Chern's Company Strategy

Chapter 1

Chern’s company strategy is one that pushes its employees to excel in their jobs, for which they are compensated or made to move on. This is crucial to consider when setting staffing goals for its recruitment and staffing needs. Some process goals that Chern’s should, and may already be implementing, include being able to attract enough highly qualified applicants for their sales associates position. This is a very important goal for Chern’s because of its company culture that thrives off its employee’s excellence in customer service and retail knowledge. Getting enough qualified candidates will help the company recruit the best of the best to compete with other competitors that focus on customer service excellence. This means that Chern’s should look into job fairs at local colleges and universities to recruit potential candidates who have the technical and theoretical wherewithal to perform the job at a high competency level. Most universities encourage their students to seek out internships, which would mean not only would these candidates have the education but they would also possess applicable experience in the retail world. This also goes towards the company’s tendency to promote from within. Chern’s company culture and strategy lend itself more toward outcome goals than process goals. This includes filling job vacancies with qualified people who can perform their job at a high standard, and who may be looked to for promotions down the road. Additionally, this will help with lower turnover rates by staffing their stores with employees who fit well within the culture. Finally, Chern’s should look to staff positions with individuals who will truly gain knowledge and skills from their training programs and be motivated by the organization’s competitive compensation and benefits. These are all realistic and fit well with the company’s growth strategy and strong cultural values.

Chapter 2

Chern’s talent philosophy is focused on filling their sales position with people who will meaningfully contribute to the company over long-term careers. The company would not benefit well if they focused on hiring people quickly that may not have the right qualifications, education, experience, or drive to fully perform the demanding job. This could effect their bottom line if they had too high a turnover for not getting people who fit well within the organization and can compete with sales associates employed by Chern’s competitors. Chern’s values employees who think creatively and have the growth potential to move up within the organization, so they need to hire people who will be loyal and dedicated employees. It would benefit them to focus on diverse populations when hiring and look for people of different backgrounds for people who can come together to come up with new and exciting strategies for their company. From the information