Chern

Out of these four non-core functions, the Legal department and Administrations have very low head counts. Personnel in these departments are experienced and have been there in the company now for almost 10-15 years. Distribution and Logistics have their headcounts increasing every year but at a very slow rate. The Customer Services cater to the requirement of both internal and external customers. ABC Marketing Services is planning to outsource Customer Services department to an offshore vendor as there is a heavy need to employ more number of headcounts for taking care of high volume of calls and queries from the customers all over the world. Because of the tremendous growth in the company’s business, the need for hiring in-house employees have gone up considerably and the company is not able to ramp up its resources for various reasons such as cost, lack of experienced resources in the market and also because of the complexity in the hiring process. Overseas Vendors have a massive English-speaking population trained as well as extremely low labor rates.

Business success is determined upon proper implementation and completion of business goals and/or strategies, which are linked to several organizational components to include strategic staffing decisions. From a professional standpoint, all 13 staffing decisions are important; the degree of implementation or consideration of each decision will vary according to the objective or strategy that is being targeted. For example, when developing and implement a successful training and development plan (TRP) to retain a competent workforce, all 13 decisions will play an important role in the decision making.

Chern’s also has a history of promoting from within, thus viewing employees as long term investments. With the autonomous nature of each store, the company must put a certain amount of stock in the acceptance of other ideas and best practices. Knowing this, and wanting to maintain the culture that has built their success thus far, the staffing strategy starts to come into a clearer objective and focus. The HR Strategy and challenge to acquire, develop, and retain an employee base that has long term career goal and is diverse based upon the demographics of each of the markets that the corporations has stores located. The Staffing Strategy to recruit and hire based upon the model of looking for employees that will be invested with the company on a long term basis and diverse based upon the various market demographics, will require at minimum some form of centralized HR administration to oversee the corporate objective, legal compliance, retention of top performers and mentoring at all levels within the organization. All of this to be done naturally while holding a high ethical standard and treatment of its employees on a fair and consistent basis.

Staffing has always been considered as the foundation for organizations' growth, development, survival, and competitive advantage. A successful staffing process may require effective advance preparation and planning in order to address support services required to advance organizational goals and workforce planning. Having read through the company's (Tanglewood) overview and job descriptions for the various positions, I think this topic offers an opportunity to explore some of the theoretical aspects of staffing organizations model in recommending some effective and efficient ways of employing the best personnel to fulfill the company's goals. The staffing plan or model to be used for this company is intended to monitor and control human capital

Thank you for choosing The Weekley Consultation Group for your Human Resources consulting needs. We would like to start by identifying Chern’s short term and long term process and outcome goals. Process goals are goals set by Chern’s for the hiring process. Chern’s short term process goals include satisfying the needs of the staff in an efficient manner. Your long term goal is to improve your ability to attract highly skilled talent despite strong competition. Short term and long term process goals are essential, especially since your business model puts considerable emphasis on customer service and satisfaction. Without process goals to satisfy and attract highly talented employees, Chern’s reputation for customer service would begin

The table below helps to understand the implications that the business growth strategy has on the staffing process at the company. The positions highlighted on the table are the positions that CHERN has to focus on because they are the core drivers of the company’s performance and they make

Modern recruiting methods in the world is growing and changing, and so is the world of recruiting. Technology has changed the way people do things, like the internet and smartphones have made information available at anytime and anywhere, it is also

“Employers demonstrate inclusive recruiting by having diverse individuals represented in company materials, in advertisements, and as recruiters” (Mathis, Jackson, & Valentine, 2014, p. 6-d3)

Nurture a diverse workforce: Diversity must continue to be a point of emphasis for AA. As a global company, your workforce must reflect your customers base. If a company is not tapping into the global talent pool, they are doing themselves a disservice. “In the midst of ongoing global expansion and a worldwide shortage of critical talent, companies are stepping up efforts—at very different speeds and levels of investment—to recruit and retain a workforce diverse in both demographics and ideas.” Scandura, Terri A. (2015-07-02).

STRATEGIC MANAGEMENT: CONCEPTS AND CASES Published by McGraw-Hill/Irwin, a business unit of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY, 10020. Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. Printed in the United States of America. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of The McGraw-Hill Companies, Inc., including, but not limited to, in any network or other electronic

According to Management Consultant Wayne Outlaw, Hiring, training, and retaining adequate staff for their organizations was identified as the number one concern in a recent survey by TEC Worldwide, a San Diego based organization whose members consist of over fourteen hundred CEOs of $5 million to $200 million corporations around the country (Outlaw, 2005). It is clear that present local and global economies problems and fast changing regulations have uncovered challenges companies did not face in the past, companies are now facing increasing pool of candidates adding at the same time several new positions that did not exist before. In order to face rapidly labor force changing conditions, companies need to look at staffing as an strategic objective, by investing the time and effort to not only recruit and hire, but also to learn best practices and build them into a process they can ensure, they have the human capital to assure adequate output.

INTRODUCTION 01 HUMAN RESOURCE ANALYSIS 09 JOB ANALYSIS 10 PLANNING AND FORECASTING 18 RECRUITMENT 20 SELECTION 22 TRAINING 29 DEVELOPMENT 34 PERFORMANCE APPRAISAL 36 COMPENSATION 38 INCENTIVES 42 BENEFITS 44 EMPLOYEE RELATIONS 45 CONCLUSION AND RECOMMENDATIONS 50

SECTION FOUR ...........................................................384 Strategy Implementation: Workforce Utilization and Employment Practices ....................385 EFFICIENT UTILIZATION OF HUMAN RESOURCES ... 386 DEALING WITH EMPLOYEE SHORTAGES ................. 397 SELECTION OF EMPLOYEES ................................... 406 DEALING WITH EMPLOYEE SURPLUSES .................. 416 SPECIAL IMPLEMENTATION CHALLENGES ............... 440 SUMMARY............................................................. 446 NOTES.................................................................. 451 Strategy Implementation: Reward and Development Systems...................................................................452 STRATEGICALLY ORIENTED PERFORMANCE MEASUREMENT SYSTEMS

In terms of the challenges confronting the modern day business leaders, these are numerous and complex and include threats and changes from both the internal environment of the firm, as well as the external environment. At an internal level, a first notable pressure is represented by the changing role of the staff members. In this order of ideas, the staff members were traditionally the organizational force operating the machines and implementing the decisions made by the managers. Today however, the staff members are the most valuable organizational asset (Warren and Reeve, 2006).

Staffing has been an important aspect in all types of organizations’ development. More and more companies have noticed a good staffing plan could increase productivity and reduce operation costs in terms of lower turnover rate and transition costs. Good staffing could be able to minimize cost in order to maximize profit, because it could assist the company to stay more competitive within the industry. According to the definition by Dr. Green, “staff is the process of identifying work requirements within an organization; determining the number of people and the skills necessary to do the work; and recruiting, selecting and promoting the qualified candidates. It is the selection process of