Friday, 6 November 2015



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HRM594 Strategic Staffing - Tanglewood Case - Assignment #1 (Case 1)

Tanglewood Case – Assignment #1 (Case 1) – Due Week 2
The goal of Part 1 is to help you learn more about the basic environmental concerns the Tanglewood Department Store chain is facing. This information will help you to understand how competition, strategy, and culture jointly form the effective development of a selection plan.

Assignment Specifics
In this assignment you will be concentrating on staffing quantity and staffing quality strategies for Tanglewood. To begin the assignment, refer to Exhibit 1.7 in the textbook. You will see that the Exhibit indicates a series of strategic staffing decisions: nine pertaining to staffing levels and four pertaining to staffing quality. Donald Penchiala, the Director of Staffing Services, is interested in your opinions about each of these decisions as each pertains to Tanglewood.
Review the textbook material that discusses these thirteen decisions, and the material you have read about Tanglewood. Then consider each of the decisions and indicate which way you think Tanglewood should position itself along the continuum and why. For example, the first decision is to develop or acquire talent. Indicate whether you think it is best for Tanglewood to focus more on acquiring talent internally or externally, and explain why. Repeat this process for each of the 13 staffing level and staffing quality dimensions.
100 points possible
Case Description/Introduction (5 points) Identification of business strategy/goals (20 points) Discussion of 13 Strategic Staffing Decisions (65 points, 5 points each) Conclusion/Summary (5 points) Format/Paper Quality (5 points)

HRM594 Strategic Staffing - Tanglewood Case - Assignment #2 (Case 3)

Tanglewood Case – Assignment #2 (Case 3) – Due Week 4
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.
Part 3 provides an opportunity to see how staffing managers develop plans for recruiting efforts. You will develop a recruiting strategy and a recruiting guide for the store associate job. The case also demonstrates how you can use organizational data to determine what the best methods for recruiting are. Finally, you will have an opportunity to develop various forms of recruiting messages that will encourage individuals to apply for jobs as sales associates at Tanglewood.
Assignment Specifics
Analyze the information from the recruiting data and prepare a report showing the results of the analysis for your director.
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. Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted,” whom do you think they target? For each division use the data tables provided in Appendix B to estimate how each method fares in terms of yields and costs. Provide a one-page summary of the essential results of the various data tables you have been provided. Northern Oregon has suggested that the other divisions of the company use a policy of using kiosks and staffing agencies rather than using the more “touchy-feely” method of relying on referrals. Does this division have a point? What would the effect of other regions increasing their use of external hiring be? Tanglewood’s top management is highly committed to improving customer service quality, and proposes that simply finding the cheapest way to hire is not sufficient. Besides costs and retention, what other measures of employee performance would be good “bottom line” metrics for the quality of a recruiting method? How might the managerial focus groups’ concerns fit with these alternative considerations? The question of realism in the recruitment policy has been raised in focus groups. Write one paragraph proposals for targeted, realistic, and branded recruiting messages for Tanglewood’s customer store associate positions. What are the traditional arguments for and against using realistic recruiting policies?
100 points possible
Case Description/Introduction (5 points) Development of a Recruitment Guide (15 points) Describe the best “targets” for their recruiting efforts by considering the job and organizational context (15 points) Estimate how each method fares in terms of yields and costs (15 points) Northern Oregon’s suggestion for other divisions (15 points) Other measures of employee performance that might be good “bottom line” metrics for the quality of a recruiting method and how the managerial focus groups’ concerns might fit with these alternative considerations (15 points) One paragraph proposals for targeted, realistic, and branded recruiting messages for Tanglewood’s customer store associate positions (15 points)

HRM594 Staffing Strategy Course Project

For the Course Project, each student is to prepare a course paper, approximately 12–15 pages in length (excluding appendices), on a topic related to the theme of Strategic Staffing. Within this broad theme, the course paper is intended to be an opportunity to explore, in some depth, a topic related to the course that is of specific significance to you.
Sample Topics
A list of example topics for course papers is provided below to provide some ideas. However, these are examples only. Please feel free to consider other staffing-related topics that are of interest to you.
Alignment of staffing strategy with organizational strategy. Internet staffing methods compared to traditional staffing methods: time, cost, quality, and retention. Effects of utilizing realistic job reviews on employee selection, performance, and retention.Current developments in job analysis.Breaking the glass ceiling: Sociological, legal, and organizational issues. Current issues: Managing the flexible workforce. Current developments in selection testing and validation.Defining the new careers of the 21st century and implications for staffing strategies.Requirements and implementation strategies for a staffing management information system.Developing innovative mobility paths for career development: Parallel tracks and lattice tracks.
Week 3 – Submit to your Dropbox a short (no more than one page) paper describing your selected topic. 

