...Keller Graduate School HRM 594 Staffing Organization Professor TANGLEWOOD CASE STUDY 3 Introduction Tanglewood has high recruiting trends in entry level positions due to a high rate of turnover that is currently over 50%. Tanglewood’s current recruiting methods vary from one region to the next. By assessing these various methods and comparing their overall effectiveness, I have a good opportunity to improve the recruiting process, thus making the most effective use of operations in this organization. I will review the target demographics, and look into the methodology of each region’s present recruitment styles. The desire to create a unified recruiting process will be reviewed and evaluated, with an ultimate goal of devising a functional, efficient and profitable recruiting service for this organization. 1. Recruiting Guide for Director of Claims Position: Store Associate Reports to: Store Manager/Department Manager/Shift leader Qualifications: High School Diploma, some college preferred, 1 year experience in retail, Interpersonal skills must be able to articulate well. Relevant Labor Market: North Western Region, Washington and Oregon Timeline: Continuous Activities to undertake to source well-qualified candidates: Request employee referrals Local Newspaper advertising Contact staffing agencies Job Fairs Staff Members Involved: Store managers ...
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...but it much harder to acclimate an employee to the company culture. Internal talent will know how the organization operates strategically in regards to the “how” and not just the “what” of how to accomplish objectives. Internal talent has been acquired because their personal goals and values are in alignment with the current company philosopshy. Also, it is more cost effective to develop internal talent than it would be to source and select external talent. The morale and encouragement from employees in regards to their opportunities internally will keep morale high and the motivation will be higher if employees know that the company values them over external talent. Hire Yourself or Outsource When possible, it is recommended that Tangelwood hires as opposed to outsourcing. Again stressing the importance of a culture-rich organization, as much of the talent development process should be internal. An outside organization will be more concerned with the “what” of hiring and not the “how”. External or Internal Hiring When job vacancies are created, the organization should first seek to fill these vacancies from an internal labor market. This will allow the organization to create a more stable, committed workforce. This gives employees an opportunity to launch more long-term careers. External hiring should be limited to more entry level or temporary (seasonal) positions. Core of Flexible Workforce Stressing the value of the company culture, a core workforce should...
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...require a more unified group that shares consistency in their mission. STAFFING LEVELS: Acquire or Develop Talent Staffing is the process of ascertaining an organization’s human capital needs, and then providing sufficient quantities of qualified applicants to assist the organization in its ability to be effective (Henemann, 2012). Tanglewood has a very unique strategy, all of its employees are able to be self-sufficient and voice their opinions when they have ideas for the improvement and the benefit of their company. The effectiveness of recruitment will be evidenced through Tanglewood’s centralization of HR functions. I believe if we develop talents from inside tanglewood will help the organization to stay with its strategy. If tangelwood train some of their talented employees to be managers, tanglewood will be able to teach them the style of management that fits...
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...Introduction We should begin by referencing Tanglewood’s Company mission statement and allowing this to be the foundation for how we will approach all staffing strategic decisions. The company’s mission statement is as follows, [1]“Tanglewood will be the best department store for customers seeking quality, durability, and value for all aspects of their active lives. We are committed as a company to providing maximum value to our customers, shareholders, and employees. 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 in the forefront.” We will consult this mission statement throughout this report to ensure that we are following the original guide to Tanglewood’s success. As you are all aware, some of Tanglewood’s current success stems from strategically [1]”distinguishing itself with simple, elegant, and uncluttered design concepts for their stores and their in-house products. This objective is also achieved through the company’s unique employee relations system which focuses on, strong employee participation and ensuring employees, full or part time, are members of the core work force. Tanglewood prides itself on operating with a core workforce (a workforce of permanent employees), reinforcing this philosophy by not utilizing in temporary employees. [1] “Core Workforce is viewed as essential for the organizational values and culture...
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...Executive Summary Tanglewood Stores has to determine how to successfully fulfill its future staffing needs. The decentralization of various job functions has worked negatively for the company. Decentralization has caused the costs of job functions to increase because job functions have to be duplicated at various locations rather than having it at one central location. The HR strategy that will be implemented to achieve success will have a significant impact on the organization. A particular point of interest for any organization is whether to hire internally or externally. Internal hires have the advantage of having extensive prior knowledge about the organization. By comparison, external hires do not have as much knowledge about the organization but they can bring knowledge and skills that would otherwise be hard find elsewhere. Placing employees into management positions based on their level of loyalty to the company does not guarantee that the person chosen is the best candidate. Individual employee characteristics must be aligned with organizational goals and objectives. The organization needs to look at innovative methods to restructure itself, in particular its HR. Job fairs are a great way to reach a large audience face to face. Additionally, the competitive strategy of the company should be modified to deal with its competitors head on. Identification of the Problem Tanglewood is a chain of retail stores that feature items such as appliances, clothing, electronics...
