...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 workforce. They just need to figure out a creative way...
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...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...
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...PENSACOLA STATE COLLEGE COURSE: MANAGIIGING DIVERSITY SEMESTER: SUMMER, 2015 INSTRUCTOR: MOLLIE ANDRAE Q 1. Which dimensions of business case for diversity are the most persuasive? Why? No matter which definition you put on work diversity, most organization if not all are acknowledging the importance of making diversity a business consideration. “Our work place is changing and diversity is no longer the exception, it is the norm now. It is good for business and when we achieve unity in diversity, everyone wins”. (Lativin, D.). Changes in the workplace are the result of various shifts in U.S. demographics. Among these are the country’s racial and ethnic makeup. People of color have reached over 100 million, according the U.S. Census Bureau. The dimensions of business case for diversity may vary from organization to organization depending on their priorities but the case for business diversity is somewhat the same across the board. The demographic shift creating a new customer base and workforce is not the only reason to implement diversity initiatives within a company’s business strategy. Increased globalization, improved financial results and employee retention are all part of a growing business case for diversity. To me, one of the most persuasive case for diversity is winning the competition for talent. The United States is the most diverse country in the world and no wonder is so economically successful and world super power as compared to other developed nations...
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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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...must decide whether the current founder and CEO, George Jackson, is fit to revive the company and what can be done to turn the precarious situation around. External Analysis Environmental and industry opportunities for GHH include: • The increasing need for eldercare services due to increasing life expectancies and aging baby boomers • Rapid expansion and increasing consumer preference for assisted living and home health care Environmental and industry threats to GHH include: • Highly regulated and fragmented industry (difficulty in gaining significant market share) • Reduced nursing home use (due to growing availability of alternatives such as home‐delivered eldercare) • Pressure from the government and general public to increase quality of care while reducing expenses • Reduced federal funding and healthcare reform measures (changing regulations and reimbursement cuts) • Increased number of lawsuits and patient care liability costs (leading to reduced liability insurance) • Increased profitability and market share of competitors [Add overall conclusion around industry attractiveness and attractiveness for GHH, and what this means] Internal Analysis GHH’s strengths include: • Major...
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...Assignment 2: Integrating Culture and Diversity in Decision Making: The CEO and Organizational Culture Profile BUS 520 March 2, 2015 The organization that I chose to research was Southwest Airlines. This particular Airline Company has been around for over thirty eight years. The creators Rollin King and Herb Kelleher only had one priority and that was their customers. Their goals were to get each passenger to their desired destination in timely matter, at an affordable cost, and have while doing it. Because of their remarkable customer service experience, Southwest has named one of the top Airline Organizations in the United States. The mission of Southwest Airlines is dedication to the highest quality of Customer Service delivered with a sense of warmth, friendliness, individual pride, and Company Spirit (www.southwest.com). The Organizational Culture of Southwest Airlines is to connect with the customer through kindness, consideration and reliability. It requires many skills to be a part of an interpersonal group. Being an employee of Southwest Airlines, you will encounter many experiences dealing with all sorts of people. It requires organizational culture, which consists of ways of thinking, acting, and understanding work that are shared by members of an organization and that reflect an organizations identity (Wood, 253). It was very important to be able to identify interpersonal group work as its own degeneration, and how it is associated with other variables such...
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...HUMAN RESOURCE MANAGEMENT Group 6 – Case Study Presentation | Chapter 6 – Recruiting Human Resource TO QUOTA OR NOT TO QUOTA INTRODUCTION Quotas are simply defined as fixed number or amount of people or things in particular. However, Scott (2014)[9] defines quota in HRM as affirmative action guidelines which require covered employers to meet certain goals and timetables for hiring and/or promoting women and minorities. In human resource management quotas are associated with changing demographic composition and diversity of workforce across one or more distributive categories such as gender, ethnicity, age, sexual orientation, disability and education backgrounds. As per our case-study, (Stone 2013, pp. 243-244) [1] highlights that despite women had been in workforce for decades, there is gender bias in recruiting board executives. Organisations have utilised multiple strategies to overcome this phenomenon of which quota has been an integral part. Implementation of quota has affected organisations bilaterally entangling ethical dilemmas which led to generalised perception of the aforesaid topic. Galbraith (2012) [7] states that a balanced boardroom has both positive and negative effects. However, extensive research has shown general acceptance of quotas in the international framework. Erika Watson (2012) [10] published in a research article stating Norway as the first country in world to enforce quota law of 40% women on their board. Similar approaches were further...
