moderate price niche, targeting middle- and upper-income customers. Tanglewood is located in 12 geographical regions, with 20 stores per region. The breakdown of stores is: * Eastern Washington * Western Washington * Northern Oregon * Southern Oregon * Northern California * Idaho, Montana and Wyoming * Colorado * Utah * Nevada * New Mexico * Arizona Total number of stores is two hundred forty three. Employees. * Each store is managed by a single individual – store manager * He/she has three store managers working beneath him/her * The assistant managers for softlines, hardlines, and operations and human resources. * Department managers * Shift leaders * Associates Total: two hundred fifteen employees per store. Culture and values. * Tanglewood has emphasized employee participation and teams. * Vision for employee relations...
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...●TANGLEWOODCASEBOOKfor use withSTAFFING ORGANIZATIONS●●6th Ed.Kammeyer-Mueller | TANGLEWOOD CASEBOOK To accompany Staffing Organizations, sixth edition, 2009. Prepared by John Kammeyer-Mueller Warrington College of Business University of Florida Gainesville, Florida Telephone: 352-392-0108 E-mail: kammeyjd@ufl.edu Copyright ©2009 Mendota House, Inc. Herbert G. Heneman III President Telephone: 608-233-4417 E-mail: hheneman@bus.wisc.edu INTRODUCTION TO THE CASE CONCEPT | Rationale for the Tanglewood Case Many of the most important lessons in business education involve learning how to place academic concepts in a work setting. For applied topics, like staffing, learning how concepts are applied in the world of work also allow us see how the course is relevant to our own lives. The use of these cases will serve as a bridge between the major themes in the textbook Staffing Organizations and the problems faced by managers on a daily basis. The Tanglewood case is closely intertwined with textbook concepts. Most assignments in the case require reference to specific tables and examples in the book. After completing these cases, you will be much more able to understand and apply the material in the textbook. With this in mind, it should be noted that the cases are designed to correspond with the types of information found in work environments. This means that for many important decisions, the right answers will not always be easy to detect...
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...Christian April 6, 2014 Wk 2 Dropbox Assignment TangleWood Case 2 Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means the forecast for next year will be taken as given. Fill in the empty cells in the forecast of labor availabilities in Table 1.1 Table 1.1 Markov Analysis Information Transition probability matrix Current year (1) (2) (3) (4) (5) Exit Previous year (1) Store associate 0.53 0.06 0.00 0.00 0.00 0.41 (2) Shift leader 0.00 0.50 0.16 0.00 0.00 0.34 (3) Department manager 0.00 0.00 0.58 0.12 0.00 0.30 (4) Assistant store manager 0.00 0.00 0.06 0.46 0.08 0.40 (5) Store manager 0.00 0.00 0.00 0.00 0.66 0.34 Forecast of availabilities Next year (projected) (1) (2) (3) (4) (5) Exit Current Workforce Previous year (1) Store associate 8,500 4505 510 0 0 0 3485 (2) Shift leader 1,200 0 600 204 (3) Department manager 850 0 493 138.90 (4) Assistant store manager 150 0 69 27.6 (5) Store manager 50 0 49.34 15.75 Gap analysis Next year (projected) (1) (2) (3) (4) (5) Year end total (column sum) 4505 600 493 69 49.34 External hires needed (current workforce-total) 3995 600 357 81 0.66 Conduct an environmental scan....
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...Case Analyses: Planning Base on the environmental data given there are several factors in the environment that might make it difficult for Tanglewood to fill their vacancies in the future. One of the factor include qualified workers unwilling to work because of long hours, low pay, conflict with other employees, and long waiting period to move up the hierarchy. Expansions in the professional and managerial sectors of the labor market may also be another factor in the environment that might make it difficult for Tanglewood to fill their vacancies in the future. There will be shortages for Store associate, Shift leader, Department manager, Assistant store manager, and Store manager. The data in table 1.1 shows that Tanglewood would need 4,845 store associates, 42 shift leaders, 105 department managers, 21 assistant managers, and 5 store managers for the upcoming year. A large number of new hires will be for store associate. 4867 new Store associate will be hire, and 40 store associate will be promoted to Shift leader and 30 new shift leaders will be hire and 35 shift leader will be promoted to Department manager. 30 new department managers will be hired, and 8 department managers will be promoted to Assistant store manager. 8 new assistant managers will be hired, and 5 assistance managers will promoted to Store manager. In the process of hiring, Tanglewood would need to provide higher pay and store discounts to the store associates. Tanglewood must also show how important...
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...African American hires also significantly increased. Of the external candidates reviewed and hired for the Assistant Store Manager position a full 100% hired were white. These numbers suggest that the company did not meet the 4/5th ratio used in determining disparate impact, in other words, greater than 80% of the applicants hired were white. This number strongly suggests Tanglewood would be found guilty of disparate impact. Reviewing the total number of Department manager positions reveals the number of whites employed at this level begins to rise over that of non-white or African American. At the next level of Assistant Store Manager we see a staggering 92.75% are white, which is nearly 10% higher than the ratios encountered at Associate and Shift Leader positions. Once you reach the highest job level, Store Manager, we see that 69.56% are white and 30.44% are non-white, but 0% is African American. It appears this company has a ways to go to achieve adequate levels of diversity within the organization as a whole. Suggested Improvements to External Recruiting While it is obvious that Tanglewood tracks their candidacy options for positions, it is not apparent that the company makes determination as to which candidate to hire based on their diversity. Tanglewood needs to be encouraged to review the applicable laws pertaining to diversity hiring standards. There are many good reference sites available on-line to learn about Equal Opportunity laws, start with www.eeoc.gov and branch...
