Mba533 final exam paper

Human Resources Role in Target Corporation 1

Human Resources Role in Target Corporation

Stephanie J. Jones

Dr. Coronel

MBA 533

12/11/11


Introduction

Human resource is an appellation used in referring to the workforce of an

organization or company. Human resource management is involved in the act of putting

together employees in an organized manner to assure the objectives of the organization are

achieved in acompetent and experienced manner. Human resources are the most

importantservices of any organization since they are the catalysts of non-human resources

and the medium for developing competitive advantages and sounds of creativity. No

organization can exist without a human resources department (Walsh, 2009). Acompany

without an HR department would be reducing its operations and could collapse within a short

amount of time.

The Target Corporation is a large American retailer with its headquarters in

Minneapolis, Minnesota. It is the second-largest discount retailer in the U.S. and was founded

in 1902 as Dayton Dry Goods Company, even though the first store opened in 1962. They

grew and became the largest division of Dayton Hudson Corporation, culminating in the

company being renamed as Target Corporation in August 2000. Target announced its

expansion into Canada on January 13, 2011 and has an aim of operating over a hundred

stores in Canada by 2013.Target Corporation sells as well as retail goods in their department

stores.

There are several ways of collecting data for analysis for this paper. Questionnaires,

one on one interrogation, online research and organizational newsletters are among these

ways. The method chosen to collect data for this particular paper is online research and

organizational newsletters. The purpose of the paper is to assess human resource management

and its effect on the employees of the Target Corporation.


Job Design

Job design refers to deciding the contents of a certain job, or job analysis (Ivancevich,

2010). It is repairing the duties and responsibilities of the job holder, how to perform the job

and define the relationship between subordinates, superiors and colleagues. This should be

clearly defined in a company’s policies and procedures, to assure that employees adhere to

them. Any explanation needed with regards to job descriptions should be answered by senior

management of a company, preferably the human resource manager.

Job design involves the comprehension of several issues in any company. A company

has to ordain job analysis and confirm the support of top management. Job analysis includes

reviewing existing job details and should be communicated to employees and management.

Job design helps to reduce or curtail job dissatisfaction amongst employees in the workplace,

since employees are involved in what they like most (Roberts, 1997). It creates rotation since

an employee is able to learn how to perform multiple tasks in the organization.

Employees can interact when the necessary job design is implemented. Job design

increases productivity in a company since employees are fully motivated to work. Also, it

ensures the chain of command is used, if correctly followed in an organization. Job design

assists balance requirements of any job with human aspects. A poorly executed job design

results in a higher rate of employee turnover, more conflicts and other industrial related

problems.

There are many factors that can affect job design in an organization.Job scope should

be properly described, at all times. A narrow scope implies less challenge,allowing no chance

for developmentvia management. A wide scope on the other hand, will produce the over

worked management and may result in distress, dissatisfaction and loss of control. Job design

should offer full time challenges at the workplace. Managers’ efforts should be fully utilized


to ensure efficientuse of time, during working hours, as this might make managers over-step

their authority and distress the workstaff.

Putting a manager’s skills into effect, before his job design is put into place, is

essential. Not everyone is gifted or talented in the same manner so, a highly skilled manager

should be given a job with a lot of challenge. A manager should also be flexible and open to

learning new skills for future promotions and job opportunities. Jobs should also be flexible

enough to accommodate managers according to their skills and experience.

Managers responsible for job placementshould keep in mind the organizational

requirements and culture, since all companiesdo not have the same job design. Individuals

should be flexible enough to fit into the culture of an organization (Grote, 1996).

Target Corporation has a very detailed job design that clarifies the responsibilities of

employees in their various departments. They have a strong and effective job design in place,

since it is a constantly growing company. All the departments at Target coexist very well

with one another and this has allowed continued success over years. Not one department

works independently. Instead, they are all connected, which allows them to assist one another

in their duties and with the customers.

