The Chern’s Case Study
Chern’s is an upscale departmental store that was founded more than 20 years ago by Ryan and Ann Chern as a shoe and handbag retailer. Since its inception, the company has experienced tremendous growth to an extent that it’s a successful national chain that specializes in men’s and women’s apparel. The rapid success and growth of this company can be attributable to various factors including its provision of high-quality merchandise to customers and outstanding team of workers. The other factors that have contributed to its success and growth include utilizing a highly trained professional sales team and using an up-to-date inventory and customer service management software. However, the company is experiencing tremendous challenges in its staffing strategies given an average of 20% and 15% turnover in its full-time and part time employees respectively. As a result, the company needs to identify a suitable solution to its staffing strategies in order to enhance the effectiveness of its workforce.
Step 1 – Recap and Analyze the Relevant Facts
Chern’s has existed for more than 20 years and developed to become a national chain of upscale men’s and women’s apparel. Some of the factors that have contributed to the success and growth of this company include customer service, high product quality, and commitment to hiring highly qualified candidates. A critical aspect in the firm’s commitment to hiring the right people is the use of appropriate staffing strategies. Chern’s has a history of promoting from within since it considers its employees as long-term investments for its future growth, success, and profitability. Throughout the years, Chern’s has utilized strategic staffing through which its hiring approaches are based on specific outcome goals. These outcome goals are divided into two including short-term outcome goals, which are the basis for short-term processes for hiring additional support staff (Daley, 2014). On the other hand, Chern’s also utilizes long-term outcome goals, which are the bases for aligning the staffing function with the organization’s business strategy and other aspects of human resources. However, the company is experiencing issues in relation to the appropriate mix of its full and part time staff given the average of 20% and 15% turnover of each respectively. The identification...
References
Daley, J. (2014, December 5). Cherns Case Study. Retrieved September 22, 2017, from https://prezi.com/xe67_isqzlut/cherns-case-study/
Half, R. (2017, April 25). The Many Benefits of a Flexible Staffing Strategy. Retrieved September 22, 2017, from https://www.roberthalf.com/blog/working-with-a-staffing-agency/the-many-benefits-of-a-flexible-staffing-strategy
Phillips, J. & Gully, S.M. (2015). Strategic staffing, global edition (3rd ed.). Upper Saddle River, NJ: Pearson Education Inc.
Walkley, K. (2016, February 29). Chern’s Consultation Case. Retrieved September 22, 2017, from https://www.slideshare.net/KyleWalkley/cherns-case-study-59478955
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