Tanglewood Stores and Staffing Strategy
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 is slowing their acquisition of new stores, it’s recommended that they develop existing talent for management positions working hard to instill the company’s unique values into recently acquired employees. Tanglewood is known for their employee input and contributions. Developing from within will increase productivity of the workforce; when employees believe that there are opportunities for advancement they are usually more motivated to achieve the organizational goals.
For non-managerial positions, it will be necessary to acquire talent from outside the company. In order to support the mission statement, the company should acquire employees who are able to provide a high level of customer service and who are knowledgeable about the products and services that they are selling.
Hire Yourself or Outsource
Tanglewood requires employees to have a comprehensive understanding of products as well as local knowledge. Given the company’s emphasis on exceptional customer service and the need to firmly establish the Tanglewood culture during this time of transition, it’s recommended that the hiring process remain in-house. Internal staff who can effectively evangelize company culture should be responsible for screening candidates. I
External or Internal Hiring
It’s recommended that management level staff be hired internally in order to facilitate the dissemination of Tanglewood’s culture. Hiring from within can instill a sense of belonging and encourages employees to
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 is slowing their acquisition of new stores, it’s recommended that they develop existing talent for management positions working hard to instill the company’s unique values into recently acquired employees. Tanglewood is known for their employee input and contributions. Developing from within will increase productivity of the workforce; when employees believe that there are opportunities for advancement they are usually more motivated to achieve the organizational goals.
For non-managerial positions, it will be necessary to acquire talent from outside the company. In order to support the mission statement, the company should acquire employees who are able to provide a high level of customer service and who are knowledgeable about the products and services that they are selling.
Hire Yourself or Outsource
Tanglewood requires employees to have a comprehensive understanding of products as well as local knowledge. Given the company’s emphasis on exceptional customer service and the need to firmly establish the Tanglewood culture during this time of transition, it’s recommended that the hiring process remain in-house. Internal staff who can effectively evangelize company culture should be responsible for screening candidates. I
External or Internal Hiring
It’s recommended that management level staff be hired internally in order to facilitate the dissemination of Tanglewood’s culture. Hiring from within can instill a sense of belonging and encourages employees to