Week 7 – Course Project due to your Dropbox.
Submit your assignment to the Dropbox located on the silver tab at the top of this page. For instructions on how to use the Dropbox, read theseStep-by-Step Instructions or watch thisDropbox Tutorial.
See Syllabus/"Due Dates for Assignments & Exams" for due date information.
Required Components
Your paper must include, and will be graded on the following components:
240 Total
Title Page
Include the title of your course paper, your name, email address, school name, instructor’s name, date of submittal, and class (HRM594).
Describe the strategic staffing topic that you have selected and identify why it is significant. Present any background or facts that will enable the reader to clearly understand the issues.
Identify and clearly state the issues or problems. Remember, that what appears to be the strategic staffing problem may actually be just a symptom of a bigger problem—dig deep to be sure you've identified the real problem(s). If there appears to be more than one problem/issue, decide if they are separate or related issues. Keep the problem statement short and concise. Specify whose point of view you are taking to identify the problem.
Topical Area
Connect the problem to a specific topical area of work in Strategic Staffing. Name the topical area (e.g., high rate of voluntary turnover of valuable employees). Then write your synthesis of at least four scholarly or professional studies or articles that seem relevant to your inquiry.
Provide an identification and description of the causes of the problem/issue. Be sure the causes you identify relate directly to the problem/issue. A critical element of the strength of this section is to apply concepts and models from our text, from class discussions, and from your literature review. Discuss the concepts, ideas, or insights that are most valuable in helping you make sense of the causes of the staffing problem. Support your analysis with reference to appropriate research.
Suggest consequences to the organization in the next year, two years, or more if nothing is done differently and no actions are taken to address the causes of this problem.
Recommend a more desirable state of affairs (behaviors); compare this state to what happens if no changes are made; and propose at least two action steps that will leverage the organization toward the more desirable state. Describe exactly whatshould be done and how it should be done, including by whom, with whom, and in whatsequence.
Think about this assignment and write a well-thought-out reflective statement about how this assignment influenced your personal, academic, and professional leadership and managerial development.
You must use no less than eight resources outside your textbook. Cite all sources.
All references must be cited in two places: within the body of your paper and on a separate reference list. Choose references judiciously and cite them accurately. Refer to The Business Student Writer's Manual to understand how to cite sources appropriately.
Citing an author's work within your text documents and your research identifies the source for readers, and enables readers to locate the source of information in the alphabetical reference list at the end of the paper. To use the ideas or words of another person without crediting the source is plagiarism. Plagiarism in its purest form involves copying passages either verbatim or nearly verbatim, with no direct acknowledgment of the source. The most common (and unconscious) form of plagiarism is to paraphrase a direct quotation. Paraphrasing does not relieve you of the obligation to provide proper identification of source data. The best way to avoid plagiarism is to make sure all quotes, ideas, or conclusions not your own are given proper acknowledgment in your text.

HRM594 Strategic Staffing - All 7 Weeks Discussions

w1 dq1 - Staffing Models and Strategy
w1 dq2 - Staffing Legislation
w2 dq1 - HR Planning
w2 dq2 - Job Descriptions and Job Analysis
w3 dq1 - Internal Recruitment
w3 dq2 - External Recruitment
w4 dq1 - Measurement
w4 dq2 - External Selection
w5 dq1 - Internal & External Selection
w5 dq2 - Tanglewood Case Case 4
w6 dq1 - Decision Making & the Final Match
w6 dq2 - Tanglewood Case Cases 5 & 6
w7 dq1 - Staffing System Management
w7 dq2 - Retention Strategies


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