Target Corporation Assignment Example | Topics and Well Written Essays - 500 words

Target Corporation - Assignment Example The organizational hierarchy as described above indicates that Target has a tall management structure. Companies with tall hierarchies tend to take more time in making decisions. Information flow, be it top-bottom or bottom-top tends to get distorted leading to misinterpretation of the messages sent. Due to this, the organization runs the risk of taking incorrect decisions as they may be based on incorrect information. Tall hierarchies tend to increase management costs as well. Managers are usually paid more than subordinates; therefore each additional level in the hierarchy would contribute to escalating costs. Last, but not the least, employees have the less managerial authority and responsibility which acts as a stumbling block in motivating them. Given the nature and quantum of Target’s business, the company would require a lot of staff. The operational work at the 1750 stores spread across the 49 states is essentially being done by the 3, 55, 000 team members. That translates to a little more than 200 employees per store which is far lower than what the biggest retailer in the world, Wal-Mart has. A clear-cut hierarchy and limited span of control ensure that supervision is effective and the work done is of the highest quality. It is not without reason that the company has won numerous awards. Among others, Target has bagged the 10th spot in the list of â€Å"Top 100 Employers for the Class of 2011† compiled by the Diversity Employers Magazine.

Recruiting Approaches For Tanglewood Assignment

Recruiting Approaches For Tanglewood - Assignment Example Contextually, Tanglewood has the need to recruit sales associates for their stores for which they need a proper recruitment plan that includes an appropriate recruitment guide. Furthermore, based on their requirement of human resource the company will also need to identify proper recruitment methods after taking into consideration the historical recruitment data of the company (Heneman III, Judge & Kammeyer-Mueller, 2011). With reference to the recruitment needs of the company, the aim of the paper will be to analyses the past recruitment records of Tanglewood and recommend an appropriate recruitment method and approach for its future recruitment needs. Recruitment Guide Position: Store job associate Reports to: Regional Managers Qualifications Required: Anyone with a previous work experience in other stores, as a sales associates or assistant manager can apply for the post. Freshers can also submit their application for the mentioned designation Relevant Labor Market: Washington and Oregon Activities to Undertake: Employee referrals, Newspaper advertising, Post job vacancy on company website Staff Members Involved: HR recruiting manager and Regional manager Budget: $ 3,070,768 for each region Advantages of Open and Targeted recruiting Approaches for Tanglewood It is known that recruitment is one of the most important and highly prioritized processes of any organization. ... On the other hand, in targeted recruitment, organizations target at a particular group of qualified candidate for the post. In this method, the company needs to deal with only the qualified candidates, which make their selection process simpler, time saving and cost effective. Furthermore, this method ensures maximum probability for the company to recruit desired candidate for the job (Heneman III, Judge & Kammeyer-Mueller, 2011; Roberts, 1997). Evaluation of the Historical Cost of Recruitment to Determine Effectiveness Tanglewood adopted five methods of recruitment in the past which comprise of media, referrals, Kiosk, State Job Services and staffing agency. All this methods have their own set of advantages and disadvantages. Candidates recruited through media advertising cost the company $4,945,655 in the past years. The hiring rate of candidate through media advertising comprises 14.66% with a retention rate of 44.66% for the same. Subsequently, candidate recruited through referra ls cost the company with an amount of $ 8,437,420. The hiring rate through this method was 29.66% on an average. The retention rate of the candidate hired through this method is depicted to be around 54.33%. Furthermore, candidate selected through the means of Kiosk cost the company around $ 10,097,412. The hiring rate and retentions rate of candidate recruited through this method are 16.75% and 62% respectively. Apart from this, candidate recruited through job services cost the company merely $ 1,412,720. The hiring and retention rate for this method are 9% and 75% respectively. Cost of using agency method for recruitment is around $ 3,798,880 with a hiring rate of 33.50% and a retention rate of 90% (Heneman III, Judge & Kammeyer-Mueller, 2011). From