Week 1 Case Assignment-Tanglewood Stores Tanglewood sees their employees as assets to the company’s financial success. They believe that a good core workforce is essential so they do not want cheap labor, high turnover, or temporary workers. In this day and age, this type of philosophy is key in a company’s growth and success. As Tanglewood is in the process of aggressively expanding from its 243 stores, staffing issues will require a lot of fore thought before deciding on the most effective way to proceed. First step of recommendations to properly start staffing for the expansion is: Staffing Levels Acquire or Develop Talent.
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.
Tanglewood prefers to promote from within, allowing the managerial employees to grow with the company, already experienced with the social and cultural environment. This limits the ability to hire an individual directly into a managerial position, but increases the loyalty of entry-level employees that are willing to stick it out until there are advancement opportunities. Question 1e Preliminary Statement of Action Plan for Hiring for Washington Next Year Memorandum To: Tanglewood Store Managers From: Date: November 1, 2013 Re: Action Plan for Hiring at Washington Stores in the Next Year Tanglewood is known for using internal promotions to fill vacancies for department manager, assistant store manager, and store manager. It has been projected that 16% of shift leaders will be promoted to department manager, 12% of department managers will be promoted to assistant store manager, and 8% of assistant store managers will be promoted to store manager. After conducting the Markov Analysis, it has been determined that in order to meet projected staffing levels we will need to fill the following positions: Store
There are nine areas to consider in the staffing levels for your business. The first would be whether you acquire staffing or develop talent. I believe that there needs to be a blending of both. I believe that developing staff for management positions from within the organization is the best fit but these can be sales people with previous retail/management experience. Having management experience helps you to have people to put into place but developing their talents in how Tanglewood does business creates the best for your company.
2. Hire Yourself or Outsource -Bringing in outside consultants may be a good strategy for certain companies but in my opinion it would not be a good fit for Tanglewood. Tanglewood has a very personal and organic feel that comes from the people involved in the day-to-day operations and that is something that can’t be generated artificially. 3. External or Internal Hiring -Other than basic or entry level positions, Tanglewood should hire internally.
With job advancement, employees will have a goal to work towards knowing they can move up within the organization. With Tanglewood’s culture is best to develop talent rather than acquire new talent to fill the leadership roles. In order to stay consistent and get the best results, this new process should become Tanglewood’s Lead System to use now and in the future. In order to make sure the new HR strategy will work, only core employees will be recruited from a national organization. By using a national organization they can try to seek out candidates that fit Tanglewood’s organization and be able to ask probing questions to see if the candidate will be a good fit, because this is what sets you apart from your competitors.
With new competition opening up in the area this could affect the competitive advantage in the buyer power for UMUC haircuts. Supplier Power is strong when UMUC haircut’s only has a few suppliers and the more help you need from the supplier, in turn driving the prices up.
They would make sure the best choice for the company is made and not what might benefit some members of upper management. The chief technology officer would make decisions on how to use capital to make appropriate decisions for the company and not any one person. The chief marketing officer who ensure that any promotions of are done ethically and not to benefit any one person. The chief financial officer would make sure that all financial spreadsheets
A manager that only managed existing, successful companies may not know how to quickly grow a start-up business, which Bizland really needs. Secondly, there is mention of a heavy focus on interpersonal skills, but there are no specifics in the listed criteria. What exceptional leadership skills are they really looking for? Again, I believe they are trying to encompass too many things into one broad category. The criteria should include various, specific interpersonal skills that they would like to see.
The budget is important for Tesco to consider when planning HR, this is because if they do not have a large budget they would need to have a smaller workforce or lower wages to cut costs. Tesco is a huge company they have store all over the world, so it would be easier for the company to employ more workers. It is important for Tesco to consider skill levels, as this could be another way to save money if they employed people with many different skills, as in the future if somebody leaves a job role and you already have somebody employed that has the necessary skills to do the job they can go into the job easier and more naturally than someone outside the business. To get the most out of their workers, Tesco try to create the most positive workplace possible by offering some of the following: clear job descriptions and annual reviews, a wellness program, morale-building activities such as contests or outings, an employee newsletter and frequent communications about individual, these things will improve productivity because employees work better when they're happy. Political factors are important for Tesco to cover when planning HR, From a shift in local public opinion to a change in government or even a new industrial world superpower entering the market, politics influence how much funding is available, how much tax must be paid, minimum wage rates, how markets are controlled.