500 word paper
Talent Management at Townshend Furniture Townshend Furniture is a chain of furniture stores that operates 19 showroom-type stores in South Florida. The company was founded 25 years ago to fill a market niche specializing in affordable, contemporary furniture. Starting with its first family-owned store 25 years ago, Townshend Furniture enjoyed 20 years of continued growth and expansion. However, the last five years have been very different. The advent of a large European-based multinational to the local furniture market, together with growing numbers of online competitors, have stagnated sales. The company recently decided to close five stores whose sales are particularly low.
Townshend’s early success was predicated on its service-oriented strategy. A critical element of this strategy are well-trained, experienced and service- oriented sales associates who help customers select and finance affordable furniture. Lately, however, the company is experiencing serious retention issues amongst sales associates. Data from exit interviews gathered in the last three years revealed that one of the primary reasons alleged by employees who quit the company within their first year is the need to work long hours during evenings and
weekends, when most customers buy furniture. For this reason, the company started offering employees a 4-day compressed workweek (e.g., half-a-day on Thursday and Friday and a full day on Saturday and Sunday). The company employs different sources of recruitment including the company’s web site, a temp labor company named Temp inc., social media, college recruiters, employee referrals, and walk-ins. A written test of basic abilities (i.e., reading, writing, numerical) is first administered. Those who obtain a numerical score of at least four undergo an employment interview. Those found to be qualified at the interview are presented with an offer of employment. Obviously, not all applicants accept the offer of employment. The company also administers a one-question survey to all applicants asking them to rate how positive their experience as candidates was. The HR Department has tracked data from 150 applicants. An SPSS dataset including the information gathered about these applicants is included in the Appendix (dataset named Townshend_talent_mgmt_data.sav). Please analyze these data to answer the following questions:
Which one(s) of the sources of recruitment employed by the company works
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best? 2. Is the compressed workweek helping the company reduce employee turnover?
Choose and perform the data analyses that you believe are best to answer these questions. Then, justify your answers using the results of your data-analytics. In addition, ask yourself:
What other types of data and of metrics would you propose the company HR Department should gather to better manage talent?
APPENDIX Description of Dataset: Townshend_talent_mgmt_data.sav
Variable Label Description Job_opening Job title for which individual is applying Source Source through which individual was recruited
(i.e., company’s web site, a temp labor company named Temp inc., social media, college recruiters, employee referrals, and walk-ins)
Score_on_written_test Score on basic abilities test (reading, writing, numerical) 0 to 20, where 20 is the highest possible score
Qualified_at_interview Whether or not individual was found to be qualified at interview (1 = qualified, 0 = unqualified)
The extent to which applicant found the application experience to be positive (1 = very negative experience to 5 = very positive experience)
Days_to_close Number of days it took to close the application. Offer_accepted Whether or not applicant accepted the
company’s offer (1 = accepted, 0 = declined) on_the_job_one_year_after Whether or not employee remained in the
company after a year (1 = remains, 0 = quit) Performance_90_days Performance rating after 90 days on the job (1 =
very poor performance to 5 = very high performance)
compressed_schedule Whether employee holds a 4-day compressed workweek (1 = compressed workweek, 0 = non- compressed workweek)
Recruitment_cost Dollar cost (per applicant) associated with the source through which applicant was
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