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...CHAPTER 2 1. Define and discuss diversity management. 2. Why diversity management is important and how to institutionalize a diversity management program Diversity Management and Affirmative Action Programs Diversity Pros | Diversity cons | * Stereotyping – eg. ‘Older people cannot work hard’ - Stereotyping is a process in which someone ascribes specific behavioral traits to individuals based on their apparent membership in a group. | * Bring Ideas – knowledge and life experiences to provide a pool of new ideas | * Discrimination - Discrimination means taking specific actions toward or against the person based on the person’s group. | * Social Responsibility – hiring physically disabled show a CSR | * Tokenism – appoint small groups for high-profile positions. - Tokenism occurs when a company appoints a small group of women or minorities to high-profile positions, rather than more aggressively seeking full representation for that group. | * Source of human resources – talented people come from wide variety of background | * Ethnocentrism – look at other social group less favourable than one’s own - Ethnocentrism is the tendency to view members of other social groups less favorably than one’s own. | * Adequate manpower for public holidays – Malaysian context: multiracial cater diff public holidays. | * Gender-role stereotypes – to associate women with certain non-managerial jobs - Working women also confront gender-role stereotypes...
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...country, it is essential to accept it for why it’s been put into place and that it is all part of a process. Of course affirmative action is far from perfect and has a fair deal of problems, like promoting reverse discrimination while backing up negative stereotypes. I researched all of these aspects while pondering the question “is affirmative action still needed in today’s society?” In this paper I will be explaining what affirmative action is.The history behind affirmative action like how it all unfolded, who made it, and the history as to why it is in effect now. I will also list some pros and cons of affirmative action, how the United States could better affirmative action for the future and finally a conclusion, which is my opinion on the topic. But what exactly is affirmative action? Born of the civil rights movement three decades ago, affirmative action calls for minorities and women to be given special consideration in employment and education acceptance decisions. Universities with affirmative action policies generally set goals to increase diversity. Affirmative action decisions are generally not supposed to be based on quotas, nor are they supposed to give any preference to unqualified candidates. And by no means is affirmative action supposed to harm anyone through "reverse discrimination." The purpose was to create equal opportunity for the people who had been unjustly treated in the past. It was set out to correct this wrong, and make it right. But at the same...
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...Cultural Diversity in Professions 11-13-2010 You Decide Out of the four applicants for the sales manager position, one applicant stood out from the rest as better prepared to fulfill the job description. All applicants possessed particular qualities or characteristics that were fitting for the position, however, only one of them had both the experience, and knowledge the position requires. As a human resource manager I would hire Karen for the job. The reason why I would hire Karen for this position is because of the fact that she was the only one I feel would be able to step into this position and require the least amount of training time. I feel like because of her knowledge and experience she will be confident stepping into the position. Karen has experience in sales and fiber optics. I would be comfortable hiring her as a sales manager because she has five years of sales experience. The fact that she graduated first in her class in fiber optic engineering, tells me that she is the right person to sell fiber optics. This position was made for her! While analyzing all the qualities and characteristics of all candidates, I weighed the pros and cons of each one. Some candidates were appealing because they were single, as this would be fitting for the leisure time they would be required to spend with clients. Other candidates were appealing because they had sales experience; and others because they had knowledge of fiber optics. When considering Karen for the position...
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...The policy of affirmative action should be abolished in the Unites States as this practice is not making good to US society on its policy against discrimination. It is in effect violating what it is supposed to protect and could lead to other worse consequences like creating crippling effect upon minority groups because of its obvious message of inferiority , reverse racism , lowering standards of accountability hence rewarding race instead of hard work , showing that the people hired through affirmative action can lead to unqualified workers , leading to create a true `color blind` society , condescending to minorities about their need for affirmative action , demeaning the achievement of minorities , by attributing their success due to affirmative action and not hard work . Affirmative action has a crippling effect upon minority groups because of its obvious message of inferiority. Affirmative action assumes that minority groups are of inferiority quality and hence they should be taken care of and they should not be allowed to compete in the market place. It is actually unfair to these minorities because it has actually described them as being unable to fend for themselves within the business /work environment. Not only that it is demeaning to minorities but it also unfair to white males that rely on their skill rather then their color . Therefore, further sustaining the policy is simply an act lack of common sense and realization on how it is to live in free economy...
