However, having someone that fits the organization’s culture and missions is also important for Tanglewood. Specific or General KSAOs: I think that Tanglewood should focus on the specific KSAOs because any organization would want to hire someone that can fit the job competencies with a vast knowledge of the job and the skills to perform effectively. Exceptional or Acceptable Workforce Quality: Tanglewood doesn’t really target temporary employees so exceptional workforce quality would work better for them. This would give them the opportunity to invest in their associates and make sure that they grow within the organization. Active or Passive Diversity: I would say that Tanglewood should look into active diversity because it meets the diverse needs of the customers.
For a company to retain talent it must offer more incentives for the employees than that of its competitors. Your company encourages the decisions and ideas of the employees but more programs could be put in place to help retain employees. Implementing a program that offers rewards for time and cost savings not only benefits the employee but also the company by projecting a positive image of employee worth to the company. Keeping the companies hiring practice on the national level is required for all employees that work in the retail stores but if there is a need for technology or manufacturing of a particular product I would recommend global labor. The ability to tap into the global labor market will make the company more competitive by being able to offer competitive prices on products due to lower overhead cost associated with the offset in the labor cost.
The targets for Tanglewood recruitment should be directly matched with candidates with similar knowledge and experience. Considering the KSAO’s of Tanglewood employees applicants should have KSAO’s closely matching. Long term employees are usually people with knowledge of the industry and/or motivation to learn and grow within the organization. Motivated candidates will maintain employment with goals of working their way up the employee chain, sales associates with aspirations of becoming management is likely to surpass his coworkers and become a long term
Recruitment and selection are two sides of the same coin. , Applicant recruitment and employee selection form a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short- to medium-term. Recruitment activities need to be responsive to the increasingly competitive market to secure suitably qualified and capable recruits at all levels. To be effective, these initiatives need to include how and when to source the best recruits, internally or externally. Common to the success of either are: well-defined organizational structures with sound job design, robust task and person specification and versatile selection processes, reward, employment relations and human resource policies, underpinned by a commitment for strong employer branding and employee engagement and on-boarding strategies.
Workforce Planning at Cameco 3. Discuss the major internal and external influences that are likely to require Cameco to review its workforce plans constantly to ensure it can meet its objectives. A workforce plan is a strategy set out by the business that forecasts the amount and type of employees that the company will need to employ to maintain or increase productivity. Internal A key internal influence is the type of employees that the company needs, Cameco review highly skilled workers in order to be able to offer a good service. If the company has low skilled employees than they will not be making the most out of their assets because there will be more wastage in production, this can result in an increase in the amount being able to provide to the public.
The organization should follow company’s strong culture and consider retaining the talent employees to accomplish its business plan. But, Tanglewood relied on its experienced employees as a major source of talent. As I said before, suppose the company promotes internal employees, there must have many gaps in the organization. So, how to find new employees let them become skill employees are the big issues. 2.
Tanglewood Company believes that it is truly important to preserve the original mission that started the company as a strong culture. Tanglewood is deeply concerned about the expansion of two major companies like Kohl’s and Target, which they are creating a direct competition for the company. For this reason, Tanglewood must ensure they set themselves apart from there competitor, by having the best promising staff that is committed to their mission, and customers. In this case study of Tanglewood Company “the organization feels there absolutely must be a workforce of committed, qualified individuals who will help carry the Tanglewood philosophy into the future.” (Heneman, H. G., & Judge, T.A; Boston: Irwin McGraw-Hill, page 4) I definitely believe that they can achieve their goal by continuing to use strategies in the area of developing talent and internal hiring as well as employing core and flexible workforce quality. I also believe that these strategies are the most important for the company to use, because they will allow Tanglewood to distinguish themself from the competition, build a strong culture, save money by hiring internally and
The Necessity of Accommodating Workforce Diversity Abstract Accommodating workforce diversity can no longer be seen as a luxury. Because of this companies must now balance different types of diversities in order to keep employees happy and the company functioning. Age is not the only diversity within the workplace, but now cultural differences such as race, religion and personal beliefs also play a bigger part. For many companies, accommodating workforce diversity is a task that needs to be carried out through all levels of the company in order to be successful. With globalization becoming ever present within most companies, diversity can no longer be considered a luxury.
The company’s investment into the employee will also act as a motivator for the employee. This will in turn lead to greater overall performance. Hire Yourself or Outsource It is our opinion that outsourcing is not the route the company should pursue. This could be a costly option. Another possible disadvantage is the recruiter has no idea or feel for the company and its culture.
I think the most important principle of knowledge management is whether a company shares useful knowledge in time for others who need a solution to problems. I will analyze three options by the principle. The first option (Deeper: more employees) requires extensive preparation so it is costly and more time-consuming because more employees involve in networking although going deeper would benefit the organization. Also, in my experience, I don’t think that more people involve in sharing knowledge, more useful knowledge would generate. Rather, focusing on talent employees or managers is more efficient to make useful knowledge because they may have more intelligence and experiences to response the issues.