Premium Essay

Tanglewood Case 8

In: Business and Management

Submitted By cassieurban22
Words 298
Pages 2
Analyze the information from both the qualitative surveys and narrative reports, and from this information, develop an overall plan for improving retention outcomes for Tanglewood.
1. Review the information from the regional data and exit interviews, focusing on the major patterns that are associated with store-level turnover. What appear to be the most significant problems for Tanglewood based on this information?
2. Review the information contained in the description of the situation, individual data, and the exit interviews, focusing on the types of people who seem to be leaving as well as the costs and benefits of voluntary turnover described in your textbook. Do you think the evidence suggests that Tanglewood has primarily functional or dysfunctional turnover? What evidence led you to that conclusion?
a. Based on the information provided, I would suggest that Tanglewood has a dysfunctional turnover.
3. Compare the suggestions for developing exit interviews from your textbook to the methods used by Tanglewood. What specific concerns do you have about the quality of the data from exit interviews in their current form? What advice would you give Tanglewood to improve the quality of data they are receiving?
4. Evaluate the job satisfaction survey. Do you believe that this survey is comprehensive? Using the information in your textbook, consider additional information Tanglewood might want to add to this survey to better understand turnover.
5. Based on these data, what interventions could Tanglewood, as a whole, initiate to improve their retention figures? Pay specific attention to the major sources of turnover identified in the data, as well as the factors listed in your textbook that are related to turnover but that might not currently be measured by Tanglewood. Your suggestions should be in the form of a memo from staffing services to the corporate…...

Similar Documents

Premium Essay

Tanglewood

...Group Assignment (CASE ONE: TANGLEWOOD STORES AND STAFFING STRATEGY) * 2. Contents Introduction Staffing levels Staffing Quality Recommendation CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY * 3. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Tanglewood was originally founded in 1975 by two entrepreneurs and they are Tanner Emerson & Thurston Woods . Initially They were called originally as Tannerwood with only one store that sold outdoor clothing and equipment that they themselves designed * 4. Introduction CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY It was because of the unique merchandise (quality) and good customer service that won the heart of people, the business grew bigger In 1984 the two friends renamed the company to Tanglewood in 1984. Their business grew in the 90’s t0 243 stores in various parts of US, with Emerson being the CEO and Wood as the President. Regional Managers directly oversee day to day operations. * 5. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Competition and Industry This is a competitive and thriving industry in America, which provides jobs to 23 million people (approx.) and accounts to $3 million in annual sales . * 6. Tanglewood’s Operating Environment CASE 1: TANGLEWOOD STORES AND STAFFING STRATEGY Table 1: The ROR, ROA and ROI of Tanglewood which indicate corporate profitability (ROA) - efficiently managed its assets to revenue. (ROR) - Tanglewood is one......

Words: 2284 - Pages: 10

Premium Essay

Tanglewood Casestudy 1

...Tanglewood Case Study One Human Resources 594 C.H. March 19, 2013 Tanglewood is a large chain of general retail stores that sell such items as clothing, electronics, appliances, and home décor. In 1975, Tanner Emerson and Thurston Wood were the originally founders of Tanglewood. Initially, Tanglewood’s named originated from Tannerwood, which at the time only sold outdoor products and clothing. The business has a wonderful reputation in the local community. It was known for the superb customer service and loyalty among the customer base. Over the next several years, the company expanded to well over 200 stores across the United States. Tanner Emerson became the CEO and Thurston Wood became the President of the company. Tanglewood Organization A major concern for the company was the expansion of chains like Target and Kohl’s. These expansions have caused the leaders to dissect their HR policies and practices. “For staffing, in particular, the organization fells there absolutely must be a workforce of committed, qualified individuals who will help carry the Tanglewood philosophy into the future.” There was a comparison within the text that showed the standing of Tanglewood in regards to other chains like Dillards, J.C. Pennys, Macy’s, Target, and Wal-mart. “The financial showed that Tanglewood is a moderately sized organization with strong growth potential.” Staffing Levels 1.......

