Premium Essay

Tanglewood

In: Business and Management

Submitted By kaybabyp
Words 309
Pages 2
1. What are the sales objectives for the new sales representatives?
The sales objectives of the new sales representative of United Fleet Service would be to attract new contacts through effective customer service and maintaining customer relationship with present and new customers. The new sales representative will improve sales coverage of current customers with excellence communication skills. It is important that customers will to have a personal relationship with the sales representative. The customer must be able to trust that the new sales representative has understood their requests as well as provide them with professional recommendations. The new sales representative will also develop a cold-calling technique to improve potential sales and follow up on referrals. The new sales representative will research potential clients by utilizing online research.
2.What role will the compensation design play in motivating the new sales representative?
The compensation design will motivate the new sales representative to meet and exceed their objectives and provide them with the opportunity of increasing their profits.
3. What kind of sales incentive plan do you recommend? Why?
United Fleet Service will recommend the salary-plus-commission plan. The new sales representative will be guaranteed a base salary but also earn an indeterminate amount of commission based on the quantity of sales made. This method will motivate the new sales representative to perform highly by exceeding basic expectations. In efforts to stay competitive in the market , United Fleet Service will also offer non-financial incentives to the new sales representative.
4. A closing statement of your learning for each case is required and will be assessed!
This case study will be an outstanding source to use as reference when determining the sales incentive plan. The company must set…...

Similar Documents

Premium Essay

Tanglewood Case

...Oregon Timeline: Ongoing Activities to undertake to source well-qualified candidates: 1. Local Newspaper advertising 2. Request company referrals 3. Use of kiosks 4. Contact staffing agencies and service-job agencies Staff members involved: HR recruiting manager, Shift Leader, Department Manager Budget: $3,000-$6000 2. Describe the relative advantages of open versus targeted recruiting for Tanglewood. In open recruitment, companies don’t focus their recruitment based on the usage of KSAOs. One reason for open recruitment would be because specific qualifications are not needed for the fulfillment of the sales associate position. All those who apply for the post are considered as qualified. The main advantage of this type of recruiting, is that this process is fair/equal, as all get the opportunity to apply. Moreover, it is useful when there is large number of employees. When looking at the desired results of hiring sales associates for Tanglewood, I would have to say that the open recruitment would be the best decision on the behalf of Tanglewood. The 50% turnover would cause the need for a higher pool of interviewed and qualified applicants. Media and referrals can be considered as open recruitment with both methods, a large number of employees can apply. With referrals, a person recommended can be employed without testing for his KSAOs. Kiosks also fall in this category as the organization itself is not screening the candidates. Kiosks provide......

Words: 332 - Pages: 2

Premium Essay

Tanglewood

...Tanglewood Stores and Staffing Strategy Staffing is a very important organizational function that deals with the acquisition, deployment, and retention of the organizations workforce. Staffing strategy involves making decisions about the acquisition, deployment, and retention of an organizations workforce. Tanglewood is a chain of retail stores that feature items such as clothing, appliances, electronics, and home décor, and currently has stores in 12 regions. These regions include Eastern Washington, Western Washington, Northern Oregon, Southern Oregon, Northern California, Idaho, Montana and Wyoming, Colorado, Utah, Nevada, New Mexico, and Arizona. After reviewing the report that was provided to me, I have been able to come up with many recommendations for the staffing quantity and staffing quality strategies for Tanglewood . After careful review of the strategic staffing decisions depicted in exhibit 1.7, on page 26 of my text book, Staffing Organizations, I have come to the conclusion that the three most useful staffing quality and staffing quantity strategies that would be most useful for Tanglewood would be developing talent, internal hiring, and exceptional workforce talent. Tanglewoods success is due entirely on their strong culture, and the organization firmly believes that this strong culture should be maintained. Tanglewood is currently concerned with the Western Expansion of organizations such as Kohls, and Target, which would create more......

Words: 1470 - Pages: 6

Free Essay

Tanglewood Case #

...| Karen Mueller | 1/30/2011 | I. Table of Contents I. Table of Contents 2 II. Introduction 2 IV. Best Targets for Recruitment 4 V. Data Tables and Summary 6 VI. Recruiting Policy for Northern Oregon 9 VII. Measures for Employee Performance 9 VIII. Recruiting Messages 10 IX. Conclusion 12 X. References 13 II. Introduction Like other retailer organizations, Tanglewood experiences a constant need for new employees due to the rate of turnover, and therefore recruiting efforts remain high. Tanglewood’s recruiting methods are different and diverse in each of their regions they serve, and by evaluating these methods we can enhance and conceivably uniting the operations of this company. Some improvements will come from creating target demographics, some will come from looking into the methods of recruitment, and some will come by addressing issues brought forth by those already employed with the company. By reviewing the recruiting methods used by Tanglewood, we will devise a recruitment guide for Tanglewood to adhere to that will be functional which will than allow Tanglewood to develop recruiting services which reflect their unique organizational culture. III. Recruitment Guide for Sore Associates Position: Store Associate Report to: Department Managers and/or Shift Manager Qualifications: All will be considered Relevant labor market: Pacific Northwest Costal Region, more specifically Washington and......

