Staffing Levels Acquire or Develop Talent Current employees are critical to the success of maintaining the culture that has been instilled in Tanglewood since the day it was founded. Since these employees have already proved to be motivated and loyal to working within this company, developing their talents is critical in order to retain these people that have helped make Tanglewood what it has become today. These employees possess the talents and skills needed to continue to grow as a company. Since Tanglewood has such a specific niche in the retail industry, it is important that the current employees develop the talent needed to continue expanding. Tanglewood already has 215 employees in each of the 243 stores.
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.
By applying the KSAO (knowledge, skill, ability, and other characteristics) needed to perform the job effectively and more efficiently. By developing talent within, allows Tanglewood to hold on to one part of their mission statement that states “we are committed as a company to providing maximum value to our customers, shareholders, and employees.” Also by sticking to develop talent this method also allows Tanglewood to continue to steadfast to another part of their mission statement that states, “We will accomplish this goal by adhering to the core values of responsible financial management, clear and honest communication, and always keeping performance and customer service.” According to an article in Business Weekly, “Tanglewood really needs to slow down and take a hard look at our corporate culture. Right now we need to consolidate and make sure we’re as close to the company’s original mission as we can be. Our success
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.
Albertina Williams 1/18/2014 Tanglewood Case One To: Donald Penichiala, the Director of Staffing Services As we all know staffing is one the most essential function of a successful business. A company is unable to retain a functional workforce without staffing. Below is my reason on what your company, Tanglewood, should apply when choosing the accurate staff. Acquiring or develop talent: Tanglewood should acquire employees because they will need employees with high level of customer service. Employee that are willing and capable of knowing the knowledge of your product and services.
Finding the right person to fill a position, and ensuring that their personality, experience, and attitude align with a firm’s vision, mission and goals is often akin to war. Finding good help is not only difficult, but also expensive, complicated and detail-oriented. Accordingly, it has been necessary for human resources to play a more strategic role in their respective organizations. Effective Approach for Human Resources Human resources is the entry point for all new employees into the company. The role of human resources has historically been confined to mundane administrative tasks related to payroll and benefits administration.
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.
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.
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.
Some of Tanglewood’s competitors are Kohl’s and Target. Acquire or Develop Talent Because Tanglewood views a core workforce as essential for the organizational values and culture and seek to develop and maintain that atmosphere they need to develop talent. They need to be able to find people who are willing and able to learn the KSAOs required by the job. Hire Yourself or Outsource Because Tanglewood has its own Assistant Manager of Operations whose job it is to staff the store they need to Hire themselves rather than outsource. The Mangers are aware of the image that Tanglewood is trying to portray so this does not need to be left in the hands of a third party.