Words: 1099 - Pages: 5

Premium Essay

Tanglewood Case 1

...Tanglewood Case 1 Dear: Daryl Perrone, My name is Andreina Polanco I am an external consultant for staffing services. Below please find my recommendations of where Tanglewood should position itself along the continuum: 1. Acquire vs. Develop talent- In my opinion Developing talent is a better strategy for Tanglewood than acquiring talent for many reasons. First Acquiring talent from other companies costs more money. Employees who are new to working in retail can start fresh and learn everything and be molded in Tanglewood’s way. This can also help in any problems with workers about how things should be done, because they have learned it another way in retail store. Tanglewood encourages employees to give their suggestions or their ideas in how Tanglewood can become a better company.. 2. Hire yourself vs. Outsource- Tanglewood should not encourage outsource consultants because of their lack in actual experience with the company. Tanglewood needs employees who have knowledge of the company. Hiring within the company can be advantage because the person will be familiar with the company’s decision making. Even thou there are several advantages for hiring an out source, for a example a new person can bring a new plan, new technique or a new opinion that can improve the company. 3. External vs. Internal- Internal hiring is a better strategy for Tanglewood than external hiring. This allows everyone to start at the bottom as an associate and to work their way up in the......

Words: 800 - Pages: 4

Premium Essay

Case Analyses: Planning

...Case Analyses: Planning Base on the environmental data given there are several factors in the environment that might make it difficult for Tanglewood to fill their vacancies in the future. One of the factor include qualified workers unwilling to work because of long hours, low pay, conflict with other employees, and long waiting period to move up the hierarchy. Expansions in the professional and managerial sectors of the labor market may also be another factor in the environment that might make it difficult for Tanglewood to fill their vacancies in the future. There will be shortages for Store associate, Shift leader, Department manager, Assistant store manager, and Store manager. The data in table 1.1 shows that Tanglewood would need 4,845 store associates, 42 shift leaders, 105 department managers, 21 assistant managers, and 5 store managers for the upcoming year. A large number of new hires will be for store associate. 4867 new Store associate will be hire, and 40 store associate will be promoted to Shift leader and 30 new shift leaders will be hire and 35 shift leader will be promoted to Department manager. 30 new department managers will be hired, and 8 department managers will be promoted to Assistant store manager. 8 new assistant managers will be hired, and 5 assistance managers will promoted to Store manager. In the process of hiring, Tanglewood would need to provide higher pay and store discounts to the store associates. Tanglewood must also show how......

Words: 606 - Pages: 3

Premium Essay

Case #1 Tanglewood

...Introduction Tanglewood is a chain of general retail stores featuring items such as clothing, appliances, electronics, and home decor. The company operates in the moderate price niche, targeting middle- and upper-income customers. Tanglewood’s strategic distinction is an “outdoors” theme, with a large camping and outdoor living section in every store. The store also distinguishes itself by its simple, elegant, and uncluttered design concepts for the store and their in-house products. It was founded by two best friends in 1975 by Tanner Emerson and Thurston Wood and later renamed their store chain to Tanglewood in 1984. Initially it operated as a single store and as years went by, as the business developed from 1975 to 1984, the business had grown substantially with a strong base of employee participation, customer satisfaction, and profitability. The company grew to other parts of America and today has a total of 243 stores open in the states of Washington, Oregon, Northern California, Idaho, Montana, Wyoming, Colorado, Utah, Nevada, New Mexico, and Arizona. As an external consultant for Staffing Services I have reviewed your Organizational Structure as it pertains to staffing your new stores and your stores that are already in business. In my report you will find that there are many things that I agree that your organization does, however there are some that I feel that you could change to benefit your strategic staffing levels and quality. The staffing......

