Tanglewood Stores and Staffing Strategy
Case one: Tanglewood Stores and Staffing Strategy
Staffing Levels
I. Acquire or Develop Talent
Over seeing the information presented in the case Tanglewood should develop their talent in house, due to Tanglewoods strong culture and values that strive for employee participation. This would pull the workforce closer together and portray the family workforce image. Furthermore, it is beneficial if employees see the opportunity for advancement. It will strengthen the employee work ethics and help the workers to identify themselves with the company.
II. Hire Yourself or Outsource
In order to centralize the human resource department Tanglewood should look into outsourcing their hiring. It can help the business a competitive advantage over it completion. Also the firm can seek new ideas and action plans to develop the workforce. Furthermore, professional agencies have more statistical information to predict work performance.
III. External or Internal Hiring
Looking at the company’s culture and seeing that the company portrays a family like workforce. It would be beneficial for Tanglewood to hire internally for the top management position. This will also help the company to keep its culture strong. For the lower level entry jobs Tnaglewood should seek to hire externally.
IV. Core or Flexible Workforce
Tanglewood should definitely try to keep a core workforce. Since the all shifts are team based it will be of assistant if the workforce does not change frequently. Also it the workforce it familiar with each other it will help the concept of “straight talk”. Since the employees are well familiar with the company.
V. Hire or Retain
In my view Tanglewood should definitely try to retain their workforce. It is essential to retain the workforce so that the business flow does not get interrupted. Also, if Tangle wood wants to keep a core workforce and hire for top management positions internally the company has to retain their employees.
VI.
Staffing Levels
I. Acquire or Develop Talent
Over seeing the information presented in the case Tanglewood should develop their talent in house, due to Tanglewoods strong culture and values that strive for employee participation. This would pull the workforce closer together and portray the family workforce image. Furthermore, it is beneficial if employees see the opportunity for advancement. It will strengthen the employee work ethics and help the workers to identify themselves with the company.
II. Hire Yourself or Outsource
In order to centralize the human resource department Tanglewood should look into outsourcing their hiring. It can help the business a competitive advantage over it completion. Also the firm can seek new ideas and action plans to develop the workforce. Furthermore, professional agencies have more statistical information to predict work performance.
III. External or Internal Hiring
Looking at the company’s culture and seeing that the company portrays a family like workforce. It would be beneficial for Tanglewood to hire internally for the top management position. This will also help the company to keep its culture strong. For the lower level entry jobs Tnaglewood should seek to hire externally.
IV. Core or Flexible Workforce
Tanglewood should definitely try to keep a core workforce. Since the all shifts are team based it will be of assistant if the workforce does not change frequently. Also it the workforce it familiar with each other it will help the concept of “straight talk”. Since the employees are well familiar with the company.
V. Hire or Retain
In my view Tanglewood should definitely try to retain their workforce. It is essential to retain the workforce so that the business flow does not get interrupted. Also, if Tangle wood wants to keep a core workforce and hire for top management positions internally the company has to retain their employees.
VI.