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...Introduction Tanglewood is a chain of general retail stores featuring items such as clothing, appliances, electronics, and home decor. The company operates in the moderate price niche, targeting middle- and upper-income customers. Tanglewood’s strategic distinction is an “outdoors” theme, with a large camping and outdoor living section in every store. The store also distinguishes itself by its simple, elegant, and uncluttered design concepts for the store and their in-house products. It was founded by two best friends in 1975 by Tanner Emerson and Thurston Wood and later renamed their store chain to Tanglewood in 1984. Initially it operated as a single store and as years went by, as the business developed from 1975 to 1984, the business had grown substantially with a strong base of employee participation, customer satisfaction, and profitability. The company grew to other parts of America and today has a total of 243 stores open in the states of Washington, Oregon, Northern California, Idaho, Montana, Wyoming, Colorado, Utah, Nevada, New Mexico, and Arizona. As an external consultant for Staffing Services I have reviewed your Organizational Structure as it pertains to staffing your new stores and your stores that are already in business. In my report you will find that there are many things that I agree that your organization does, however there are some that I feel that you could change to benefit your strategic staffing levels and quality. The staffing strategy...
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...Tanglewood Case – Assignment #3 Brenda Baker HR594 11-20-10 The way thatTanglewood’s recruiting methods are very different in each of their regions. By assessing these methods from the various and different ways that each of the regions hire and train we have a good opportunity of improving the operations of this company. There is opportunities come from creating target demographics and by looking into the methodology of their recruitment styles. We need to create and adhere to one method for all companies to go by. Tanglewood experiences a constant rate of turnover at the present time. 1. Generate a recruiting guide for the store associate job. Position: Store Associate Reports to: General Manager Qualifications: open training available Relevant labor market: Western Washington Timeline: Continuous recruiting Activities to undertake to source well-qualified candidates: Regional newspaper advertisement Post job opening on company Web site Request employee referrals Contact regional health and life insurance associations Call HR departments of regional health and life insurance companies to see if any are outplacing any store associates Contact if necessary, executive recruiter to further source candidates Staff members involved: HR Recruiting Manager Budget: 2000-6000 2. Describe the relative advantages of open versus targeted recruiting for Tanglewood. Advantages of open versus targeted recruiting for Tanglewood, are those who have significant KSAOs...
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...Tanglewood Case Study 2 Ratings: (0)|Views: 6|Likes: 0 Published by Megan Purdy Tanglewood Case Study 2 See more Tanglewood Case Study 2 Page 1 Tanglewood Case Study 2Megan PurdyHRM 594Keller Graduate School of Managementr! CardenMay 2"# 2$%4 Tanglewood Case Study 2 Page 2 Recru&tment Gu&dePos&t&on' Store Associate Re(orts To' Shift Leader and Department Manager )ual&f&cat&ons' Prefer to have some ac!ground in customer service or retail" no specific list of minimal educational ac!ground re#uired Rele*ant +a,or Mar-et' Pacific $orthwest% ®on and 'ashington T&mel&ne' This is a continuous recruiting effort with no set timeline% however the ideal process from initial contact with the applicant to the final hiring decision would ideally e within a month(s time) .ct&*&t&es to underta-e to source well /ual&f&ed cand&dates' *se of media" such as regional newspaper advertisements" online +o postings on oth pulic wesites as well as the company wesite" !ios!s in the stores" +o services groups and staffing agencies" Staff Mem,ers 0n*ol*ed' ,- -ecruiting Manager" Assistant Store Manager" Department Manager 1udget' .etween /1000 and /000 Tanglewood Case Study 2 Page n loo!ing to the est targets or applicants for the position of store associate" it would e ideal to recruit individuals with some prior ac!ground" !nowledge or e3perience in the customer service or retail fields) &ne of the ig complaints from our management...
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...Assignment Week 4 Tanglewood Case 3 Keller Graduate School HR 594 Strategic Staffing The objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively. Tanglewood has high turnover. This is a major concern for management. There is time, and money invested in to hire these employees. Training and maintaining is just as costly if there is a 50% chance of the employee leaving the company, just to start the process over again. One reason for this is because of the lack of consistence in how the managers in the different locations recruit their employees. The recruiting policies appear to be designed by the store managers with no solid structure. There must be a policy designed to recruit those individuals that will best fit the position as well as ensuring that the investment in training and maintaining pays off. Tanglewood use several different methods to recruit prospective employees. These methods are effective, but only if used properly to gain the wanted effect; which is ensuring the best candidates for the positions. The most used method used by Tanglewood is media advertisement...
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