Tanglewood Case 1-1

1086 Words5 Pages
1. Acquire or Develop Talent In terms of this staffing strategy, Tanglewood should concentrate on developing the talent that they currently have. Tanglewood should employ this strategy mainly because of the inconsistency in management styles and HR practices between stores. Tanglewood encourages employees at all levels to make suggestions concerning operations. Since Tanglewood welcomes the input of employees, they already have an invaluable pool of talented people that knows the Tanglewood way. As Tanglewood expands in the future, any people determined to be managers should come from this pool. In order to continue the trend of thinking like a manager, employees must see that there is potential for growth within the company. This would help overall company morale and the productivity of the employees. 2. Hire Yourself or Outsource Outsourcing hiring activities would not be beneficial to a company like Tanglewood. Tanglewood is looking for employees that buy-in to their culture. An external company would not have the information necessary to make these types of decisions because they are not a part of the day-to-day operation or corporate culture. By hiring yourself, the interviewer would be able to clearly communicate, to a potential candidate, the company’s expectations. In addition, outsourcing could prove to be expensive for the company, which would increase overall cost, and subsequently reduce the overall profit margin. 3. External or Internal Hiring In order to be the most successful, Tanglewood would need to have a mixed strategy when it comes to this staffing concept. Since all store employees are required to spend some time as an associate, it would be beneficial for them to utilize an external hiring strategy for many of the store positions. This would allow for the company to train all new employees in their preferred method. A

More about Tanglewood Case 1-1

Open Document