Will upvote for a thorough answer! 1. Strategic Staffing at Target- Target Corp. has more than 1,800 stores across the c
Posted: Sat Feb 19, 2022 3:05 pm
Will upvote for a thorough answer! 1. Strategic
Staffing at Target- Target Corp. has more than 1,800 stores across
the country. They employ people both at their retail storefronts,
as well as in their distribution centers across the United States.
They grossed over $75 billion in revenue in 2019.(1) Their stores
carry a variety of products for consumer usage: electronics,
consumer health care, cleaning, grocery, toys, clothing, and
seasonal goods. Target regularly employs a seasonal and temporary
staffing model during peak seasons in both their retail stores and
their distribution centers. In 2018, Target hired approximately
120,000 team members for its stores and 7,500 at its distribution
and fulfillment centers, many of whom remained with the company
after the peak season. Target’s in-store roles can vary, from team
members who perform cashier duties to others who handle the
selection of material within the store for online order pickup,
returns, stocking shelves, and more. In their distribution centers,
the roles can also vary but tend to be among the entry-level roles
in each of their buildings. These range from unloading cases of
inbound freight off of trailers and loading them onto conveyor
belts, loading trailers with outbound product heading to the
1,800-plus stores, as well as packing smaller units into caseloads
meant for the stores. Most of these are quicker to learn and master
as compared to the risks associated with training someone on
equipment such as forklifts. One major difference in their seasonal
hiring in the distribution centers is that Target Corp. utilizes
temporary staffing services to supplement their hiring practices.
The use of temporary staffing moves the burden of finding,
interviewing, and screening a significant number of staff members
who may only be there for three to four months. It also lightens
the burden of risk, as temporary staffing agencies absorb the risk
of worker compensation costs, unemployment insurance, and payroll,
as well as the human relations elements of their contingent
workforce. This enables Target Corp. to continue to bring in
productive team members to fulfill their retail store order
volumes. At the end of the seasonal period, many of the temporary
employees are released from their temporary assignments with Target
and become available for placement with other businesses. For a
cost, Target benefits in the time spent on recruiting and
onboarding, as well as offboarding during critical times in their
financial cycles. Additionally, as with their own seasonal staff,
temporary staff often have clauses that allow their clients to hire
those temporary employees as full-time employees. It’s a great
benefit to the employee, as well as Target. For the employees, they
are provided an opportunity to demonstrate their skills and
reliability to earn a full-time job. For Target, they gain valued
employees to become part of their organization at a reasonable
cost. What are some of the advantages and
disadvantages Target adopts with the use of seasonal staff? o What
types of job design model would Target be best suited to use with
their seasonal hiring model? o What quantitative or qualitative
forecasting do you believe Target used to develop their staffing
strategy? How does a seasonal hiring strategy differ from a
year-round strategy? o How does using a seasonal staffing strategy
help Target with turnover and employee morale? What trend,
ratio, or regression analysis could Target Corp. use to help with
its decision to use seasonal staffing?
Staffing at Target- Target Corp. has more than 1,800 stores across
the country. They employ people both at their retail storefronts,
as well as in their distribution centers across the United States.
They grossed over $75 billion in revenue in 2019.(1) Their stores
carry a variety of products for consumer usage: electronics,
consumer health care, cleaning, grocery, toys, clothing, and
seasonal goods. Target regularly employs a seasonal and temporary
staffing model during peak seasons in both their retail stores and
their distribution centers. In 2018, Target hired approximately
120,000 team members for its stores and 7,500 at its distribution
and fulfillment centers, many of whom remained with the company
after the peak season. Target’s in-store roles can vary, from team
members who perform cashier duties to others who handle the
selection of material within the store for online order pickup,
returns, stocking shelves, and more. In their distribution centers,
the roles can also vary but tend to be among the entry-level roles
in each of their buildings. These range from unloading cases of
inbound freight off of trailers and loading them onto conveyor
belts, loading trailers with outbound product heading to the
1,800-plus stores, as well as packing smaller units into caseloads
meant for the stores. Most of these are quicker to learn and master
as compared to the risks associated with training someone on
equipment such as forklifts. One major difference in their seasonal
hiring in the distribution centers is that Target Corp. utilizes
temporary staffing services to supplement their hiring practices.
The use of temporary staffing moves the burden of finding,
interviewing, and screening a significant number of staff members
who may only be there for three to four months. It also lightens
the burden of risk, as temporary staffing agencies absorb the risk
of worker compensation costs, unemployment insurance, and payroll,
as well as the human relations elements of their contingent
workforce. This enables Target Corp. to continue to bring in
productive team members to fulfill their retail store order
volumes. At the end of the seasonal period, many of the temporary
employees are released from their temporary assignments with Target
and become available for placement with other businesses. For a
cost, Target benefits in the time spent on recruiting and
onboarding, as well as offboarding during critical times in their
financial cycles. Additionally, as with their own seasonal staff,
temporary staff often have clauses that allow their clients to hire
those temporary employees as full-time employees. It’s a great
benefit to the employee, as well as Target. For the employees, they
are provided an opportunity to demonstrate their skills and
reliability to earn a full-time job. For Target, they gain valued
employees to become part of their organization at a reasonable
cost. What are some of the advantages and
disadvantages Target adopts with the use of seasonal staff? o What
types of job design model would Target be best suited to use with
their seasonal hiring model? o What quantitative or qualitative
forecasting do you believe Target used to develop their staffing
strategy? How does a seasonal hiring strategy differ from a
year-round strategy? o How does using a seasonal staffing strategy
help Target with turnover and employee morale? What trend,
ratio, or regression analysis could Target Corp. use to help with
its decision to use seasonal staffing?