Words: 1944 - Pages: 8

Premium Essay

Tanglewood Case Study 5

...Tanglewood Case Study 5 Disparate Impact Penny Ross HRM301-F1WW Jennifer Martin October 25, 2015 Tanglewood Case Study 5 Historical Hiring and Promotion Data: Applicant Flows Occupational category | | | Total | White* | Total Non-White | African-American* | Store Associates | External hires | Applicants | 18226 | 15436 | 2790 | 594 | | | Hires | 3832 | 3221 | 611 | 135 | | | Selection ratio | 21.02% | 20.87% | 21.90% 1.04 | 22.73%1.08 | | | | | | | | | | | | | | | Shift leader | External hires | Applicants | 392 | 320 | 72 | 17 |   |   | Hires | 61 | 54 | 7 | 2 |   |   | Selection ratio | 15.56% | 16.88% | 9.72% .61 | 11.76% .74 |   | Internal hires | Applicants | 864 | 712 | 152 | 30 |   |   | Hires | 280 | 241 | 39 | 6 |   |   | Selection ratio | 32.41% | 33.85% | 25.66% .80 | 20.00% .63 | | | | | | | | Department manager | External hires | Applicants | 1242 | 1074 | 168 | 44 | | | Hires | 94 | 82 | 12 | 3 | | | Selection ratio | 7.57% | 7.64% | 7.14%.89 | 6.82%.85 | | Internal hires | Applicants | 589 | 509 | 80 | 21 | | | Hires | 124 | 108 | 16 | 3 | | | Selection ratio | 21.05% | 21.22% | 20.00%.95 | 14.00%.67 | | | | | | | | Asst. store manager |......

Words: 517 - Pages: 3

Premium Essay

Compensation-Term Paper

...●TANGLEWOODCASEBOOKfor use withSTAFFING ORGANIZATIONS●●6th Ed.Kammeyer-Mueller | TANGLEWOOD CASEBOOK To accompany Staffing Organizations, sixth edition, 2009. Prepared by John Kammeyer-Mueller Warrington College of Business University of Florida Gainesville, Florida Telephone: 352-392-0108 E-mail: kammeyjd@ufl.edu Copyright ©2009 Mendota House, Inc. Herbert G. Heneman III President Telephone: 608-233-4417 E-mail: hheneman@bus.wisc.edu INTRODUCTION TO THE CASE CONCEPT | Rationale for the Tanglewood Case Many of the most important lessons in business education involve learning how to place academic concepts in a work setting. For applied topics, like staffing, learning how concepts are applied in the world of work also allow us see how the course is relevant to our own lives. The use of these cases will serve as a bridge between the major themes in the textbook Staffing Organizations and the problems faced by managers on a daily basis. The Tanglewood case is closely intertwined with textbook concepts. Most assignments in the case require reference to specific tables and examples in the book. After completing these cases, you will be much more able to understand and apply the material in the textbook. With this in mind, it should be noted that the cases are designed to correspond with the types of information found in work environments. This means that for many important decisions, the right answers will not always be easy to detect...

Words: 27119 - Pages: 109

Premium Essay

Tanglewood Case 1

...|CASE ONE: TANGLEWOOD STORES AND STAFFING STRATEGY | Letitia Pinkney HRM 434-24—Employee Selection & Staffing Background Tanglewood is a chain of general retail stores featuring items such as clothing, appliances, electronics, and home decor. It was originally founded by best friends Tanner Emerson and Thurston Wood. The company’s mission statement is: Tanglewood will be the best department store for customers seeking quality, durability, and value for all aspects of their active lives. We are committed as a company to providing maximum value to our customers, shareholders, and employees. We will accomplish this goal by adhering to the core values of responsible financial management, clear and honest communication, and always keeping performance and customer service in the forefront. By the 1980s there were ten stores open. Emerson and Wood realized they had developed a fairly successful blueprint for running stores with a strong base of employee participation, customer satisfaction, and profitability. While all the stores under the Tanglewood name have the same basic look, the management styles and human resource (HR) practices still reflect the historical differences between stores. For staffing, in particular, the organization feels there absolutely must be a workforce of committed, qualified individuals who will help carry the Tanglewood......