Words: 2811 - Pages: 12

Premium Essay

Tanglewood Casebook 2

...Develop Talent: The Tanglewood organization currently does not have a strong process in acquiring or developing new talent. From the case study we find that Tanglewood would like to focus on having a workforce of committed, qualified individuals who will continue the Tanglewood tradition; yet they have no solid recruiting process into place. The Tanglewood organization also has opportunity around their development process, understanding they want team members to feel valued and know that their opinions count, but just because a team member makes influential suggestions does not necessarily qualify them to be leaders. Though they have a lot of culture and tradition there are not in processes in place to help them acquire and develop the talent they are hoping to take the stores to the next level. A strong staffing strategy would focus on acquiring the right talent that can “hit the ground running.” When an organization has the ability to have a strong acquisition process the development will come easy for the team members. If the Tanglewood organization placed an acquisition process into place they could definitely see potential to expand and grow at the rate that they desire. Hire Yourself or Outsource: Tanglewood’s current hiring process is all done in house. Human Resource/ operations manager is responsible for planning, recruitment, and initial screening and department managers interview and hire candidates. It seems as though Tanglewood adheres to this......

Words: 1174 - Pages: 5

Free Essay

Tanglewood

...University Assignment 1-5 Reviewing the Tanglewoods staffing practices I have found that there is little disparity involved at the entry levels. Furthermore, it is shown that of all applicants applying for all job positions had very minute disparity in the company’s hiring characteristics. Each of the three groups (white, non-white, and African American) had a selection rate of 21%. With the statistical evidence of Tanglewoods staffing practices, there is no evidence to show that the company’s hiring practices point to disparate impact discrimination using the 4/5th ratio. However, the statistical evidence does point to disparate impact discrimination once you take the number of hires beyond the entry level position. The first notable statistical evidence points towards the company’s preference to hire within its own organization. The selection rates of those applying for positions that are currently employed by the company’s doubles in selection rate for those applying from outside the organization. This evidence in itself is in line with fair hiring practices as the selection rate within tolerable differences. However, the selection rate of African Americans beyond the level of shift leader is unacceptable. Of the 81 African American applicants for upper management positions, only seven were hired. However, the disparity of minority hires as a whole is actually closely equal to those of the majority group (whites). Tanglewood has shown a significant bias to promote......

Words: 485 - Pages: 2

Premium Essay

Tanglewood 2

...Upon performing the environmental scan, it has been determined that Tanglewood might have a problem filling their vacancies in the future for a variety of reasons. With regards to matrix, there are available candidates who are ready to fill managerial positions. However, the 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. They also strive to hire an exceptional workforce. One way they may want to go about hiring An exceptional workforce may be to hire motivated, intelligent college graduates. However, according the matrix scan, it has been 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. According to the forecast of labor requirements found in Table 1.1, next year Tanglewood will need 4,845 store associates, 42 shift leaders, 105 department managers, 21 assistant managers, and 5 store managers. As a result of both figures and the hiring policy at tanglewood of hiring internally and thus starting every employee at the lowest position, the need to hire store......

Words: 719 - Pages: 3

Premium Essay

Tanglewood

...Environmental Scan While running an environmental scan, it has been found that Tanglewood could possibly have problems when it comes to placing employees in vacant positions for several reasons. Reviewing the scan shows that there are candidates that would be able to fill the positions but the policies that are required meaning they have to start out at the bottom and work their way to the top so these employees could take the positions but the policy needs to be changed. Our goal is to hire workers that are graduates or at a minimum of working towards a degree and are also motivated leaders. Yet most college students do not agree with a policy to start out at the bottom along side of employees that just have a high school diploma. Usually when a person thinks about someone that works in retail they see a person that is not a hard worker and makes minimum wages not a person that has worked their way through college. 1d. Tanglewood needs to fill positions over the next year. There will have to be changes made to get these positions filled. At this point the company takes an employee and starts from the bottom and has them work their way to the top through promotions. A better way of working this is to bring on college graduates or college students that are working towards a degree that have the experience needed to fill these positions and put them in the vacant positions....

