Tanglewood Casebook 2

Tanglewood would like to formulate a more efficient policy for screening. This is especially important in light of the large number of potential new predictors that have been included in the system as part of Marilyn Anchley and Donald Penchiala’s new procedures. They ideally would like to develop a sequence like that shown in Table 8.3 in the textbook that moves each applicant from the stage of being an applicant to an offer receiver.

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 interview as part of the selection plan.

Similar to the state job services, utilizing a staffing agency is a targeted recruitment effort. Essentially, Tanglewood would be outsourcing it recruitment process to the staffing agency. This type of recruitment would target applicants that specialize in the retail industry. A benefit to outsourcing it is that the employees provided are temporary, allowing Tanglewood to hire permanently only those that best fit the organization. A staffing agency would provide Tanglewood with a smaller, specialized, pool of applicants.

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

Most stores have been in existence for 10 or more years, and were indirectly managed by either Emerson or Wood when they were first established. Because of this stability, the estimate for the coming year‟s labor requirements is identical to the current year. So, for example, they currently have 1,200 individuals working as shift leader, and expect to need 1,200 individuals to work as shift leaders for the coming year as well.

The organization should continue to do what it’s doing; which is overstaffing. There are an abundance of department managers and assistant mangers that aren’t completely necessary. But by doing so, Tanglewood can benefit by having a stockpile of talent. In other words having replacement in place incase of turnover, retirement or promotion. Stores are also equipped with staff for peak season shopping.

After analyzing the data and performing an environmental scan it is clear that the demographics of Spokane, Washington will present you will problems filling vacancies based on the Equal Employment Opportunity requirements. Spokane is the second largest city in Washington and according to my research 84% of these people are white. The next largest minority group, Hispanic, is only at 5% and the third largest group is mixed races which is just 3.8%. As you can see Tacoma, Washington is not very diverse and finding the enough competent employees from minority groups may be difficult given the fact that there are

Internal hiring is a better strategy for Tanglewood than external hiring because it allows everyone to start at the bottom as an associate and work their way up in the company. Using this strategy allows the company culture to flourish. Each employee must understand the culture of the business by starting out as an associate and learning how the company operates and about its culture. Exceptional workforce quality is a better strategy than acceptable workforce. Tanglewood’s target market is the middle to upper class. The company employs moderate pricing with a strategy of differentiation. They differentiate themselves from the competition by having a large camping and outdoor living area in each store. Having an exceptional workforce quality means hiring associates that will be excited about Tanglewood and provide excellent customer service. Having a strong customer service focus will encourage customers to repeat visits to the store, and enable the company to stand out among the competition as a customer’s favorite place to shop.

Introduction: In the given statement "simply put, teams will be the primary building block of performance in the high performance organization of the future. As a result, effective top managers will increasingly worry about both performance and the teams that will help deliver it" (p. 239, The Wisdom of Teams). Authors Jon R. Katzenbach and Douglas K. Smith conversed with several individuals in more than thirty organizations to figure out where and how groups function best and how to upgrade their adequacy. They uncover: The most critical component in group success who exceeds expectations at group authority. Furthermore, why they are infrequently the most senior individuals Why company wide change relies on upon groups. Furthermore, more comprehensive and demonstrated compelling, The Wisdom of Teams is the fantastic first stage of making groups an effective apparatus for accomplishment in today 's worldwide commercial center.

1. Start by developing a recruitment guide like that shown in Exhibit 5.3 in the textbook. Note that the current situation 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.

1. Describe the internal labor market of the company in terms of job stability (staying in the same job), promotion paths and rates, transfer paths and rates, demotion paths and rates, and turnover (exit) rates.

People clearly are an organization’s most critical resource. Their knowledge and skills along with their commitment, creativity, and effort are the basis for competitive advantage. It is people that have creative ideas for new products or for process improvements that devise marketing strategy or take technologies to the next level.

Open and close cash registers, performing tasks such as counting money, separating charge slips, coupons, and vouchers, balancing

The majority of professional/contractor customers shop during early hours of the morning which is known as the opening shift (7am-10am). Professional/contract customers are experienced and have knowledge of the merchandise that they need and where it’s located in the store given their visit frequency. Given these facets, the number of customer service employees on the floor is much higher than is needed. The proposed employee numbers are higher than needed and I recommend the AMC advance planners schedule estimates for the times between 7am and 11am be used. Using AMC advance planners estimated schedule provides lower staffing costs and gives you the ability to utilize the employees at a different time during store

“Companies need to reach deep, almost down to entry level, for talented women and minorities who can rise to leadership positions. Early identification and development of talent is crucial,” says Dr. Greer. “Also, identifying skilled mentors and fully utilizing their talents should be a priority. Mentoring has great importance in terms of succession.”