advance for more HR care

1. Provide specific strategic HR recommendations to address these challenges. These recommendations must support the organisation’s objective.
ORGANIZATIONAL CULTURE
A fast, fun, and friendly culture makes the shopping experience at Target stores different from that of other discount retailers; it also
distinguishes Target’s brand as an employer.
The HR function
In order to achieve this objective works to integrate the experience of fast, fun, and friendly into every aspect of the TARGET must focus into
overall organization activity .HR must create the working environment is peaceful, which employee when joining this organization will not
searching to other jobs & work hard for earning good future or compensation .
-Build hands shake between employee with HR & management by applies open policy to have human rights to raise they concern ,opinion
,complaint.
-Every Month can open table to begin coffee talk with HR & high management sharing bad or good things surround the organization ,all
employee must participate via crew by group.
-Practice greeting when facing each others ,which HR can play a role by implementation on they working environment .
-Employers' respect for employees: Employees who feel respected by their employers are more likely to be satisfied with their jobs and
remain loyal to them. If there have incident employer’s must communicate with control the behavior. Any bad situation ,the employers
cannot make employee shame in front others.HR can open one intranet link to allow employees write the complaint & protect the complainer
by hidden the complainer Identity .
-If there any complaint from employees to upper management ,HR need to stand with company rules ,means if proven the complaint is true
action need to be taken and at least the complainer know he/she voice are hearing by let him know what action taken from HR to the
offender.
*Every employee and new hire must understand and believe in these values and reflect themin their on-the-job performance. These values
and cultural characteristics also inform the other core strategic HR management strategies at Target.
STAFFING
Developing and sustaining a workforce that creates value for Target and its stakeholders hinges upon hiring people who have the right skills,
a strong fit with the organization culture, clearly understand what is expected of them, and can create and sustain a high-performance work
system. To achieve this, a two-pronged strategy drives Target’s recruitment and selection processes:
• Hire quality over quantity
• Fill open positions in a relatively short time period
Hire Quality Over Quantity
Recruiting great talent is tough. Even if you have the perfect job and your company seems like an obvious fit, convincing the right people to
join you can be difficult. And that’s because the hiring landscape is constantly evolving and becoming more competitive for top talent. The
demand for skilled workers has outpaced supply in almost every industry ,which makes recruiting even harder than before. But HR can
apply some strategic proposal in order to get the quality candidates :
- For the experience
*Ask candidates to bring they existing or previous company performance review ,attendance report for 3 month .We can see in performance
review how this candidates performed in previous 1 year services by superior note & salary increment .While attandence report more
information can be proof by tracking the present days ,OT support ,punctuality .
The formal mission of Target’s HR
organization
is to “drive company performance by building
a fast, fun, and friendly team committed to
excellence.” To fulfill this mission, over the
past four years the HR function has
translated Target’s competitive strategy into
four core HR strategies and processes in
the following areas:
Strategic HR
Management at Target
Crporation

2. - For fresh Graduate
*Candidates mostly have enthusiasm for work because they need money to explore the adults environment after a long time be a students . So we can get many of them to full fill the
opportunities but HR need to perform some strategic plan such :-
• Performance contract 3 to 6 Month to monitor the candidates performance ,this way will teach them to think do the best for catch the permanent jobs .But if the candidates not
perform ,this is challenging to HR .Because to terminates employees company will lost a lot of profit ,so HR must provide training for those still not performing but the good thing is
normally in Mall company is easy to learn just hard to follow guidelines .
Fill open positions in a relatively short time period
-By implement Employee Referral Program (Internal Communication) ,which benefits for employees also ,when employee recommendation someone from external they will get rewards
from HR .
-Of Couse if know the famous company are open for interview ,many candidates will come over .Can use media to publish the opportunities .
-Colleges and universities can be excellent sources of new candidates, usually at entry-level positions. Consider technical colleges that related with company job description . These can
be great sources of people with specialized training in a specific area. Universities can provide people that may lack actual experience but have formal training in a specific field. Many
organizations use their campus recruiting programs to develop new talent, who will eventually develop into managers.