Tanglewood Staffing Model

Tanglewood has organizational plans to staff open store associate positions on an ongoing, continuous basis. The first stage staffing plans must take into consideration is recruiting from the labor market. Tanglewood management team must clearly consider the different methods available as well as the associated cost benefits of each. This case study will provide Tanglewood with a recruitment guide for its open store associate position, describe the best targets for its recruitment, estimate the yields and costs of each method, and finally offer proposed recruiting messages. The organizational date provided was used to determine what Tanglewood’s best method for recruiting are.

The key to the success of any business is the strength of its staff or work force. However, to remain economical, a company's work force must be able to increase efficiency, lower staffing costs, reduce turnover and provide long term growth for the company. In order to achieve all of these goals, a company must have and implement a successful work force planning strategy. This can be difficult as many companies fail to see where there staffing short-comings lie, and therefore can not determine the best strategy for hiring, outsourcing and shifting staff positions. Since each company's staffing needs are different, a successful staffing strategy must have a broad enough outline to be applicable to any company while also being specific enough to accurately address that company's staffing needs. In 2001, Governor David Paterson, the New York State Department of Civil Service and the New York State Governor's Office of Employee Relations published a guide for work force planning for their state agencies titled Our Work Force Matters. This guide provides eight steps for the planning processes along with several strategies and

Personnel selection and assessment activities are integral parts of this organizational life. Tanglewood's economic climate has seen an ever increasing level of staff turnover and personnel reorganization, and the abolition of the traditional view keeping a 'a job for life. Consequently, there is now more pressure on this organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. Decisions about hiring applicants have to be based on predictions about future work behaviors. Tanglewood needs to recruit new staff and start making promotion decisions about employees, there are various methods of assessment that are available, such as:

“[Design] is not just what it looks like and feels like. Design is how it works” (Walker, 2003, para. 4). When Steve Jobs said this comment he was speaking about the first iPod, but in actuality it rings true for any design, whether it is a product or a methodology. Tanglewood is a retail store chain with an “outdoors” theme (Kammeyer-Mueller, 2012). The organizational structure in conjunction with recent growth is causing a disconnect between Tanglewood’s mission and quality of staff. Tanner Emerson and Thurston Wood (the owners) are the founders of Tanglewood and are seeking the professional guidance of an external human resources (HR) consultant to unify the organization’s practices between regions (Kammeyer-Mueller, 2012). The HR consultant will use the staffing organizations model (Figure 1) to design a plan for the organization. The staffing organizations model is an effective design when the content works for the organization.

Centralizing staffing can have many benefits to an organization. It can reduce costs and protect the company from legal issues by having the human resource (HR) department monitor the staffing process. Tanglewood’s senior management needs to make a couple changes to implement the centralization of staffing procedures. This paper will look at each section of the Staffing Organizations Model and what Tanglewood will need to change to implement centralization.

The right employees can promote the growth and stability in Tanglewood. The goal for our staffing strategy would be to create a strategy that can induce sufficient numbers of qualified people. Because Tanglewood is geographically located they have the opportunity of attracting the best fit for their open positions and to retain those employees. Employee turnover costs the business

Recommend how Tanglewood should design its overall staffing mission and strategy based on their upcoming needs.

Tanglewood has emphasized employee participation and teams since its inception and one of the most important cultural elements of the organization is the commitment 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.

Organizations should continually review workforce planning to align the workforce with the needs of the business. In an effort to meet manpower needs, organizations can “build” from within the organization (promoting from within, training current employees to perform the functions, etc…), “buy” by hiring outside, or “borrow” by using a variety of contract workforce arrangements. While each have advantages and disadvantages, it is the organization’s business plan, time, budget and workforce plan that will drive the strategy.

A successful staffing system should include the nuances of the industry and the organization. Job profiles must be created along with measurable criteria in order to relate ideal performance behaviour; benchmarks should be kept based on the performance in the organization and in the industry and kinds of bias must be eliminated while taking crucial decisions.

With these critical issues that need to be considered when developing strategies for strategic staffing, there are also some areas of concern that was presented in the article that also needs to be considered

This stage of the staffing plan can take place later in the process, so to give the new plan a chance to take hold and flourish. At least the plan should include some goals and accountabilities for the development of current and new skills needed to perform at a higher level in their positions.

There are numerous components to contemplate while considering staffing an organization. Staffing requires reviewing of duties and task, figuring out compensation and benefits, making reporting determination…employee’s supervisor and their supervising role, who does the company want…internal or external individual, marketing strategy, staffing process, and staffing selection. An organized and successful human resource department would have incorporated a few components into their daily, weekly, monthly, quarterly, or annual practice. While the information included will not incorporate every aspect about staffing, the paper will provide ways in which the Hershey Company accomplishes staffing. The following components will be expressed Hershey’s history, staffing models, legal compliance, job analysis/job description, rewards, recruitment…external versus internal, selection process making, retention, and recommendations. Through an examination of Hershey’s staffing operation…would allow observers to establish a correlation between their operation and the Staffing Organizations (Heneman III, Judge, Kammeyer-Mueller, 2015) textbook explanation.

Human resource is an important aspect of every organization and none can exist without it. Therefore, the human resource department is charged with the role of hiring, training and development as well as payroll management among other staff related activities. The human resource objectives must be aligned with the overall organization’s objectives in order to avoid conflict of interests. Consequently, it is important to develop a strategic plan which encompasses the various factors that are involved in human resource planning and development. This involves innovation in change strategies, management of diversity in technology in the implementation of the human resource role. Apart from the development, it is important to have monitoring and control in order to ensure that a proper foundation is laid out in ensuring long-term profitability of the organization.

Σ Kautilya provides an excellent discussion on staffing and personnel management embracing job descriptions, qualifications for job, selection procedure, and executive development, incentive