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
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Tanglewood Case 1 Brief Introduction Tanglewood is a chain of retail department stores that was founded in 1975 by two friends Tanner Emerson and Thurston Wood. The store was started by a concept named‚ TannerWood‚ which was a store that sold outdoor clothing and equipment. They two paired themselves together to create Tanglewood. The goal for the store is to be the best department store for customers that thrive on customer service‚ quality‚ value and durability. All of which helps the
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Tanglewood Case Study #3 - Recruiting Dawn Zmecek DeVry/Keller University HRM 594: Strategic Staffing Dr. Burnell G. Carden‚ Jr. 6/1/14 Case Description Tanglewood‚ like any other retail organization‚ finds that there is a constant need for new employees because of turnover. In a typical year‚ approximately 50% of the sales associates will turnover. Recruiting‚ therefore‚ is of great concern for managers in the field. However‚ the organization has not had any centralized method for recruiting
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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
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TANGLEWOOD STORES AND STAFFING STRATEGY Tanglewood has a unique culture that emphasizes “straight talk‚” employee participation‚ and teamwork which helps to differentiate it from most of its major competitors. Following the recent period of rapid expansion and acquisition‚ the company must consolidate its human resources strategy to ensure that this culture is not lost. Recommendations to achieve this goal are as follows. STAFFING RECOMMENDATIONS Acquire or Develop Talent Now that Tanglewood
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Tanglewood Case 1 Report Tanglewood is a chain of nondurable general retail stores and operates in the moderate price niche‚ targeting middle- and upper-income customers. Competition and Industry The retail industry accounts for over $4 trillion in annual sales. Recent estimates indicate that the retail industry employs approximately 15 million people. The financials show that Tanglewood is a moderately sized organization with strong growth potential. The company’s specific niche is similar
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Tanglewood Case 2 Planning Strategy Penny Ross HRM301-F1WW Jennifer Martin October 11‚ 2015 Table 1.1 Markov Analysis Information Forecast of availabilities Next year (projected) (1) (2) (3) (4) (5) Exit Current Workforce Previous year (1) Store associate 8‚500 4505 510 0 0 0 3485 (2) Shift leader 1‚200 0 600 192 0 0 408 (3) Department manager 850 0 0 493 102 0 255 (4) Assistant store manager 150 0 0 9 69 12 60 (5) Store manager 50 0 0 0 0 33 17 Gap analysis Next year (projected)
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Tanglewood Stores Case 3 1) Recruitment Guide for Store Associate Position: Store Associate Reports to: Department Manager/Store Manager Qualifications: College graduate or any individual who has retail and/or customer service experience Relevant labor market: The states of Washington and Oregon Timeline: No specific timeline‚ ongoing recruitment process Activities to undertake to source well-qualified candidates: Kiosks Referrals Staffing Agencies Staff Members Involved: Corporate
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Tanglewood has an ongoing history of inconsistent staffing practices. The company experiences high turnover rates due to employees’ suboptimal work‚ negligence of the organization’s culture‚ and difficulty working in teams (Kammeyer-Mueller‚ 26). To begin with‚ when comparing the two tables‚ it is apparent that the proposed method is more inclusive in terms of data/information than the Traditional Selection Method. Tanglewood is better off using the Proposed Method‚ which allows for more alternatives
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Tanglewood Case Study 7 Mgmt 364 Staffing Abby Gilpin Question 2: The top 3 candidates will be Max Renoir‚ Thomas Reznor and James Heckman based on using the Compensatory Model. When looking at these 3 candidates they are the strongest in the unit weight with 70‚ 73 and 76 respectively and rational weight with 67.5‚ 69 and 76 respectively. Reznor and Renior have done well on the testing‚ conscientiousness and extraversion. Heckman’s testing was not outstanding‚ but his scores for conscientiousness
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