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TANGLEWOOD STORIES AND STAFFING STRATEGY
STAFFING STRATEGY

Staffing Levels
Acquire or Develop Talent * Acquire internally, because Tanglewood's success is due entirely to its strong culture. * By acquiring external talents, Tanglewood would safe on the development costs, however, they would not be aware of Tanglewood’s culture. * Internal staff would have already integrated with the company’s culture and hence will inculcate a sense of belonging in the company, leading to higher commitment levels. * This is especially so for the managerial levels : regional manager, store manager and assistant store manager.

Hire Yourself or Outsource * Hire yourself, because the characteristics and traits an individual possess is very important as to whether the individual would be suited to work in Tanglewood and to get accustomed to its culture. * Outsource would risk the vendor to hire candidates with characteristics unsuited for Tanglewood as they may not be clear of Tanglewood’s culture. * However, if Tanglewood is in labour shortages, outsourcing the recruitment of retail assistants may be possible.

External or Internal Hiring * Internal hiring, because Tanglewood's success is due entirely to its strong culture. * To cultivate a stable, committed workforce, it will have to emphasize internal hiring. * This allows employees to use the internal labour market as a springboard for launching long-term careers within the organisation. * This is especially so for the managerial levels : regional manager, store manager and assistant store manager.

* However, external hiring might be necessary when there is rapid organization growth, but it should be restricted to entry-level jobs.

Core or Flexible Workforce * Core workforce. Tanglewood should focus on using a core workforce as it is viewed as essential for the

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