Words: 250 - Pages: 1

Premium Essay

Tanglewood

...agency 6. Job fairs Staff members involved: Corporate HR recruiting manager Regional manager Budget: Around $12250 for each region2. Describe the relative advantages of open versus targeted recruiting for Tanglewood . In open recruitment, companies do not segment the labour market on the basis of KSAOs.All those who apply for the post are considered as qualified. The advantage is that this process is fair as all get the opportunity to apply. Moreover, it is useful when there is largenumber of employees. On the basis of this, media and referrals can be considered as the openrecruitment as in both of them, a large number of employees can apply. In referral, a personrecommended can be emplyeed without testing for his KSAOs. Also, kiosks fall in thiscategory as the organization itself is not segmenting the candidates. Kiosks provideopportunities for applicants to watch short videos at the entrance explaining what the jobentails.In targeted recruitment, the organization identifies the qualified candidates. Under this, state job services can fall. The employment service is provided with a set of qualificationsrequired for work, and the employment services agency assists in providing initial screeningand hiring recommendations. 3 . Evaluate data related to Tanglewood¶s historical recruiting methods to determinethe effectiveness for each method ....

Words: 276 - Pages: 2

Premium Essay

Tanglewood

...HR594- Strategic Staffing Tanglewood Case 6 January 27, 2011 Tanglewood, founded in 1975, has undergone rapid growth over the years. The rapid growth, however, has caused issues across the organization. Each store manager has their way of doing things when it comes to running the store. Because of the differing of attitudes across stores and the unstructured staffing process, Tanglewood has experienced significant turnover and financial loss. Tanglewood primarily hires internally because they feel “individuals who are promoted from within the organization to the department manager level are typically viewed by other employees as very qualified and integrated into the corporate culture and mission of Tanglewood (41).” Tanglewood has to work on the view seeing external employees as outsiders to the organization, transition them and incorporate them into the values, mission and culture of the company. With the proper KSAO’s already in place, Tanglewood need to standardized its staffing process so that each store follow the same procedures for hiring individuals within and into the organization. Department managers must possess good communication skills and have some form of people skills. They need initiative, self-discipline, good judgment, and decisiveness. Patience and a conciliatory temperament are necessary when dealing with demanding customers. Managers also must be able to motivate, organize, and direct the work of their employees. Most importantly, the......

Words: 1129 - Pages: 5

Premium Essay

Tanglewood #1

...Executive Summary Tanglewood Stores has to determine how to successfully fulfill its future staffing needs. The decentralization of various job functions has worked negatively for the company. Decentralization has caused the costs of job functions to increase because job functions have to be duplicated at various locations rather than having it at one central location. The HR strategy that will be implemented to achieve success will have a significant impact on the organization. A particular point of interest for any organization is whether to hire internally or externally. Internal hires have the advantage of having extensive prior knowledge about the organization. By comparison, external hires do not have as much knowledge about the organization but they can bring knowledge and skills that would otherwise be hard find elsewhere. Placing employees into management positions based on their level of loyalty to the company does not guarantee that the person chosen is the best candidate. Individual employee characteristics must be aligned with organizational goals and objectives. The organization needs to look at innovative methods to restructure itself, in particular its HR. Job fairs are a great way to reach a large audience face to face. Additionally, the competitive strategy of the company should be modified to deal with its competitors head on. Identification of the Problem Tanglewood is a chain of retail stores that feature items such as appliances, clothing,......

Words: 3161 - Pages: 13

Premium Essay

Tanglewood Case3

...MGMT 364 8 April 2012 Tanglewood Case Study 3 1. Recruiting guide for Store Associates Position: Store Associate Reports to: General Manager Qualifications: All considered Relevant labor market: Western Washington Timeline: Continuous recruiting Activities to undertake to source well qualified candidates: Local and regional newspapers, radio, television Post openings to company’s employment website Request employee referrals Upload availability to Kiosk Employ a staffing agency State Job Service Staff members involved: HR Managers, Department managers and Shift leaders Budget: $2,000-6000 2. When looking at the desired results of hiring sales associates for Tanglewood I would have to say that the Open recruitment would be the best decision on the behalf of Tanglewood. The 50% turnover would cause the need for a higher pool of interviewed and qualified applicants; one reason for open recruitment would be because specific qualifications are not needed for the sales associate position opening that pool of applicants. . 3. The Western region of Washington is the only area presently using four methods of recruiting and the only one using job services. The higher costs associated with media almost doubles the cost of the other four and second would be the cost of kiosk recruiting, these two are not significantly cost effective to the organization in this region. The other two hiring practices in this region have higher retention levels and lower......

