Employee that are willing and capable of knowing the knowledge of your product and services. Acquiring is important because if you want to abide by your mission statement you need employees who share the same beliefs. Hire yourself or outsource: Anybody is capable hiring people in my opinion. When it come Tanglewood, I strongly believe you should hire yourself. With the company having several location, each location should know exactly what type of employee it needs and how many.
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.
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. Developing sales staff talent gives you the opportunity to be the first teacher they have and creates a future leadership team. This talent is taught by you and trained in your operations and procedures but also allowed to invest in the company with their creativity. This creates a long term bond and investment for both you and the employees. The next area would be deciding if Tanglewood is going to handle the
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.
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.
Developing talent refers to the acquisition of employees who have the ability to acquire the skills, knowledge, and abilities of a job. Based on an overview of the organization’s current condition and a combination of factors derived from the mission statement, organizational structure, and cultures and values, I would recommend concentrating primarily on a talent development strategy versus an acquisition strategy. The following are statements are the grounds for this recommendation: Mission Statement * “We are committed as a company to providing maximum value to our customers, shareholders, and employees.” Organizational Structure * Employees at all levels of the corporation are encouraged to make suggestions regarding operations * A core workforce is viewed as essential for the organizational values and culture, described below, that Tanglewood seeks to develop and maintain. Organizational Culture and Values * From its inception, this company has emphasized employee participation and teams. * Efforts are made to involve employees in the decision process when possible.
It also enables current workers to learn to be self sufficient and to think like managers. By developing talent within the current organization you are showing your employees that you value their service and believe they are the best fit for the job. Because most employees will already have an understanding of what the culture of the company is supposed to be it will be easier to develop the sought after KSA’s. Hire Yourself or Outsource This is a tricky question, but in my opinion it makes sense to keep the recruiting and selection process entirely in-house because of the unique requirements for employees in this organization. Because this company’s goal is to maintain a strong culture across all stores it makes sense to continue to hire yourself so that you can be looking for the unique traits and KSA’s that will best integrate with the company and uphold the unique culture.
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.
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
People are a business most valuable asset and keeping them satisfied, motivated, developed and retained is necessary if a company is to remain profitable (humanresources.about.com, n.d.). HR department plays a vital role in companies; helping them master the challenging competitive environment and the demand for highly qualified employees. Their primary roles are locating, screening, recruiting, hiring, and training high quality individuals who will become constructive members of the organization. They must be professional at all time handling different situations and people; skillfully communicating the firms’ policies, procedures, and goals: other responsibilities include perform job