Tanglewood Company
Case Description/Introduction
The Tanglewood Company is concerned with companies like Target and Kohl’s creating more direct competition for their company. With that, Tanglewood must ensure they set themselves apart from their competitors by hiring the most qualified staff who will deliver memorable experiences to their customers. This exceptional service will guarantee their store will stand apart from their competitors.
Identification of Business Strategy/Goals
Tanglewood is committed to hiring a workforce of “committed, qualified individuals who will help carry the Tanglewood philosophy into the future.” The company can obtain this goal by enforcing strategies of talent development and hiring from within coupled with employing exceptional …show more content…
To begin, Tanglewood’s target market is middle to upper class. Based upon this target market the company has a specific pricing strategy to differentiate themselves from their competitors. In addition, their personable sales staff, outdoor theme, and large camping and outdoor living section differentiate them from their competitors. By hiring employees based upon an exceptional workforce quality criteria the company is looking to stand out with its customers and encourage repeat business by being that customer’s favorite store to …show more content…
Many costs can be avoided by outsourcing the work but by not having a permanent workforce I am fearful it will not be in line with the company’s vision. However, the company can choose this option for custodial staff or other noncustomer related positions.
The third staffing level is the determination as to whether the company should hire internally or externally. Since Tanglewood has such a robust HR Department it will save the company money to utilize the resources already in place. It would be very difficult to explain why the company would need to outsource this process with such a highly skilled HR Department already in place.
Having a core or flexible workforce is the fourth staffing level discussed. A flexible workforce typically is temporary. Since Tanglewood puts a large effort into hiring associates at entry level positions, a temporary workforce most likely will not be necessary. In addition, Tanglewood is looking for a loyal client focused workforce. This type of workforce cannot be filled with temporary
The Tanglewood Company is concerned with companies like Target and Kohl’s creating more direct competition for their company. With that, Tanglewood must ensure they set themselves apart from their competitors by hiring the most qualified staff who will deliver memorable experiences to their customers. This exceptional service will guarantee their store will stand apart from their competitors.
Identification of Business Strategy/Goals
Tanglewood is committed to hiring a workforce of “committed, qualified individuals who will help carry the Tanglewood philosophy into the future.” The company can obtain this goal by enforcing strategies of talent development and hiring from within coupled with employing exceptional …show more content…
To begin, Tanglewood’s target market is middle to upper class. Based upon this target market the company has a specific pricing strategy to differentiate themselves from their competitors. In addition, their personable sales staff, outdoor theme, and large camping and outdoor living section differentiate them from their competitors. By hiring employees based upon an exceptional workforce quality criteria the company is looking to stand out with its customers and encourage repeat business by being that customer’s favorite store to …show more content…
Many costs can be avoided by outsourcing the work but by not having a permanent workforce I am fearful it will not be in line with the company’s vision. However, the company can choose this option for custodial staff or other noncustomer related positions.
The third staffing level is the determination as to whether the company should hire internally or externally. Since Tanglewood has such a robust HR Department it will save the company money to utilize the resources already in place. It would be very difficult to explain why the company would need to outsource this process with such a highly skilled HR Department already in place.
Having a core or flexible workforce is the fourth staffing level discussed. A flexible workforce typically is temporary. Since Tanglewood puts a large effort into hiring associates at entry level positions, a temporary workforce most likely will not be necessary. In addition, Tanglewood is looking for a loyal client focused workforce. This type of workforce cannot be filled with temporary