EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. Affirmative action is intended to promote the opportunities of the protected classes within a society to give them equal access to that of the privileged majority population.
Tactics of Tanglewoods for recruiting. Recruiting: The typical recruiting and hiring practices for Northern California are based on a model that has been successful in finding qualified, energetic salespeople and talented managers. When openings occur, there is a two-pronged recruiting approach. First, as an internal method of selection, existing employees are solicited for recommendations. For higher level positions, the internal selection process involves promotion from within. Second, as an external method of selection, advertisements are placed in the popular press and applications are taken from the internet sources.
Final selection decisions are based on a few basic principles as described in other sections of the casebook. One clear concern is that any new employee must fit well with the group into which they are selected. Many managers specifically solicit the opinions of the work group when making hiring decisions. In particular, for higher level positions there are often group interviews. Work skills are seen as “trainable,” so they are often de-emphasized. Instead, the focus is much more on personality and values. Tactics of Tanglewoods for promotion and career development.
The Essay on Hiring A New Employee
Hiring a New Employee "A company is only as good as the employees who work for It." Seems to be the slogan driving most employers in today's marketplace. Your employees are a direct reflection of your company and in many industries, may actually be considered the product. Finding the right employee can be one of the most crucial and difficult decisions a business can face. Businesses must be ...
Promotion: There primary way of hiring is by Individuals who show particular promise in their work are encouraged to apply for managerial positions when they open up. Although managerial job openings are posted within the organization through in-store bulletin boards as well as e-mail notifications, individuals who are recommended by their current supervisors have a strong advantage in the process. Tanglewood has done external hiring; they do this by coming up with the recruiting strategy placing public postings of job availability.
The Plaintiff’s strategy. Eaglette-Schubert’s sees the problem as arising because the Tanglewood uses an internal network to find new employees and promote those inside the company. The process is therefore potentially closed to minority groups. Mr. Root’s lawyers say will be using the strategy to prove the case by the birds of a feather approach which they have used in the past. With this approach they argue that extensive reliance on within-company networks makes many companies prone to discrimination because of homophily in social networks.
Homophily is a social psychology term for the widely observed phenomenon that most people seek to be around those who are similar to them. This will work agianist Tanglewood in the sense that when they are doing internal hiring Changes for recruiting. Based upon the available information and prior knowledge of Tanglewood’s recruiting process and its successes, It is currently advised that Tanglewood should continue on the course of internal recruitment that is currently in place.
The Essay on Employee Portfolio Management Plan
The suggestions include sanctions for supplemental assessments, and each employee’s traits are assessed to illustrate how they’ll be advantageous regarding the operation of the organization. The three employees selected for the assessments were Andy McClaren, Ji Li, and Khanh Lam. Andy showed a general satisfaction with his daily job. To augment job satisfaction, the management team must present ...
The prior success speaks for itself and due to the major lack of substantial evidence that suggest this one particular party has been discriminated against would make changing the protocol for promotion an ill-advised decision. Tanglewood has a reputation for hiring minorities and establishing a culture that bases its reward system upon the actions and work record of the people it promotes. Based upon the information in the case it appears that the law firm of Eaglette-Schubert is currently contacting other employees and encouraging them to band together in a law suit of Tanglewood.
The attempted contacting of the employee (Mr. Root) by Ms. Gonzalez Tanglewood and his subsequent response to Ms. Gonzalez suggest that Mr. Root has the intentions of creating negative publicity and has been in contact with the law firm with whom are taking his case. In addition his actions based upon the information provided do not represent the level of loyalty and respect for the organization that is required of persons that are wishing to be promoted to higher levels within the organization.
This neither information that we are provided does not provide nor give sufficient insight to this case that should/would warrant the need for Tanglewood to change/adjust its current promotion system for employees. The most important thing to remember is that you will need to be able to justify your decision. Documentation is key and required to be in compliance with OFCCP requirements. As one of the most critical steps in the process, it is important to keep the following in mind: The best candidate for the position was chosen based on qualifications. The candidate will help to carry out Tanglewoods mission
Changes for promotion and career development Tanglewood is known for its culture and philosophy to provide the best work environment and customer service in the retail industry. Tanglewood also prides itself on allowing employees to grow and develop through its management training programs; however, it is essential for Tanglewood’s current HR staff and executive management team to be particularly aware of the statistical numbers of its management staff and to continue to recruit and employ a good, diverse group of candidates to be considered for management.
The Essay on Building Employee Enthusiasm Quality Management And Productivity
Building Employee Enthusiasm In the article, "Building Employee Enthusiasm", the author, Peter Staack, demonstrates the importance for organizations to increase their awareness of safety through the use of incentive promotional products. There is no substitute for a safety program that will save needed revenue normally utilized for workers compensation. Lowered worker's compensation claims are one ...
In an effort to increase the level of minorities employed in the management program, it its proposed that Tanglewood recruits from primarily minority institutions and groups. Tanglewood can also use external sources that focus and cater to minority employment. Tanglewood can also continue to promote their philosophy, work environment and commitment to excellent customer service. Ultimately, Tanglewood’s philosophy and culture is to promote excellent customer service and to provide an outstanding work environment.
Internally, Tanglewood has relied on its experienced employees as a major source of talent. As noted earlier, the company promotes extensively from within. As a result, managerial employees often have significant experience with the company’s social environment and culture. This internal staffing strategy is seen as a real strength for the company, because the possibility of being promoted is believed to increase retention of lower level employees.
