STRATEGIC STAFFING 3RD EDITION I needed help with the cherns

STRATEGIC STAFFING 3RD EDITION

I needed help with the cherns case study in the appendix .

Solution

Chern’s Case Study

Goal setting is an important part of any company’s success. The goals set should be realistic and attainable. They should also align with your company’s business goals. The following paragraphs explore three process and outcome goals for staffing a sales associate position at Chern’s, an upscale men’s and women’s department store.

Process and Outcome Goals

According to Phillips & Gully, (2015), Chern’s believes in hiring trustworthy individuals. People who are naturally good and share their core beliefs. They offer training and provide their employees with all the tools they need to succeed. Because of the success Chern’s has had with the employee referral program, one process goal would be to hire through that system and get their employees trained with their current method which has been successful thus far. The outcome of this particular goal would be that they would not lose the talent they currently have but add to the pool of talent.

Another process goal would be to hire through their website which is another method that has proven successful for them. Technology has afforded many companies with the tools to identify certain attributes, skills, and abilities that can be detected by just a few words from someone’s resume. Questionnaires are answered by potential candidates and responses are uploaded and flagged for certain keywords. This process makes it is easier to narrow down the pool of applicants. This technology not only narrows down the pool of applicants but also narrows the pool down to those most qualified for the position. The outcome of this particular goal is that by using this technology, Chern’s would save time and money in acquiring new talent.     

Lastly, the third process goal for hiring a sales associate would be to tap into college graduates. This process has worked well for them in the past and will target those applicants with experience in that particular field. Chern’s would be able to add to the skills and abilities these applicants would be bringing to the position. The outcome of this goal is that they may not have to invest as much time and resources to building the applicants up to their level of customer service.

Aligning Process and Business Goals

Chern’s is a family oriented and loyal employer to its customer’s, stock holders, and employees. By using the three process goals in hiring a new sales associate, Chern’s stays true to its core values in relying on their current talent to acquire reliable talent and continuing to be loyal to the methods they had originally used which has brought forth fruitful and valuable talent. At the end of the day, Chern’s has been successful because they have a genuine priority and concern for their employees and customers. They take the time to train their employees, empower them, and promote them. They invest in their employees so that their employees in turn invest in their customers. Exceptional customer service has been the driver of success for Chern’s. It is their most important business strategy (Phillips & Gully, 2015, p. 383). It is only natural that the hiring methods used be both personal and strategic methods of hiring.

Conclusion

Goal setting is important in achieving success both in the short and long term. When these goals align with the business goals, that is when true success is measured. Chern’s has been successful because they stick to a hiring strategy and implement process goals that work hand in hand to reflect their business goals. They work towards their strengths and do not stray away from the core values that has brought them their success thus far.

References

Phillips, J., & Gully, S. (2015). Strategic staffing. (3rd ed.). Upper Saddle River, NJ: Pearson