An outsource recruiter does not know well the company’s culture and value as well as an internal recruiter. External or Internal Hiring Tanglewood should go for internal hiring. This will allow employees to use the internal market and a springboard for launching long-term careers within the company. External may be necessary to fill out the entry-level positions or any other position where there are no acceptable internal applicants. Core or flexible workforce Tanglewood should focus on Core Workforce when selecting employees.
Tanglewood Case 1 May 23rd Tanglewood Case 1 As an external consultant for Staffing Services I have reviewed your Organizational Structure as it pertains to staffing your new stores and your stores that are already in business. In my report you will find that there are many things that I agree that your organization does, however there are some that I feel that you could change to benefit your strategic staffing levels and quality. Acquire or Develop Talent I feel that Tanglewood should develop talent from within. A pure acquisition staffing strategy would have Tanglewood starting from square one. The cost of completely re-staffing new employees would be tremendous.
Tanglewood Case 6 (Interview) 1.) Although having a resume and validating all of the potential applicants KSAO’s are an important step in the hiring and candidate selection process, I feel that the most important part of the hiring process would have to be the actual job interview. According to Bianca Audra she claims that standardized interview procedures yield in hiring a better quality of candidates than performing unstructured interviews. I think that by increasing the number of test or the number of forms that candidates have to take or fill out for the position of store managers will not suffice nor yield better results. The method that Tanglewood currently uses to hire managers is similar to the method that is used to hire store associates.
1. Acquire or Develop Talent To acquire externally or hire more employees is not feasible for Tanglewood at the moment. I recommend that Tanglewood develop talent that is already a part of the organization. Acquiring internally in an organization will allow the existing employees to grow within the company and further help meet company goals. By applying the KSAO (knowledge, skill, ability, and other characteristics) needed to perform the job effectively and more efficiently.
Staffing Levels Acquire or Develop Talent The key to a successful business consists of acquiring and/or developing talent. Having the right talent in the organization can “make” the company and the absence of it can “break” it as well. When seeking to acquire talent, it refers to hiring new employees who are able to perform a job in which they were hired without training and without development. These new hires are expected to “hit the ground running”. Developing talent refers to the acquisition of employees who have the ability to acquire the skills, knowledge, and abilities of a job.
This means that companies will often omit negative aspects of the position from job postings in order to avoid scaring off applicants. If a company is to compete with these other companies that hide negative aspects of the position to be filled they must make their job postings competitive. An argument for using realistic recruiting policies is that trapping employees or “springing the bad news” on them after they are hired will no doubt raise the cost of retention. As employees find out the entirety of their job after they are hired many of them will no longer see the position as an opportunity and may soon begin searching for new
Tanglewood Case 1 Through the expansion of the company there have become some inconsistencies in management styles between stores. In this report I will break down several different strategic staffing decisions that need to be made in order to create a consistency across all stores in the organization and ensure that the original culture is observed and followed company wide. Staffing Levels Acquire or Develop Talent Because the main goal of the company is to get back to the original culture throughout all branches it makes sense to develop talent from within the company. This encourages the current employees to care more about the company and allows for a more productive workforce. It also enables current workers to learn to be self sufficient and to think like managers.
This analysis gives a hypothesis of what the question is made of, to give an advantage to management but continues to not be an exact procedure for management. The procedure simply gives product management a guideline to go by. While it does not provide an answer to problems that occur, it does tend to give more questions than answer. Management must exercise caution in using this system, when making decision about how to operate or run each operation within the company. How would you use CVP analysis to determine the product mix within a retail outlet?
They are responsible for the employee retention, recruiting, and selection. Centralization will also serve to create staffing operations efficiencies. • External or Internal Hiring- Tanglewood should concentrate on internal hiring to create a stable committed workforce. This will allow the seasoned and experienced employees to move up into management positions. The external hiring will be necessary when new employees are hired.
With the company having several location, each location should know exactly what type of employee it needs and how many. When you outsource they normally just place anyone in the position and sometimes overlook the right person. That’s why if you hire yourself you would decrease your turnovers rates, retain majority of your employees, and have employees that’s best fit the company. External or internal hiring: I recommended that this company imply external and internal hiring. With this company growth and continuous growth, I believe this company should of take advantage of advancing their internal employees first.