Words: 1955 - Pages: 8

Free Essay

Ratio Analysis

...Tanglewood Stores - Case 2 This print version free essay Tanglewood Stores - Case 2. Category: Business Autor: reviewessays 18 July 2010 Words: 6001 | Pages: 25 Tanglewood stores Case two Conduct an analysis of Tanglewood's staffing data and determine if their current staffing practices are sufficient to meet their ongoing needs, or if there will be problems in adequately staffing the organization in the near future. Recommend how Tanglewood should design its overall staffing mission and strategy based on their upcoming needs. Calculate representation statistics for various jobs within a single Tanglewood department store to determine where the most critical problems exist. Recommend what you would do in light of the information you obtain in the calculation of various demographic statistics both for this specific store and for the chain as a whole. Specific Assignment Details For the store manager group, you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report: 1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This......

Words: 2256 - Pages: 10

Premium Essay

Tanglewood Case 1 Report

...Tanglewood Case 1 Report Tanglewood is a chain of nondurable general retail stores and operates in the moderate price niche, targeting middle- and upper-income customers. Competition and Industry The retail industry accounts for over $4 trillion in annual sales. Recent estimates indicate that the retail industry employs approximately 15 million people. The financials show that Tanglewood is a moderately sized organization with strong growth potential. The company’s specific niche is similar to that occupied by Kohl’s or Target, appealing to middle- and upper-income consumers looking for convenience and reasonable prices. The company also has created its own brand merchandise. Its customers can search or purchase conveniently on Tanglewood's own web. Structure and Employees Tanglewood has essentially evolved to have a structure that looks something like the familiar organizational hierarchy. Employees at all levels of the corporation are encouraged to make suggestions regarding operations. Overall, with 1 store manager, 3 assistant managers, 17 department managers, approximately 24 shift leaders, and approximately 170 associates, there are around 215 employees per store. Stores are organized into 12 geographical regions, with approximately 20 stores per region. Each region has a regional manager who oversees operations of the stores. Organizational Culture and Values Tanglewood encourages employees involved in the decision process when possible. The most......

Words: 1124 - Pages: 5

Premium Essay

Tanglewood Case3

...MGMT 364 8 April 2012 Tanglewood Case Study 3 1. Recruiting guide for Store Associates Position: Store Associate Reports to: General Manager Qualifications: All considered Relevant labor market: Western Washington Timeline: Continuous recruiting Activities to undertake to source well qualified candidates: Local and regional newspapers, radio, television Post openings to company’s employment website Request employee referrals Upload availability to Kiosk Employ a staffing agency State Job Service Staff members involved: HR Managers, Department managers and Shift leaders Budget: $2,000-6000 2. When looking at the desired results of hiring sales associates for Tanglewood I would have to say that the Open recruitment would be the best decision on the behalf of Tanglewood. The 50% turnover would cause the need for a higher pool of interviewed and qualified applicants; one reason for open recruitment would be because specific qualifications are not needed for the sales associate position opening that pool of applicants. . 3. The Western region of Washington is the only area presently using four methods of recruiting and the only one using job services. The higher costs associated with media almost doubles the cost of the other four and second would be the cost of kiosk recruiting, these two are not significantly cost effective to the organization in this region. The other two hiring practices in this region have higher retention levels and lower......

Words: 763 - Pages: 4

Premium Essay

Tanglewood

...HR594- Strategic Staffing Tanglewood Case 6 January 27, 2011 Tanglewood, founded in 1975, has undergone rapid growth over the years. The rapid growth, however, has caused issues across the organization. Each store manager has their way of doing things when it comes to running the store. Because of the differing of attitudes across stores and the unstructured staffing process, Tanglewood has experienced significant turnover and financial loss. Tanglewood primarily hires internally because they feel “individuals who are promoted from within the organization to the department manager level are typically viewed by other employees as very qualified and integrated into the corporate culture and mission of Tanglewood (41).” Tanglewood has to work on the view seeing external employees as outsiders to the organization, transition them and incorporate them into the values, mission and culture of the company. With the proper KSAO’s already in place, Tanglewood need to standardized its staffing process so that each store follow the same procedures for hiring individuals within and into the organization. Department managers must possess good communication skills and have some form of people skills. They need initiative, self-discipline, good judgment, and decisiveness. Patience and a conciliatory temperament are necessary when dealing with demanding customers. Managers also must be able to motivate, organize, and direct the work of their employees. Most importantly, the......

