Tanglewood Case Study Essay
Tanglewood Case Study #1
Dear Donald Penchiala,
I am external consultant for staffing services, and I would like to make some suggestions on staffing quantity and staffing quality strategies for Tanglewood.
In my professional opinion, developing current talent would be a better and more cost effective strategy for Tanglewood than acquiring new talent. Going forward, new employees with minimal or no retail background should have a chance to develop retail experience as an associate while growing accustomed to Tanglewood’s culture, competition, and goals. This is to the company’s advantage due to employees gaining similar experience leading to less disagreements, improved teamwork and morale, and greater expediency.
Moreover, Tanglewood …show more content…
Also, once the business knows how many employees are available and what skills and knowledge those employees have, managers can develop specific strategies to meet company goals. This is much harder to do with a flexible workforce because of the number of employees, and thus the skill and knowledge set available is not reliable.
With these policies in place, Tanglewood will also need to overhaul its employee retention incentives to avoid the disruption that a long hiring process and an outside employee can bring to Tanglewood. This is important to an internal hiring strategy and maintaining a core workforce. It is much more difficult to maintain a consistent, stable company culture with a high turnover rate of employees.
With that said, Tanglewood is also overstaffed. By decreasing the number of employees and increasing the responsibility of staffing, as well as individual training in each department, work atmosphere and job performance will become much stronger in a much shorter, less-expensive time
Dear Donald Penchiala,
I am external consultant for staffing services, and I would like to make some suggestions on staffing quantity and staffing quality strategies for Tanglewood.
In my professional opinion, developing current talent would be a better and more cost effective strategy for Tanglewood than acquiring new talent. Going forward, new employees with minimal or no retail background should have a chance to develop retail experience as an associate while growing accustomed to Tanglewood’s culture, competition, and goals. This is to the company’s advantage due to employees gaining similar experience leading to less disagreements, improved teamwork and morale, and greater expediency.
Moreover, Tanglewood …show more content…
Also, once the business knows how many employees are available and what skills and knowledge those employees have, managers can develop specific strategies to meet company goals. This is much harder to do with a flexible workforce because of the number of employees, and thus the skill and knowledge set available is not reliable.
With these policies in place, Tanglewood will also need to overhaul its employee retention incentives to avoid the disruption that a long hiring process and an outside employee can bring to Tanglewood. This is important to an internal hiring strategy and maintaining a core workforce. It is much more difficult to maintain a consistent, stable company culture with a high turnover rate of employees.
With that said, Tanglewood is also overstaffed. By decreasing the number of employees and increasing the responsibility of staffing, as well as individual training in each department, work atmosphere and job performance will become much stronger in a much shorter, less-expensive time