By having these policies it will show that the company is willing to be competitive and will do what it takes to recruit and retain employees. There is a problem with a policy like this. It would not be a low cost strategy. Companies would be paying more for certain jobs or all jobs but they would be paying a lot in compensation. To do this the company would have to take away from other parts in the company like training, development and growth.
Even though many of the employees are able to start employment with little training, this has led to the differences in human resource practices among regional managers which counter Tanglewood’s original philosophy. • Hire Yourself or Outsource Tanglewood should ultimately focus on “hiring yourself” for their human resource functions of hiring activities such as recruiting, selecting, and employment. At the rate in which Tanglewood is growing, it will ultimately be cheaper in the long term as Tanglewood becomes a large organization. By hiring yourself, Tanglewood will also be able to build on the centralized corporate/company culture in which they are looking for. By hiring yourself the company would be more familiar with current and past experiences the company has faced with different staffing situations and they would be able to improve on any mistakes they may have had.
Acquire or Develop Talent Tanglewood should acquire talent, because it wants to keep performance and customer service at high levels. In addition, while old stores under Tanglewood have the same basic look, the management styles and human resource can use some improvements. Acquire talent is very helpful for new stores, because employees would “hit the ground running” and be at the peak performance the moment they arrive. Hire Yourself or Outsource Personally, I think Tanglewood should hire itself. Outsourcing is more practical for small and medium companies.
As I analyzed before, 4505 employees will promote by the internal staffing policy. So, the company should concern about how to hire more employees to figure it out that gaps. Although the environment for staffing managerial employees at Tanglewood is fairly complex, it must rethink about lower-level employees. That means the company improves employee’s pay or gives them more benefits so that let employees willing work at Tanglewood. If store associate gaps maintain in a lower number, Tanglewood could manage its business stable and keep growing profits year by
Acquire or Develop Talent: engaging in an acquired talent strategy shifts the responsibility of employees to human resources department to all managers throughout the organization. The process of attracting and retaining profitable employees is well promoted in the organization so this really increases more competitive relation between firms. But if you refer to the book if the company wants to achieve a full acquisition strategy then Tanglewood is going to have to acquire new talent. This is obviously the best strategy for Tanglewood due to its evident looking at the case. They are some inconsistency in the management styles between the first set of stores and the more recently acquired stores.
Targeted recruitment approach is one whereby the organization identifies segments in the labor market where qualified candidates are likely to be. (Heneman & Judge, p. 214 2009). Targeted recruiting isn’t a reasonable method for Tanglewood because the qualifications aren’t specific enough to only source in certain groups. However open recruiting is a perfect method for sales associates as these position are usually filled with a higher level of diversity. The targets for Tanglewood recruitment should be directly matched with candidates with similar knowledge and experience.
Leadership Self Reflection Della Wadlington MGT545X Leadership and Team Development April 28, 2013 Introduction Personality profiles ARE effective in understanding people. Understanding personality types is also essential in an organization because it can be a determining factor when it comes to the placement of the employees as well as with the hiring of employees for a better workforce and with employee interaction and the team activities. Becoming familiar with personality types such as employee attributes, strengths, weaknesses, and work habits can assist in the placement of employees to allow for better production in the workplace. Acknowledging the diversity and differences among people whether employees or potential employees creates better placement and assists in job pairing especially in the team environment. Using this tactic allows management to get the most out of each employee for a better workforce.
In short run profit maximization will increase however in long run it is harder to increase companies profit because they will need perfect information in order to prevent the risk of the market. According to reality in most of times big companies work for society, to get a brand image and name lowering prices, use child labor and pesticides in order to create lower cost and therefore increase their profit. Sometimes companies make polices in order to get subsides as low carbon emission. As a result more consumers are demanding these products. In the short run firms may not increase their profits because the cuts in prices but if they achieve this in long run they may experience maxim profits.
However, future threats always have the potential to arise. Competitive Rivalry – Unless the popularity of the Little Wonder completely dwarfs other products in it's class then competitive rivalry should remain small. This would change if the Little Wonder starts to greatly impact competitor's bottom lines and they find a way to begin to manufacturer new and improved mixers themselves at a lower cost. Threat from New Entrants – New entrants is unlikely because of the amount of features in Company G's product and it's price point. Competitors likely would not want to risk losing current sales by adding features which would raise their prices.
In addition to skills and qualities employers take into consideration a person appearance and image. It is important for candidates to portray a good image about themselves as in this current economic climate there is great difficulty in finding jobs as there is more demand than supply. In addition to employing the right people, with the right skills, it is also important to consider the future when recruiting. If there is a candidate with the right qualifications and experience and who possesses relevant skills for the job, however is not certain whether he/she will stay in the organization for the long term, may prove expensive for Tesco as they will have to spend more money recruiting and training another new recruit when he/she decides to