Words: 1129 - Pages: 5

Premium Essay

Tanglewood Case 6

...Noe A Munoz Mgmt 364 Columbia College Professor Douglas 28 April 2015 Tanglewood Case 6 (Interview) 1.) Although having a resume and validating all of the potential applicants KSAO’s are an important step in the hiring and candidate selection process, I feel that the most important part of the hiring process would have to be the actual job interview. According to Bianca Audra she claims that standardized interview procedures yield in hiring a better quality of candidates than performing unstructured interviews. I think that by increasing the number of test or the number of forms that candidates have to take or fill out for the position of store managers will not suffice nor yield better results. The method that Tanglewood currently uses to hire managers is similar to the method that is used to hire store associates. I feel that a change is required when it comes to the selection plan if Tanglewood expects to hire the best employees out there. The department manager position requires that the potential employees take on a greater responsibility, and perform their work more intelligently. So in order to accomplish that, and hire employees that will perform those types of duties, Tanglewood must tailor our selection methods to match the specific KSAO’s that are required for the position. The more closely we measure the applicants KSAO’s to match to what is required for the position at hand the better results we would produce. We cannot accomplish that if we......

Words: 3293 - Pages: 14

Premium Essay

Nature of Staffing

...Quotes from several organization leaders attest to this, as shown in Exhibit 1.1. EXHIBIT 1.1 The Importance of Staffing to Organizational Leaders “It all starts and ends with people. They are the heart, the soul and the spirit of our company… From a human resources perspective, it starts with selecting the best. The most important decision that we make within our company is who we hire.”7 Carolyn Clark, vice president, human resources CP Hotels—hospitality “Globally, heads of companies consistently rank the ability to find the right talent to deliver on business objectives as one of their greatest challenges … The investment in capability upfront will have a direct impact on the quality of the talent who come in the door later.”8 Maureen Neglia, director, RBC recruitment RBC Financial Group—financial “I think about this in hiring, because our business all comes down to people…. In fact, when I’m interviewing a senior job candidate, my biggest worry is how good they are at hiring. I spend at least half the interview on that.”9 Jeff Bezos, chief executive officer Amazon.com—Internet merchandising “We carefully select people who have more than one knowledge area, so there is no rigid job description and people can perform more than one function. This strategy is built on selecting highly adaptable employees rather than specialists for one job.”10 Peter Klein, president KLN KLEIN Products Development Inc.—custom manufacturing services “If we talk about people as......

Words: 14457 - Pages: 58

Premium Essay

Syllabus

...course. TEXTS: Staffing Organizations, Sixth or Seventh Edition. By H. G. Heneman, III and Timothy Judge (2009) or H. G. Heneman, III and Timothy Judge and John Kammeyer-Mueller (2012) McGraw-Hill Irwin. ISBN 978-0-07-353027-7. Tanglewood Case Study. Will be available on Blackboard. Course Objectives: At the completion of this course, students should be able to: * Understand the impact of the environment and the operating mission on the organization’s staffing strategies. * Identify the common approaches to job analysis. * Discuss the measurement methods utilized to assess job candidates and selection criteria. * Identify the various types of selection methods available and select the appropriate method for assessing candidates in different job classes. * Describe the strengths and weaknesses of different approaches to assessing a job candidate’s SKAO’s. * Describe the laws and regulations that impact an organization’s selection process. * Compare and contrast internal versus external selection processes. * Identify and define the professional terminology associated with the field of human resource selection. Evaluation Criteria Tests (3@ 15%, 15%, 20%) .…………...... 50% Written case analyses ………………....…. 40% Assignments, Class, Quizzes …………….. 10% Important If you must miss class, even with a valid excuse, please email me (I prefer it to a phone call) prior to class and let me know you will not be......

Words: 764 - Pages: 4