Tanglewood case 2 question 4

As a result, we do not want all of our associates to have a desire to move up into managerial positions. This program will follow our policies of having everyone start at the bottom, but it will allow participants to move up quickly in the organization provided they learn what is necessary to hold these positions.

We may want to focus much of our efforts to recruiting high school students for these store associate positions.

We will do this by attempting to dispel negative perceptions of retail store employment by providing higher pay and store discounts as well as offering flextime. For employees, such as recent college graduates, who have expressed a desire to attain managerial positions, we will allow them to enter a management trainee program.

As a result of both these figures and our hiring policy of hiring internally and thus starting every employee at the lowest position, we will need to hire a large amount of store associates. However, our hiring policies at Tanglewood require employees to start out as store associates and work their way up in the organization if they choose to do so and if the store needs these positions filled.

One way we may want to go about hiring an exceptional workforce may be to hire motivated, intelligence college graduates. Workers in this program will be paired up with exceptional workers so they can learn the culture and operations of Tanglewood quickly.

However, according to the environmental scan, we have found that recent college graduates do not necessarily want to start at the bottom of an organization as a store associate in order to work their way up to a higher position.

Additionally, the retail industry holds a negative and partially accurate image of providing low pay, requiring long hours, and of their being frequent conflicts with lower-level employees.

They may not want to have all the responsibility of a manager and they cannot work all of the hours required of a manager because they must go to school.

Each store needs to have a large number of store associates and not very many managers. We also strive to hire an exceptional workforce. In order to fulfill all of our hiring practices, we propose the following plan. According to the scan, there are available candidates who are ready to fill managerial positions.

We will keep most of them at the associate position and promote some of the more experienced associates into the managerial positions. We must keep in mind that associates are often the face of the company because they directly interact with customers.

We will hire at least 4, store associates to meet our projected needs for the next year. We will also strive to have and to build exceptional workforce quality in a number of ways.

We will work to improve job satisfaction by providing employees with task variety. We will also work toward developing talent and hiring internally.

We also must keep in mind our other hiring policies of developing talent and having exceptional workforce quality. We must show them how important they are to Tanglewood. We will allow store associates to work in different departments and to do different things from working the cash registers to designing and assembling in-store displays.

High school students may be the perfect match for this role because these candidates may just be looking for a part-time job to have in order to make some extra spending money and to gain some work experience.View Essay - MGMT Tanglewood Case 7 from MGMT MGMT at Columbia College.

MGMT Tanglewood Case 7 May 10, Find Study Resources. Main Menu; by School; by Subject; by Book. MGMT Tanglewood Case 2. 4 pages. MGMT Tanglewood Case 3 Columbia College96%(56). Tanglewood Case 2 Strategic Staffing (HR ) Summer Session B [email protected] TANGLEWOOD CASE TWO ATT: Daryl Perrone 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.

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Tanglewood case 2 question 4
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