Everyday Greeting Cards

2005 Words9 Pages
Everyday Greeting Cards, Inc. has had to reevaluate its HR planning processes. Our team has decided that a big focus of our attention is improving the size and quality of our diverse applicants, due to our high turnover rate. With that being said, our current and future employees will have every opportunity to advance within the company. Our company will also be doing some minor restructuring in regards to our management team in charge of the merchandisers. We have decided that we need to invest in our employees from the very beginning. Our company wants to attract applicants that are eager to work and work hard. In return, our company cares about our employees. We will now be offering benefits to these merchandisers. Benefits will include…show more content…
Managers will be responsible to keep employees focused on maintaining sales, attending proper trainings, and offering proper customer service by implementing our motto. Our new motto is “Never Say No!” to guarantee our employees are doing everything possible to add new accounts to Everyday Greeting Cards, Inc. Everyday Greeting Cards, Inc. will be distributing its products to Walmart, Target, CVS, Rite-Aid, Walgreens, and various small convenient stores. We will be stocking 37, 500 stores in the United States. Each sales manager will be in charge of a number of merchandisers based on the population in his or her…show more content…
. First of all, we have extended where we look for applicants. While we will still use job postings (Monster, Craigslist, etc.) and referrals to continue to maximize the individuals we can reach, we will be shifting to using job agencies as a filter to find us some of the highest qualified individuals we are looking for. In addition, we will be doing regional job fairs focusing in two areas: universities and retirement communities. Due to the fact most of the positions will be part-time, but still need a full-time state of mind; these are the two best age brackets that fit that mold the best. College students need a job that gives them enough time to still focus on school (which many routes provide) and the semi-retired want something to earn a little extra cash and stay busy. By going directly to these two groups of people, we maximize the potential of exciting them enough to bring them into our company. After gathering all the applications, our HR staff will separate them by region, remove those who do not meet minimum qualifications, and then rank the best applicants. The rankings will be based on things like previous experience, ease of availability, extraneous skills for possible advancement, familiarity of technology, and even level of education (lack of education doesn’t hurt, but more helps.) After these candidates are passed on to the regional managers, they will contact the

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