Tanglewood Stores and Staffing Strategy

TANGLEWOOD STORES AND STAFFING STRATEGY Tanglewood has a anomalous agri nicety that emphasizes straight talk, employee alliance, and aggroupwork which helps to differentiate it from most of its major competitors. Following the recent menstruum of rapid expansion and acquisition, the caller-out must consolidate its benignant resources dodge to ensure that this culture is not lost(p). Recommendations to attain this goal argon as follows. STAFFING RECOMMENDATIONS Acquire or Develop TalentNow that Tanglewood is slowing their acquisition of unexampled stores, its recommended that they develop existing endowment fund for management positions working sullen to impart the ships follows unique values into recently acquired employees. Tanglewood is known for their employee gossip and contri only ifions. Developing from at heart will increase productivity of the custody when employees conceive that there ar opportunities for advancement they are usually more move to achiev e the musical arrangemental goals. For non-managerial positions, it will be necessary to acquire talent from extraneous the political party.In order to support the mission statement, the company should acquire employees who are able to provide a high level of client function and who are knowledgeable about the products and services that they are selling. Hire Yourself or Outsource Tanglewood overlooks employees to have a comprehensive understanding of products as healthy as local knowledge. Given the companys emphasis on exceptional customer service and the need to firmly assemble the Tanglewood culture during this time of transition, its recommended that the hiring process remain in-house.Internal module who can in effect evangelize company culture should be responsible for screening candidates. I External or Internal Hiring Its recommended that management level staff be hired internally in order to facilitate the airing of Tanglewoods culture. Hiring from within can inst ill a sense of belong and encourages employees to understand how their top hat interests align with those of the company. Providing room for advancement can coiffure as motivation and encourage long-term thinking. This mode of thinking is undecomposed to the company and helps it to maintain the family-oriented environs.However, abandoned the recent rapid growth, internal sympathetic resources may not be able to keep up with staffing demand. When necessary, international hiring should be leveraged to support rapid growth, increase diversity, and bring in new perspectives. Core or Flexible Workforce Given Tanglewoods team philosophy, a core hands composed of both full and part-time employees is recommended. A core custody is also most appropriate given the companys niche market with a unique company culture which differentiates it from competitors.While the potential cost savings of a flexible workforce may be attractive, this advantage is outweighed by the cost of additiona l education and reduced employee investment in the success of the company. Tanglewoods knowledgeable workforce is a source of competitive advantage which would be lost with a flexible, less committed workforce. Hire or Retain Because of Tanglewoods emphasizes on employee suggestions and contributions, the company should lead retain employees in order to preserve the companys unique culture and values over time.Although occasionally hiring outside the company is inevitable, its recommended that Tanglewood develop a retention plan in order to reduce employee turnover and associated costs incuding hiring and training expenses, productivity loss, lost customers, diminished business, and damaged morale among remaining members of the workforce. National or orbiculate Currently, Tanglewoods 12 divisions are national with operations centered on the west coast. For the short-term, the company should continue to peruse a national staffing dodge for these stores.Although there is cost savin gs potential in globally outsourcing customer service, technical support, database administration and other tasks, doing so may hurt timber and ultimately run counter to Tanglewoods core values. Attract or Relocate Tanglewood should focus on attracting employees that drop dead its niche market. Employees may fail serve customers by having local knowledge such as the outdo hiking routes, bike trails, camp sites etc. Generally, the retail industry doesnt require a highly specialized or task-specific workforce and so the company should be able to attract the talent it needs locally.Overstaff or Understaff Tanglewood should continue to overstaff. There is currently an abundance of department managers and assistant mangers that may at times border on surplus. However, Tanglewood can benefit by having a stockpile of talent by ensuring smooth succession in slip-up of turnover, retirement or promotion. Overstaffing also ensures that trained staff is available during pointedness seaso nal periods to ensure forest and the superior customer experience that undifferentiated with the companys values.Short- or Long-Term Focus Tanglewood has emphasized employee participation and teams since its inception and one of the most important cultural elements of the organization is the cargo to straight talk in all areas of business. Because the corporate staffing function has not been strong, in the short-term, Tanglewood should seek is to implement new policies and procedures that will centralize the human resources staffing strategy and create staffing operations efficiencies.Once urgent-short term goals are met, the companys ongoing focus should be long-term in order to yield the company to invest in its employees and help them to live up to the Tanglewood standard. cartridge clip spent on training and interviews can be costly if Tanglewood espouse a short-term approach. Though turnover is still a reality, universe overstaffed will address immediate turnover issues. STAFFING QUALITY Person/ barter or Person/ Organization Match Its recommended that Tanglewood adopt a Person/Organization Match approach to the hiring process.Its important that the company choose someones who understand the core values and philosophy of the company heart choosing individuals who meet the needs of the organization. Retail job skills can be taught but strong values, teamwork, and a passion for customer service are more difficult to teach. Focusing on organization rather than job fit will also support the companys Develop, Internal, and Retention strategies. ad hoc or General KSAOs Tanglewood should lean towards general KSAOs because it requires a focus on flexibility and adaptability, ability to learn, written and oral communication skills, and algebra/statistics. General KSAOs competencies such as communication skills, the ability to learn, and the ability to adapt quickly are important characteristics for a potential employee to work well within the organizati on and be successful in whatever role they play within the company. Exceptional or Acceptable Workforce Quality The company is apprised to pursue an exceptional workforce quality in order to best meet the needs of its customers and further the strategy differentiation.Having exceptional workforce quality means hiring associates that will be passionate about Tanglewood and providing excellent customer service. This strong customer service focus will encourage double up visits to the store and allow the company to stand out among the competition by being a customer favorite. An exceptional workforce is required to achieve the mission statement and be the best department store for customers seeking quality, durability, and value for all aspects of their active lives. Active or Passive change Tanglewood should actively strive for a diverse environment.The company should work hard to build a workforce that reflects the communities in which the stores are located by working with organ izations throughout the community to hire a diverse workforce that is fair to gender, race, and age. Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.CONCLUSION Tanglewoods future success depends on many factors. During this period of consolidation, staffing strategy is specially critical. By setting challenging goals and crushing them, the company can establish a motivated, passionate workforce that embodies Tanglewoods core values and propagates its unique culture. By following the recommendations above, Tanglewood can position itself as providing an exceptional environment for both employees and customers.