Staffing Strategy at Tanglewood
Tanglewood Case 1
Staffing Strategy
Penny Ross
HRM301-F1WW
Jennifer Martin
October 6, 2015
Tanglewood Case 1 Staffing Strategy Tanglewood should focus more on acquiring talent externally because they should govern the initial intake of all applicants in the organization. The consolidation of management strategies would make Tanglewood take a look at how close it is to the original company mission. There is an inconsistency with previous management. So developing a talent strategy would be beneficial in maintaining a productive workforce and allowing employees to become self-sufficient like managers. This approach would lead to individuals who are willing to learn the KSAO’s requirements of the job. The advantages of outsourcing the hiring activities at Tanglewood would be that the consultant can do a better job of recognizing the appropriate individuals for Tanglewood. When outsourcing these responsibilities also can bring new ideas and techniques that could improve the HR department of Tanglewood. All management positions at Tanglewood should be filled internally if possible because of the familiarity and value of that particular region. This would bring stability in a committed workforce. These employees definitely would have the knowledge of the consumers in that area. Entry level positions should be external especially if there are no internal applicants. I feel that Tanglewood should focus on a core workforce because with expansions they need to have a reliable workforce of qualified people who are regular full and part-time employees. Retaining employees is ideal for Tanglewood. The advantage of retention is the development of personal skills and talents. I feel these results stem from an organization that promotes internally and has a core strategy. Sustaining to the culture of the organization and consistency would lead to low turnover as well. With direct competition with companies like Kohl’s and Target; Tanglewood needs to
Staffing Strategy
Penny Ross
HRM301-F1WW
Jennifer Martin
October 6, 2015
Tanglewood Case 1 Staffing Strategy Tanglewood should focus more on acquiring talent externally because they should govern the initial intake of all applicants in the organization. The consolidation of management strategies would make Tanglewood take a look at how close it is to the original company mission. There is an inconsistency with previous management. So developing a talent strategy would be beneficial in maintaining a productive workforce and allowing employees to become self-sufficient like managers. This approach would lead to individuals who are willing to learn the KSAO’s requirements of the job. The advantages of outsourcing the hiring activities at Tanglewood would be that the consultant can do a better job of recognizing the appropriate individuals for Tanglewood. When outsourcing these responsibilities also can bring new ideas and techniques that could improve the HR department of Tanglewood. All management positions at Tanglewood should be filled internally if possible because of the familiarity and value of that particular region. This would bring stability in a committed workforce. These employees definitely would have the knowledge of the consumers in that area. Entry level positions should be external especially if there are no internal applicants. I feel that Tanglewood should focus on a core workforce because with expansions they need to have a reliable workforce of qualified people who are regular full and part-time employees. Retaining employees is ideal for Tanglewood. The advantage of retention is the development of personal skills and talents. I feel these results stem from an organization that promotes internally and has a core strategy. Sustaining to the culture of the organization and consistency would lead to low turnover as well. With direct competition with companies like Kohl’s and Target; Tanglewood needs to
References: H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (1944). Staffing Organizationd (7 ed.). 20151001094628495432496 Nkomo Fottler McAfee 2011 Human Resource Management ApplicationsNkomo, Fottler, & McAfee (2011). Human Resource Management Applications (7 ed.).