discuss the Human Resource functions of Tanglewood Stores. The paper will discuss the staffing strategies required by Tanglewood in order to maintain its corporate culture and niche market while remaining competitive. The paper suggests strategic staffing decisions regarding the nine staffing levels and four factors of staffing quality. Acquire or Develop Talent According to the text‚ if Tanglewood wants to achieve a full acquisition strategy then Tanglewood is going to have to acquire new talent
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| (1) | (2) | (3) | (4) | (5) | Exit | Previous year | (1) Store associate | 0.53 | 0.06 | 0.00 | 0.00 | 0.00 | 0.41 | | (2) Shift leader | 0.00 | 0.50 | 0.16 | 0.00 | 0.00 | 0.34 | | (3) Department manager | 0.00 | 0.00 | 0.58 | 0.12 | 0.00 | 0.30 | | (4) Assistant store manager | 0.00 | 0.00 | 0.06 | 0.46 | 0.08 | 0.40 | | (5) Store manager | 0.00 | 0.00 | 0.00 | 0.00 | 0.66 | 0.34 | | | Forecast of availabilities | Next year (projected) | | (1) | (2) | (3) | (4) | (5) |
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Tanglewood Case 7 Report Tanglewood is currently in need of a new manager for their flagship store in Spokane. 20 individuals were contacted as potential candidates‚ with internal candidates contacted via referrals by regional managers and external candidates that were based on nominations from corporate offices. A total of 10 candidates have taken up the application. The company is in possession of their resumes‚ retail knowledge tests‚ standardized test scores from the Marshfield Applicant
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Year Job (1) (2) (3) (4) (5) Exit (1) Store associate 0.53 0.06 0.00 0.00 0.00 0.41 (2) Shift leader 0.00 0.50 0.16 0.00 0.00 0.34 (3) Department manager 0.00 0.00 0.58 0.12 0.00 0.30 (4) Assistant store manager 0.00 0.00 0.06 0.46 0.08 0.40 (5) Store manager 0.00 0.00 0.00 0.00 0.66 0.34 Forecast of availabilities Job Category Current (1) (2) (3) (4) (5) Exit (1)
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requiring long hours of work‚ including weekends and holidays‚ with little compensation. It is difficult to hire individuals that are willing to start in an entry-level position and work their way up over the years into managerial positions. Tanglewood prefers to promote from within‚ allowing the managerial employees to grow with the company‚ already experienced with the social and cultural environment. This limits the ability to hire an individual directly into a managerial position‚ but increases
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Case Study 1 Currently‚ Tanglewood is trying to achieve a companywide environment that mirrors their blueprint of how they ran their 10 stores in 1984. The structure at that time was focused on employee participation‚ customer satisfaction‚ and profitability. The company’s culture and values are distinct from most of their competitors. This allows each employee or associate an environment to grow and achieve various positions within the company. That being said‚ the following are my recommendations
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The forecast for the next year is as follows according to the table: 1. 2. 3. 4. 5. Total 1. 4505 3995 3825 3655 3485 3485 2. 0 600 192 0 408 408 3. 0 0 493 102 0 255 4. 0 0 9 69 12 60 5. 0 0 0
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Ryan Schmidt MGT 451 Dr. Scroggins Tanglewood Case #6 Major KSAO Category Necessary for selection (Y/N) Method of Assessment Exp. Educ. MAE RKT Skills in personnel resource management Y x x Communication/Speaking skills Y x x Knowledge of customer service principles Y x Knowledge of organization policies/procedures N x Ability to analyze financial and operational data Y x x Problem solving skills/ability to resolve conflict Y x x x Skill in judgment and decision making
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MEMORANDUM DATE: TO: FROM: RE: April 4‚ 2012 Mr. Donald Penchiala‚ Tanglewood Staffing Services Director Kendra Novak Thornton‚ Tanglewood HR Planning Analyst Tanglewood Regional Divisions in the state of Washington As you requested I have reviewed our staffing forecasts and our future hiring needs. My analysis consists of methods that will help us meet our staffing and organizational goals. To do so‚ I have made comparisons to our forecast availabilities with our future/ projected workforce
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in different departments as needed. This plan should cut cost on training. Hire Yourself or Outsource Tanglewood should begin to outsource for new employees. A vendor that specializes in selection will do a better job with recruiting new employees. The vendor will also be able to verify we are abiding by all equal opportunity laws. External or Internal Hiring It would be better for Tanglewood to hire internally. Hiring internally will not only help to build lasting relationships with our current
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