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Date of Submission Tanglewood Stores To have a better understanding of how Tanglewood Stores indulge in their staffing, it would be important to consider their organizational structure. The thing to note is that all the different stores that are operational tend to have a very similar structure. This is something that looks very familiar, as it is the common type of organizational structure that is used, where each store is managed by a single manager, who then has three assistant store managers working under him or her. These assistant managers are responsible for the Soflines (which include clothing and jewelry), Hardlines (which
For instance, Tanglewood can have various types of strategies in place with regards to whether they want to hire new recruits or develop their own talent. This is because of the company’s unique strategy that works to encourage all the employees to be self-sufficient and for them to be able to speak out about anything that they want to talk about. The company has a very friendly open-door policy and this is something that has worked in the favor of the company before, as many good ideas have come from various employees who have given their insights into the operations. This is why a good option for the company would be to train the employees to be managers so that once they are ready, they can be moved into various locations that require their managerial skills. This is something that would also be in in line with the company’s mission and vision. This would mean that internal hiring would be something that would work best for Tanglewood. The company culture is such that it encourages the people to rise up from the bottom to the top if they work hard enough and if they have the drive and ambition. This is why hiring internally would be much more beneficial for the
It is extremely important to hire employees that are a good match with the company and its mission and vision. As noted, Tanglewood has a specific set of values that are aligned with its mission and vision. In this regard, we find that for the recruiters, it would be important to find employees that are not just aware of the company policies, mission, and vision, but that they are also aligned towards the same ideas. This means that the employees must be assessed not only on their talents and qualifications but also on their willingness to assimilate into the Tanglewood culture and for them to feel comfortable in it. If the employees do not feel like they belong, they are not going to be able to perform well in the company and the company is going to face many
Tanglewood was founded in 1975 by a pair of best friends. Today they have expanded well beyond their dreams and own 243 store fronts while offering online business as well. With expansion in brick and mortar and online business, Tanglewood needs to stay on top of their operations and strategic decisions for staffing levels to maintain quality and keeping their customer service top notch. Their current deficiencies within the company such as a weak Human Resource department and staffing environments being pretty much individually driven, Tanglewood must make some slight adjustments strategically to keep operational changes to a minimum, unless needed versus changing them each time a department or employee voices a suggestion. (pg 6-7, Tanglewood
The last dimension discussed is the environment. The scores for environment are quite close and even exceed that of other sustainable businesses. Jury (2015) indicated that Michaels Stores Inc. is an arts and crafts store, most of their products are made from paper and there might be other products that contain substances that will be harmful to the people if not properly disposed. Therefore there is a facility where products from paper and cardboard are disposed of properly. Also there is a company that comes in to take away harmful chemicals and dispose of them accordingly.
Mainly, Tanglewood is by all accounts an awesome manager. Like whatever other organization, there are crimps that should be worked out. Nonetheless, I suggest that the VP of Human Resources, the Staffing Services Director, and Mangers concentrate on the way of life, interior contracting, and creating inward abilities. Along these lines the organization will keep on employing dependable, steadfast, and gainful representatives. Thusly, a cheerful workforce will guarantee the organization's future
lose their receipt and are still able to return their item which is another demonstration of the flexibility of the return policy.
Choice #1: Top Notch Staffing at Tanglewood. Every organization strives to develop and obtain a strong competitive advantage over the competition in their marketplace. One way to do so is to attract, hire, and maintain an experienced and knowledgeable workforce. Therefore, a staffing plan must be an integral part of any overall competitive business strategy planning. This is exactly what this staffing plan will do for Tanglewood in the future.
Employers will always want hard-working employees, as the company as a whole will benefit and have the best outcomes. At John Lewis, teamwork would be a quality that is essential, as there would be many tasks that would require good teamwork. To have good team work qualities, you would have to have nice personal qualities, so people will find it easy to get along with you. This links in with the co-operation skills. It is imperative that you get along with your colleagues, to have a good working environment. Co-operation skills are vital not just for cooperating with co-workers, but with customer’s as well. Willingness to work hard and complete deadlines is a big quality that employers will look for. John Lewis will also want professional employees, that make the business look professional and themselves. This doesn’t only mean dressing smartly and appropriately, but how you interact with customers and clients. A candidate of John Lewis would need the ability to observe and raise professional standards, which means they would have to observe the professional feel of the company, and ...
