In addition to the specific targets for employee representation for the Spokane flagship location, Tanglewood wants to use this opportunity to establish estimates for the entire chain’s staffing policy regarding demographic representation of the workforce. How do you think individual stores can respond to overarching organizational objectives? Prepare a memo to be disseminated to the individual stores that gives a sense of your targets for the organization as a whole, and also gives the stores advice on how they can assist in narrowing any representation gaps you find through their recruiting, hiring, and promotion practices.
Internal Memo
To: Tanglewood Managers
From: Mladenka Baki, Staffing Services Consultant
Date: January 21, 2019
Subject: Hiring Targets and Demographic Gaps
Upon review of next year’s forecast, gap analysis, and demographic gaps, below you will find next year’s hiring targets and recommendation to address gender and minority gaps.
Our company will need to hire 4,505 store associates next year. Tanglewood proudly promotes internally, however, that will also create an additional need in shift leaders (600), department managers (493), assistant store managers (69), and store managers (33). Due to the volume of employees that exit and internal promotions, we are facing very high hiring volumes for next year. In order to successfully complete our hiring plan and address the gaps in female and minority representation following actions are recommended:
1)Increase a base pay to attract higher quality applicants. This would support Tangelwood’s internal promotion culture by hiring a sales associate with higher abilities that will be more promotable.
2)Increase recruiting in local colleges to attract upcoming graduates. Offer management trainee positions to college graduates with faster advancement while still having everyone start at sales associate level first.
3)Engage in community with local minority and women’s networking organization to promote the company and career opportunities. This would help attract a more diverse applicant pool.
4)Engage with college minority associations to promote career opportunities with Tanglewood and recruit a diverse pool of applicants.
5)Improve employee recognition program, especially on the sales associate level by the better and more tangible reward system.
6)Improve training program by offering various cross-departmental training options, job shadowing options, and mentoring programs. Sales associates are the core of our company and highly valuable assets. Their development efforts should be our priority.
If we put all our efforts in each listed objective, I am confident that our hiring targets and demographic initiates will be successful
In addition to the specific targets for employee representation for the Spokane flagship location, Tanglewood wants...
Case 3: Recruiting CASE THREE: RECRUITING Case Objectives Recruiting is the first stage in which organizational plans for staffing come into contact with the labor market for employees. Before making any new recruiting effort, an organization needs to carefully consider the methods available and balance out the costs of each method with the organization’s needs. The recruiting case provides an opportunity to see how staffing managers develop plans for recruiting efforts. You will develop a recruiting strategy and a recruiting...