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...Tanglewood Case One Rebecca Cassady With reference to Exhibit 1.7 in the textbook, I think that of the staffing quantity and staffing quality strategies listed; that developing talent, internal hiring, and exceptional workforce quality are the fundamental strategies to implement. By utilizing these differentiation strategies, Tanglewood would continue its strong culture. Tanglewood must differentiate themselves from their competition; companies like Target and Kohl’s. Tangelwood can accomplish this by having the best staff that delivers a positive experience their customers, thus, making their store standout from their competitors. These strategies will help maintain a positive work atmosphere and build a strong relationship among employees, which will lead to successful job performances. Hiring or retain overstaff or understaffed, and external or internal hiring: As we look at these three decisions for the staffing levels, hire or retain, over staffed or understaffed, and external or internal hiring method we will see that Tanglewood Company is over-staffed. The mangers are cooperative with the employees’ suggestions regarding the company's operations, which need to be decreased. By decreasing employees and increasing the responsibility; staffing and training of departments will make the working environment stronger, and job performance to be improved saving both time and money for the company. Tanglewood should focus on retaining their employees and improving...
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...Tanglewood Case 1 02/17/2015 Tanglewood is in need of an update to their human resource functions. As the company has grown, they have found that their human resource system may be archaic. Tanglewood is in need of a new plan that will be modern but will still match their mission statement that they set out to follow even in modern times. Tanglewood's mission is: “Tanglewood will be the best department store for customers seeking quality, durability, and value for all aspects of their lives. We are committed as a company to providing maximum value to our customers, shareholders, and employees. 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 in the forefront.” By reading the case, Tanglewood strongly values customer service. Tanglewood believes in the customer experience and face-to-face interactions. Tanglewood believes that the online ordering portal is an extension of the brick-and mortar store not a replacement. The physical stores are their competitive advantage. In-store sales build long-term relationships with customers. Tanglewood is likely to benefit from highly customer orientated individuals. Tanglewood does not view their online sales as a competitive advantage. Tanglewood believes that their store experience will continue to bring customers back on a continual basis. In order for Tanglewood to uphold this philosophy, they...
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...Tanglewood Stores - Case 2 This print version free essay Tanglewood Stores - Case 2. Category: Business Autor: reviewessays 18 July 2010 Words: 6001 | Pages: 25 Tanglewood stores Case two Conduct an analysis of Tanglewood's staffing data and determine if their current staffing practices are sufficient to meet their ongoing needs, or if there will be problems in adequately staffing the organization in the near future. Recommend how Tanglewood should design its overall staffing mission and strategy based on their upcoming needs. Calculate representation statistics for various jobs within a single Tanglewood department store to determine where the most critical problems exist. Recommend what you would do in light of the information you obtain in the calculation of various demographic statistics both for this specific store and for the chain as a whole. Specific Assignment Details For the store manager group, you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report: 1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means...
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...Staffing Strategies for Tanglewood Staffing Quantity and Staffing Quality Yu Gao Yuting Dai Xiaoman Hu Yuzhu Guo Jan, 15, 2013 Yu Gao Yuting Dai Xiaoman Hu Yuzhu Guo Jan, 15, 2013 Memo To: Daryl Perrone, Staffing Services Director Marilyn Gonzalez, Vice President of Human Resource Department From: Yu Gao, Staffing Services Consultant Xiaoman Hu, Staffing Services Consultant Yuting Dai, Staffing Services Consultant Yuzhu Guo, Staffing Services Consultant Date: January 15, 2013 Subject: Staffing Strategies for Tanglewood Tanglewood is facing a big change in staffing strategy, considering the company’s plans for expansion. In this report, we analyze the company’s situation, concentrate on staffing quantity and staffing quality strategies and give a general recommendation on a series of strategic staffing decisions. Staffing Quantity Acquire or Develop Talent Acquire refers to acquire new employees who can “hit the ground running” and be at peak performance the moment they arrive. These employees would bring their talents with them to the job, with little or no need for training or development. A pure development strategy would lead to acquisition of just about anyone who is willing and able to learn the KSAOs (KSAOs is used to describe person’s qualifications that needed to perform the job. It refers to Knowledge, Skill, Ability...
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