There is a thorough screening process before any candidate is hired. An intensive

interview is conducted, allowing only the most qualified candidates an opportunity for

employment. Canvassing is not tolerated, as this leads to automatic disqualification from the

selection process. All the employees at Target wear the same company uniform throughout

the entire organization. Name tags are worn by each personwith no title showing on the tags,

which eases tension in a new employee who may notice a supervisor via a name tag.

Employees must conduct themselves with professionalism and courteousness, at all

times. Protocols or systematic approaches are observed in solving any organizational issue.

Employees have their work clearly detailed to them, in job descriptions of their respective


departments. This reducesthe potential for problemsin regards to job distribution. This job

design seems to work for Target as it has decreased turn-over in the past years. Employees

are more focused while working, than they were before and managers and other team leaders

are able to build relationships with their respective teams. Productivity has increased due to

an efficient job design adopted by Target.

Training activities

Training is a necessity at Target, as it takes a newly hired person through the

necessary steps of their position, before they assume their responsibility. It occurs before the

employeebegins their job. Usually, it is given by a company trainer or leaderwith vast

experience in the company’s operations. Ample time should be given to the training aspect of

the job, as this will have an overall effect on a company’s activities. A company should lay

out necessary steps to be used in training before the hiring process is completed. The human

resource manager should ensure that new hires are given an all-round training experience

pertaining to the job they are to assume (Kinlaw, 1997).

Training enables a company to adapt and utilize technology advancement, since it has

a staffequipped with knowledge. Training increases efficiency of any team and also assiststhe

improvement of motivating the staff. It is through training that companies have confidence to

venture into new markets, since the employee base is well knowledgeable. In small

organizations, and some large organizations, training helps increase employee retention as

well as decrease the need for supervision. This makes it easier on management to involve

themselves in other issues that involve the company’s operation as a whole.

Training should be done in an orderly fashion and there are manysteps that need to be

followed. Organizational objectives should be kept in mind and the need for training on the

side of employees. An assessment should be conducted to ascertain whether there is any type

of gap between employees and senior management. Training objectives should be clearly


laid out, so as to conduct an organized training. Departments and employees in need of

additional trainingshould be observed,to improve time management when training individuals

who need it.

Not every method works for all trainees, therefore, effective methods of training

should be formulated to suit everyone, individually or as a group,in a company. The trainer

should put into place an efficient method of evaluation to make sure training has an impact on

the trainee afterwards. First, a trainer needs to understand where the training is needed

sothere is little time wasted when establishing if trainees really require what is being offered.

Supervisors and managers should understand that training making an employee more

effective, productive, and efficient. Management should not limit training to fit its company,

but should also consider offering additional training to better educate their employees, even

outside a company’s premises. Some issues need little training and/or training

materials.Some materials are sent to employees via e-mail for them to read and learn by

themselves and ask questions later.

Target Corporation gives every new team members a detailed plan of all the technical

training and leadership training, which they will be undergoing. This information is available

during the first ninety days of employment and is offered in Spanish with over fifty modules.

Training materials are published for the Human Resources department sand translation for

key operational tasks are done in both English and Spanish.

Team leaders and supervisors are also given intensive training themselves, which

focuses on tools and experiences needed to become a better leader. This encourages every

team leader and supervisor at Target with the knowledge, that they are well equipped with

materials which enable them to make rational decisions, at all times. There are also week-

long assessments, year-long development series and shorter development programs for


nomination-based leadership development programs for potential leaders at all levels of the

company.

Target upholds training for all employees because management understands that an

employee is better positioned to perform well, when given adequate training. Managers

believe in their employees’ capabilities and therefore offer them great training allowing

employees to rise to any challenge. An employee at Target is open to work at any department

since training offered is all inclusive. Employees feel respected, valued and appreciated while

working, which contributes to the growth of the company.

Also, the employees’ morale is boosted by the education and training that is provided

to them. They perform their tasks with confidence and ease. Quality products are evidence to

show that employees do not just work but they give their best to make sure the image of

Target Corporation is appreciated even in the outside world. Employees understand the

culture of Target Corporationthru their training, hence making it easier for employees to

interact well with one another, and without reservations.