I want to start of by saying that I truly enjoy reading and researching about The Container Store, a lot of my family members are employed by TCS and absolutely love it. Therefore, I have some viewpoints from the Home Office in Coppell to the warehouse to the sales floor and the traveling training team. Everyone has nothing but positive raves regarding this company and how Kendell truly believes empowering and motivating your employees is the two most successful keys to operating a fortune 100 Company year after year. TCS is ultimately where I would love to have my career flourish. I would like to see myself as part of their people development team within the human resources department. Since before TCS went public, I have always been intrigued
However, due in part to these acquisitions, the Wallace Group faces several problems. The first issue relates to their hiring process and how they choose who to promote. Instead of hiring qualified employees with the proper expertise, they focus more on cutting costs, therefore hiring non-qualified employees. One example of this process is, instead of creating a management development program for training and recruitment of new management, they just promote within. However, they promote technicians to management positions without the proper training, because it's cheaper to do that.
The second implication for the Boston Market was unable to retain skillful employee, lost of key employees, lost of skills and knowledge, turnover cost. The implication is the observation that comes out from Sash, AJ and April. These three people are very talented in their jobs. They are fast learner, very energetic in their work, and have a positive thinking. Boston Market needs to retain their talented employee in order to keep the important source of competitive advantage from others competitor. Therefore, employers must take good care of their employee in order to retain the employee and give them trust and loyalty because it is the foundation of relationships in the organization to achieve the organization’s goal (Aguenza & Som, 2012).
After creating an environment that fulfills the needs of your employees, there are four keys to success that must be followed. The first key is to search for your employee’s talents. Normally, managers try to hire those with experience, intellect and determi...
Another very important facet to HR recruiting should include a proactive approach to developing these internal candidates through mentorships and employees who are taking business and management courses that the company reimburses cost. Employees who take the initiative to take classes are internally motivated to advance within the company and in this case it is clear that CompTech has not taken full advantage of these internal candidates. One other aspect is that the HR managers are not all in one accord working together and are being maligned by the district managers who want external hires over their internal candidates. To this end, it is clear that for this company to get recruiting and hiring cost under control there should be a more structured approach that curtails expensive advertising practices. Additionally, it is important to develop more internal candidates through mentorships where proficient assistant managers are engaged in a processes known as a fast track model. Once these assistant managers complete this mentoring process they should be interviewed and back fill the company’s needs for store
Companies should also consider how they could protect the company’s knowledge advantage. If the organisation is hiring a lot of outside workforce, the same workers might also work for direct competitors. The loyalty of temporary workforce is not necessarily the same as permanent employees, who have formed lasting relations inside the
Introduction The retail industry has always been a very competitive environment when dealing with sales and maintaining up to date with the current trends. Ross Stores has become one of the most successful companies in the apparel business since established in 1982 by Stuart Moldaw. (Ross Stores, Inc. History, n.d.).
It can be quite beneficial to hire from within for several reasons. First, it creates good morale among employees. Javitch (2005) states that other employees are pleased when “one of their own" has been promoted to a management-level position. He thinks that increased morale among employees has a positive effect on productivity. second, when vacancies are filled by hiring from within, there is no recruitment cost.
With increasing, market competition retailers are often left guessing as to what is the buying behaviour of the consumer. What is that the consumer wants to shop and how much he/she is willing to spend on a particular product still remain a topic of concern with no definite answers in the pocket. Any attempt to provide with a consistent shopping experience to stabilise the scenario is disrupted with new competition. The report is based on the survey by PwC in 2017 which tracks the buying behaviour and trace the pattern as to why they do, what they do of consumers. It takes into account the feedback from 24000 people distributed over 29 territories and 11 categories.