Tanglewood is a department store chain, that features variety of items such as clothing, appliances, electronics, and home décor. The company’s price policy can be described as moderate, targeting middle- and upper-income customers. Tanglewood main characteristic is an “outdoors” theme, that promotes healthy lifestyle. The company also outlines its design concepts’ simplicity and elegance.
Tanglewood has originally started as a single store, which sold both outdoor clothing and equipment, designed themselves. The first success was brought to the founders of Tanglewood, Tanner Emerson and Thurston Wood, by a unique merchandiseand personable sales staff. These specific features led to opening several more stores.
By the time Tanglewood spread out more, the owners were already sure that they have a good strategies regarding employee participation, customer satisfaction, and profitability. This was another reason and a confident step towards further expansion, which presented in purchasing already existing stores, but not building new ones. The founders of the company, Emerson and Wood, had been carrying out the managerial functions, however, the corporate administration was a matter of concern. So, the main priority of the company became the consolidation of its current management strategy. Tanglewood is a successful company, that is growing rather quickly, however, the management styles and human resource practices are different depending on the the location and period of establishment.
Thus, the main goal of Tanglewood’s owners is seen as restructuring of their corporate culture, making all the departments to use common practices, and aiming towards the same goal and profit. Comparing with competitive companies, Tanglewood is a medium-sized organization with big ambitions and great potential. They use the same layout and provide the same products, which are also offered by genera merchandise retailers, i.e. Kohl’s or Target.
Organizational structure allows all the employees to participate in the decision-making process, moreover, the authorities give financial bonuses to those associates, whose suggestions have been implemented to life.
Emerson and Wood’s philosophy is to get all the employees work 100% of their abilities, which means 50% of execution of instructions, and 50% for employee’s own decisions-making. Profit-sharing for all employees,information on the company’s share price, and overall profitability for each quarter are parts of such philosophy. Nevertheless, all the new employees, who came as candidates for management positions, are firstly working in the store as associates. This is considered to be a good way of retaining Tanglewood’s distinctive corporate culture. The HR structure at Tanglewood consists of corporate and store-level components. All the information about testing, interviewing, training, and selecting employees issent from the individual store to the corporate headquarters. This whole data is collected and statistically analyzed in order to evaluate the general situation and offer new suggestions in order to increase profits , efficiency, and productivity. All the aspects of a successful business that need to be improved, could be easily reached by implementing centralized human resources core.
Thirteen Strategic Staffing Decisions
1. Acquire or develop Talent
This strategy concentrates on acquiring new employees who can do all the necessary job quickly and show great performance from the very first working day, they usually don't need any specific training or development. (Heneman, Judge, Smith, & Summers, 2010, p. 17) This is definitely the most ideal scenario for any business, however, it might take a lot of time and effort in searching of those talents, plus these workers might ask for higher wages, because of their special and highly-qualified skills and abilitites. They also might have the values and traditions of their previous workplace,...
Cited: Heneman, H.G., Judge, T.A., Smith, V., & Summer, R. (2010) Staffing Organizations: Recruitment and Selection in Canada. 2nd Canadian ed. McGraw-Hill Ryerson: Toronto, Ontario.
Kammeyer-Mueller, J. (2006). Tanglewood Casebook. To go with Staffing Organizations, 5th ed. McGraw-Hill Education. Mendota House, Inc. Florida. Retrieved June 8th, 2013.
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