Recruitment Activities

Any company needs to be sure that vacancies are available long before placing

notices. This will ensure that a company is not over-staffed. It is also the responsibility of the

management to assure that current employees are not under-staffed resulting in them being

over-worked. Recruitment refers to finding qualified candidatesthat the company feels are

suited to achieve the goals set by the company and improve its operations (Ivancevich, 2010).

It is the enlistment of people for various vacancies that have arisen within the company.

Recruitment should not be for short term placement, although these particular needs

are needed.In these particular situations, the company may hire temporary workers, to help

with the extra work load. Management should understand that recruitment is the first process


towards creating a competitive workforce that will give them a competitive edge over other

companies, in the same industry.

Recruitment is not just hiring qualified individuals, but, is a lengthy, procedural

process that takes time. It begins when a company becomes aware of a vacancy.Usually,

departmental leaders are the ones who report an open position to the Human Resources

department, in case of need to hire. Departmental leaders have to specify number of positions

and people needed to fill these position, as well as, the duties and qualifications to be

performed. Preparing the job description for these vacancies should be done with the

specifics required to fill those vacancies. The company then needs to list sources of

employees required. They may source for the individuals internally or may opt to outsource,

or hire externally. Hiring externally calls for an extensive way of advertising for each

vacancy. Some companies however, prefer using recruitment agencies to do the whole

process of recruitment on their behalf.

Once the advertisements, job posts, and notices have been placed, individuals may

apply for those vacancies.A company uses its recruiting department to chooseexperienced

individuals according to given qualifications required. The chosen candidates are then called

for interviews by someone from Human Resource department.

Recruitment is affected by several factors. Top management may decide to

recommend individuals referred to them by fellow supervisors in the organization, or from

within. This is because the recommended individuals have a special relationship with top

management. Such occurrences may cause a company to hire employees that don’t have the

skills and qualifications needed to perform the job. On the other hand, it can have a positive

affect too, allowing the company to hire someone from within, saving time and resources

required, to train them and to bring them to the level of other employees. Recruitment is also


affected by time of production. When production is increased, a company hires be it casual or

permanent employees, to ensure continuity in production.

Target Corporation, being a large company, has a well-defined recruitment process. It

may decide to hire internally but may also hire the services of recruiting agencies. Since

recruitment is done through the Human Resource department, Target Corporation has a

developed department that is able to coordinate all other Human Resource departments. It is

clearly described in the company’s policy that any applicant who canvasses in any way is

disqualified from the hiring process.

In its quest to strengthen its team with the most qualified individuals, Target

Corporation holds job fairs at universities, colleges and other training institutions. While

doing this, they conduct various career conversationsand interviews with people in those

institutions. The recruiting panel at Target Corporation also attends organized networking

events to enable them access to diversified candidates.

There is also a designed Target Recruitment Application form that potential

candidates complete. Candidates are required to fill out the application with their

employment and education details, achievements, skills or training, availability, references

and right to work details. Candidates are also expected to sign a privacy statement that

specifies the details they provide are true as this is also verified by references the candidates

provide.

Selection Approaches

After the recruitment process is performed, a company then begins the process of

selecting viable candidates for the positions available. The selection process is not usually

very long since a company already has all the information needed,from the candidates who

have applied for various positions. From this point, it is only a matter of making decision


from applications received and the interviews done. The best candidates are then selected if

there is no interruption from senior management.

A typical selection process at Target Corporation begins with an initial screening

completed by Human Resources, followed by two or more interviews, which are conducted

by potential supervisors. Interviews at Target Corporation are structured, that is, they are

conducted as per a predetermined outline. The selection process is open which ensures that

competitive candidates are chosen for the positions that are vacant.

There is no complicity between potential candidates and the top management at

Target Corporation. This makes it possible for competitive candidates to be picked for the

open positions. Also, it improves the confidence of the candidates since they are sure that

they will havean equal chance of being selected. This openness of selection allows employees

to be sure that growth is merit based, but, not on the basis of whom one knows in within the

corporation.