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...Affirmative Action in the Workplace Negative and Positive Rebecca Mikell Human Resources BUS362 Affirmative action in this time and place is a very hard area to keep in place when it comes to keeping jobs even at work for the employees. Sometimes this type of equality in the working world can be good and sometimes it can be bad, but it depends on how it is used that really makes how a person can feel when it comes to this type of treatment of employees no matter what color or sex a person is during this time period. If you take a look at what might be good about this type of action where I work five days a week, you would say that it is better on the day shift than on the night shift that is for sure, because on the night shift this is very unevenly played out as far as equality. In this day and time, affirmative action is a continuous issue in the working world. It was put into place to encourage diversity and reduce discrimination based on ethnic background and skin color. (What are the Pros and Cons of Affirmative Action) Affirmative action is used basically to show that people with ethnic backgrounds are capable of doing the same job as another person of a different color or that a woman is capable of doing the same job as a man. These days, sometimes both statements are true but not in all cases all the time. I’m sure a woman believes that she can do a job better than a man, and sometimes I am one of those people , but there are some positions that companies would...
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...Multiculturalism and Diversity Management Shaketia Robinson July 20, 2012 Global Operation- IP1 Professor Castro In order for PPQ Parts to expand globally, multiculturalism and diversity management training is a necessity. Although there is vast opportunity in doing business abroad, it is important to understand all the pros and cons of these ventures. Many times businesses tend to focus on all the advantages of expansion, and tend to overlook that there are some issues that may arise as a result of the expansion. For example, the host country could face some issues due to the expansion. One article states: “some authorities in international marketing believe that unconscious references to a firm's domestic cultural values contribute to most international business problems” (Snavely, 2012). This stems from businesses not taking the time to truly learn the host country’s way of living; including the culture, language, religions, and general beliefs. It is vital that all strategies related to the business are tailored to all the host countries’ cultural factors. Some cultural barriers and diversity issues that are commonly encountered by international/multinational (MNC) and global organizations include: cross-cultural issues, language, corruption and bribery, and legal requirements. (Moore, 2012) Every culture has their own way of doing business that may be awkward to those that are use to their own traditions. Mannerisms and gestures may differ completely, whereas...
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...Assignment 3- 1-Present the advantages and disadvantages of recruiting through an internal search and external search. 2-What are the pros and cons of using employee referrals for recruiting workers? 3- What are the different possible job offers proposed through the selection process? Discuss their possible purposes? Promoting from Within External search Advantages • Easier to assess applicants since more information is available • Less costly and quicker than an external search • Promoted employee is already familiar with organization policies, culture, etc. • Signals to employees that career opportunities exist in organization • Improve employee morale and organization loyalty • Lower costs for some jobs • Less likely to make major changes and “upset the apple cart” Advantages • Provides new ideas / fresh perspectives • May bring new insights from other industries • Initiate a turnaround • Hiring experienced employee can reduce training needed • Internal politics may be avoided (e.g., less upsetting to present organizational hierarchy) • Allows rapid growth • Increase diversity • Only hire at one level • Bigger talent pool / more applicants Disadvantages • Narrowing of thinking and stale ideas (inbreeding) • May not help turn company around • Training will be needed and learning curve will occur for the job duties • Internal politics will occur (e.g., possible discontent of rejected applicants; new subordinates discount...
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...Equal Employment Opportunity (EEO) sufficient to prevent workplace discrimination? The articles will take a look at affirmative action in admissions to public colleges, and the workforce, as well as why even with federal, state, and local anti-discrimination laws that protect people against sexual harassment and discrimination on the basis of age, disability, race, sex, marital status, pregnancy, breastfeeding, family responsibilities, sexual preference, medical record, criminal record, trade union activity, political opinion, social origin, religion, and nationality or ethnic origin, workplace discrimination still occurs in today's society. This paper will also look into potential pros and cons of diversity management. Keywords: equal employment opportunity, affirmative action, discrimination, diversity In order to see why we still need Affirmative Action and Equal Employment Opportunity in our society today, I believe we need to look back at why we needed them in the first place. The term "affirmative action" was first introduced by President Kennedy in 1961 as a means to addressing discrimination that had persisted despite civil rights laws and constitutional guarantees (Brunner & Rowen, 2007). It was designed to be a temporary remedy to level the playing field for blacks and other minorities on education and jobs. The thought was affirmative action would end once a level playing field existed for all Americans. However, many white Americans did not believe this leveled...
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