Case One: Tanglewood Stores and Staffing Strategy To: Daryl Perrone, Staffing Service Director and Marilyn Gonzalez, Vice President of Human Resources From: Shanca Cooper, Staffing Consultant Memo: Tangelwood Staffing Strategy I want to thank you for giving me this opportunity to provide you with some excellent staffing strategies for your company. With the continuous growth of your company we must ensure your employees are not only knowledgeable but inefficient in all areas of the company’s mission. In order to complete this task I should explain to how we’re going to get there. Acquire or Develop Talent Acquiring talent would be utilized when the organization need people which require little to no training for existiting and new job opportunities. Developing talent is utilized when the organization have people which have the basic foundation, willingness for growth, and therefore the company develop skills need to complete job duties.
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.
It will be difficult to maintain a cohesive employee and company culture with flexible employees throughout the year as opposed to full and part time employees working year around. In my opinion, Tanglewood should focus on retaining their employees and develop their talent and skills instead hiring new ones. If they plan to follow an internal hiring strategy and maintain a core workforce as per our suggestion, then they must focus on retaining these employees. It would be difficult to maintain a consistent company culture if they have high turnover rate of employees. Person/Job or Person/Organization Match, Specific or General KSAOs, Exceptional or Acceptable Workforce Quality, Active or Passive Diversity is the staffing qualities.
Although helpful, temporary employees will not maintain the cohesive employee and company culture as would permanent employees. Hire or Retain: Tanglewood does NOT want a high turnover ratio, so their best interest is in retaining their employees. If Tanglewood is going to put an investment in their employees with internal hiring and developing their talent, then they need to follow that with
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.
PLANNING Setting up a plan would help him out immensely. Having a plan would allow Carl Robins to manage his time wisely and effectively. In an article written by Susan M. Hatfield, a management and organization development consultant who specializes in human resources, issues and in management development to create forward thinking in your workplaces. Susan is also a professional facilitator, speaker, trainer, and writer. She wroteBy utilizing these steps, Carl Robins would have the ability to gather all the necessary documents and paperwork in a timely manner from the new hires.
The cost of completely re-staffing new employees would be tremendous. Although there may need to be some tweaking in the way that the management staff is allowed to run their respective departments, I feel that they have a solid base of pride working for Tanglewood. With the right training I feel it is beneficial for the company to develop the core talent that they have and fill in the gaps with new hires. Hire Yourself or Outsource Once again I feel that Tanglewood should stay “in house” when it comes to who is going to do the hiring. The first reason I say this is because that is what the managers and assistant managers are getting paid to do.
It was Anderson’s responsibility to question any strange circumstances and reports and they failed to do so! 2. The three types of consulting services that audit firms are now prohibited from providing to clients that are public companies are as following: a. Designing information systems for the company: One threat associated with this service is that they would have to assess the system that they had created. This would be very difficult to keep unbiased.
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.
This will benefit both yourself and the company as it will expand your knowledge base and help to improve productivity and efficiency within your organisation. Assessment Criteria 2.5 The purpose of treating others with honesty, respect and consideration is to help create a positive, professional and friendly environment and to also improve the overall happiness and job satisfaction of all employees. The benefits of this will help strong and trusting relationships to exist between colleagues, to give a feeling of being valued and respected and helps colleagues to understand one another. It will benefit the company as employees are more likely to meet their deadlines and be happy with their jobs making the company run more smoothly,