Performance Appraisal Systems

This is also referred to as employee appraisal, career development discussion or

performance review. It is a way of evaluating one’s job performance in terms of quality of

work, quantity of work, cost and time. This evaluation is done by the employee’s immediate

supervisor. It assesses an employee’s strengths and weaknesses, successes and opportunities

for growth among others. Performance appraisals help management to make decisions with

regards to more training and suitability of promotion, from one position to another.

Performance appraisal is aimed at giving employees feedback on their performance,

in order to help them identify areas that require more training and/or education. It also helps

in forming a basis for human resource management in making decisions in regards to

promotions, salary increases, and award of certificates for good performance, as well as,

disciplinary actions and bonuses if any. Performance appraisals aid the facilitation or


improvement of communication between manager and employee. Employees may benefit in

receiving additional coaching, development and counselling.

Performance appraisals can be performed in various ways. Management may decide

to use questionnaires where employees are requested to answer questions, though this is done

in the presence of a supervisor. This type of appraisal helps bridge gap between employees

and their supervisors. A company may also choose to use 360-degree appraisal where an

employee is assessed by managers, peers, subordinates and customers. This type of appraisal

gives the manager a better view of the employee on whom appraisal is being done.

Target Corporation has a unique appraisal system. Employees receive a positive

approach which isn’t intended to intimidate the employees but rather to motivate them to

work harder and achieve success. It is usually conducted by immediate team leaders or

supervisors of respective departments. This appraisal happens periodically, and may be

monthly or yearly, depending on the managements’ decision. It usually takes a longer period

of time as compared to other companies, since Target Corporation is an international

company.

All appraisals for every employee should be received by the top management

whenever an appraisal is to be conducted. The method of appraisal to be employed depends

on the market and the season. It is virtually impossible to conduct appraisals when it is a busy

time of season, since production time will be wasted. Target Corporation management

handles performance appraisals in off season times, since this will not affect production as

much. Employees are usually informed of when their appraisals willtake place and where

they will be performed. The place varies upon the location, since all employees can’t meet at

headquarters, as it wouldn’t be cost efficient for both the employees and the employer.

Appraisals at Target have helped improve employees’ confidence in the company and

has also decreased turnover. Employees are able to work more effectively, efficiently and


they also maintain the company’s culture. The management has earned the confidence of

employees since no conflict has occurred in the past with regards to promotion and salary

increments.

Promotion systems implemented

Promotion refers to changing an employee from a lower position to a higher position.

This usually comes after performance appraisals have been completed on employees. It is

based on merit as well as hard work, on the side of employees. Promotion boosts employees’

moral, helping them to develop trust and respect for the company. Promotion is usually done

if vacancies arise in higher positionswithin an organization. It may not be implemented if

there aren’t any places for employees to move up the ladder in the company.

At Target Corporation, promotion is implemented immediately after performance

appraisals are done. The way promotions are done at Target Corporation has encouraged

employees and helped to own the company since they know that at some point they will get

positions higher in rank. This has allowed employees to be more focussed and work

diligently, in effort to try and move up the ladder.

Production has increased and quality of products and services has been relatively

high. The opening of other branches in the U.S. and other parts of the world is also an

opportunity for employees to grow. This is because the new branches will absorb employees

who have received a nod of promotion from top management.

Pay parts and other benefits

Target Corporation pays $6.25 to $8 an hour, for entry level positions

(www.jobnob.com, 2011). It also offers health care insurance to employees which are a bit

restrictive. Target dropped health care insurance for all casual employees. However, they


offer multiple health care plans to their employees based on the geographic location, as per

the company’s handbook for employees.

Target is a flexible place to work, for employees who want part time or full time jobs.

Target’s 401(k) plan for retirement is among the best in the retail industry. It matches dollar

to dollar, up to five percent of total contributions made by employees. All employees receive

a ten percent discount on most merchandise purchased.

These benefits have made employees work productively and efficiently. Target has

also expanded in recent years as a result of employees’ devotion in marketing, as well as,

offering goods and services to its customers. This has made loyal customers in the company

therefore, allowing guaranteed growth.