Words: 763 - Pages: 4

Premium Essay

Tanglewood Case

...State Job Service * Utilize employees for referrals and continue to offer incentives to motivate internal employees Staff members involved: * Vice President of Human Resources * Human Resources Recruiting Manager * Department Managers * Shift Leaders * Direct Reports Budget: $2,000-6000 2. Tanglewood possesses a 50% turnover rate therefore open recruitment works to the advantage of managers. Human resources provide a pool of candidates to interview allowing managers the opportunity to determine employees that will be a great fit for the department. Also considering the company possesses such high turn over rate more individuals need to be interviewed to ensure great applicants are hired increasing retainment and reducing the turnover rate, as Tanglewood would like to remain reputable within the customer service realm. Also considering there are no set qualifications to work as a Sales Associate open recruitment would be the best recruiting method. 3. After reviewing the data presented in Appendix B it looks as if all regions utilize media, referrals, and provides the kiosk for applicants to visit Tanglewood onsite completing their application. The only region offering all four recruiting methods is the Western region of Washington, which includes the offering of job services. The retainment rate is much higher in Western Washington and it may be due to utilizing all resources instead of relying directly on referrals and the media. ...

Words: 481 - Pages: 2

Premium Essay

Tanglewood

...Assignment (CASE ONE: TANGLEWOOD STORES AND STAFFING STRATEGY) * 2. Contents Introduction Staffing levels Staffing Quality Recommendation CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY * 3. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Tanglewood was originally founded in 1975 by two entrepreneurs and they are Tanner Emerson & Thurston Woods . Initially They were called originally as Tannerwood with only one store that sold outdoor clothing and equipment that they themselves designed * 4. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY It was because of the unique merchandise (quality) and good customer service that won the heart of people, the business grew bigger In 1984 the two friends renamed the company to Tanglewood in 1984. Their business grew in the 90’s t0 243 stores in various parts of US, with Emerson being the CEO and Wood as the President. Regional Managers directly oversee day to day operations. * 5. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Competition and Industry This is a competitive and thriving industry in America, which provides jobs to 23 million people (approx.) and accounts to $3 million in annual sales . * 6. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Table 1: The ROR, ROA and ROI of Tanglewood which indicate corporate profitability (ROA) - efficiently managed its assets to revenue. (ROR) - Tanglewood is one of the......

Words: 2284 - Pages: 10

Free Essay

Tanglewood Case

...Tanglewood Case 1 HR594: Staffing Strategic Instructor: Travis Deur November 6, 2011   Tanglewood Tanglewood is a chain of retail of stores that sells clothing, appliances, electronic and home accents. Tanglewood was originally founded in 1975 by Tanner Emerson and Thurston Wood. The original store opened in Spokane Washington and the named was TannerWood. TannerWood also sold outdoor clothing and equipment that Tanner and Thurston had designed themselves. According to the text “Tanner and Thurston financed their early store plans with credit cards and personal loans from friends and family. They had little money and put every penny they made back into the stores The first store was very successful due to the unique merchandise making them successful quite rapidly, which lead them to expand and add several more stores during the late 1970’s. Emerson and Wood rename their store chain Tanglewood in 1984. Tanglewood has a total of 243 stores in Washington, Oregon, Northern California, Idaho, Montana, Wyoming, Colorado, Utah, Nevada, New Mexico, and Arizona. The business strategy and goals of Tanglewood is to find a specific niche that’s similar to Kohl’s and Target that would target to the middle and upper-income market at reasonable prices. Tanglewood also focuses on stocking quality products, providing customer service, and a more designer appearance than discount stores. This strategy is further supplemented by the company’s trademark “look” which involves an outdoors...

Words: 915 - Pages: 4

Free Essay

Tanglewood

...Tanglewood’s focus on reducing turnover makes sense for three key reasons: It is costly to us. It is affecting the performance of our organization. It may become increasingly difficult for us to manage as the availability of skilled employee’s decreases in the future. Tanglewood is struggling to come up with a generous plan to retain employees. Based off the responses given during the exit interviews, our company can come up with a way to produce a better retention plan. Immediate changes need to be taken with, but not limited to: • Implementing a better manager training program and not doing away with it • Brainstorming a creative plan to retain managers • Employee satisfaction survey should be done every six months instead of every year (given the high retention rate, otherwise I would stick with a yearly survey) • The four major topics within the survey should contain more than one or two questions in regards to each topic • Exit interview questions should be semi-structured We need to take the time to invest in our staff through career paths, opportunities, training and hiring which will save the company in the end by keeping the best employees. By having a positive work environment, where employees feel appreciated, our employees would feel encouraged to work harder, benefiting both themselves and the company. RED FLAGS Superior Alternatives: Better Salary elsewhere, Company Competitors, Additional benefits other than 401K Dissatisfaction with......

Words: 564 - Pages: 3