Supervisory styles

There are several types of supervisory styles that can be applied in any company. This

has to be applied effectively so as to make sure that goals of a company are not compromised.

It is also necessary to have experienced supervisors as this will ensure that work is done in

the best way possible. Supervisors should be able delegate, train, coach and communicate to

subordinates.

The various types of supervisory styles are authoritarian, Laissez Faire,

companionable and synergistic supervision (www.answers.com, 2011). Authoritarian

supervision is based on the belief that the team requires continuous supervision probably

because of immaturity as staff may attempt to work less, needing closer supervision. Laissez

Faire supervision allows employees to be free to use their talents to perform their duties. It is

based on the expression, “Hire people and get out of their way.” Companionable supervision

is where supervisors create a friendly environment because they avoid confrontation with

staff. Synergistic supervision is a cooperative effort whereby staff and supervisors work

together, in an attempt to solve problems that might have risen in the course of work. This


type of supervision is dedicated to helping staff develop their problem solving abilities and be

solution focused, enabling them to grow in their careers.

Target Corporation applies the Synergistic type of supervision blended with the

Laissez Faire type of supervision. This helps employees to use basic reason even in the

absence of supervisors to solve problems that might arise. It allows employees to become

self-sufficient and develop their supervisory skills. Employees support supervisors and vice-

versa, so errors are minimized.

Employees at Target Corporation are content with this type supervision since it

ensures their growth. Productivity is of high quality and efficiency of employees is also

commendable. Also, employees’ morale has increased since they are sure of job security

having earned respect amongst their supervisors. Many of them become long term

employees, since job satisfaction is almost guaranteed.

Conclusion

Target Corporation is a large company that has been growing in the recent past. This

is evidenced by the many stores that have continued to be opened in several parts of the

world. However, in any company, there has to be opportunities for growth and Target

Corporation is not an exemption (Rowley, 2004).

Target Corporation has been involved in several community service drills. This

should be upheld and improved as this will help improve the company’s image in the outside

world. A company’s involvement in community service is also a form of advertising its

products and services.

Target Corporation has an exceptional health scheme for employees and this has

enhanced job satisfaction amongst employees. In the retail industry, this company has a

competitive health scheme for its employees. However, all workers should be given a

uniformed medical plan whether they are full-time or part-time. When the medical plan was


removed for casual employees, this affected production adversely so; bringing this back will

definitely work for the company.

The wage per hour should be increased since currently; it is low, compared to the

prevailing market conditions. Employees have researched and proven that other companies

are offering better terms and the management should respond to this by giving a pay increase.

The type of supervision employed at Target should continue as is because this has led

to a strong bond between employees and supervisors and also increased production in the

corporation. The company should organize more employees’ supported functions, to ensure

employees know and understand one another. This would increase teamwork and production,

as a consequence. A strong bond between employees is an assurance of quality production.

Employees will complement each other and work together towards achievement of goals, if

they know, respect, understand one another.


References

Grote, R.C. (1996). The complete guide to performance appraisal. New York: Amacom

Ivancevich, J. (2010). Human Resource Management (11th ed.). New York: McGraw-Hill
Irwin.

Kinlaw, D. (1997). Handbook of Leadership Training Activities: 50 One-Hour Designs. New
York: McGraw-Hill

Roberts, G. (1997). Recruitment and selection: a competency approach. London: Institute of
Personnel and Development

Rowley, L. (2004). On Target: How the World's Hottest Retailer Hit a Bull's-Eye. New York:
John Wiley & Sons

Walsh, D.J. (2009). Employment Law for Human Resource Practice. Stamford: Cengage
Learning

Target Corporation: Information from Answers.com. (n.d.). Answers.com: Wiki Q&A
combined with free online dictionary, thesaurus, and encyclopedias. Retrieved
December 11, 2011, from http://www.answers.com/topic/target-corporation

Target Salary By Job Title - Jobnob.com. (n.d.). Find startup jobs, startup work, and
companies. See Salaries. | Jobnob.com. Retrieved December 11, 2011, from
http://www.jobnob.com/target-salary

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