Strategic Staffing Plan for Tanglewood Store

The assignment content focuses on the staffing plan for Tanglewood Store, a company that needs to recruit new employees while ensuring corporate social responsibility. The plan involves providing training to accelerate assimilation of new employees into the organizational system. Auditing and reviewing employee performance is crucial to identify underperforming employees and take necessary actions. Recruitment strategies such as referrals are encouraged as they are less costly and reliable. Core workforce includes supervisors, management, and experienced employees who have a deep understanding of company operations. Numerical objectives for staffing require analyzing labor needs to prioritize departments that require more expertise. The plan also emphasizes the importance of corporate social responsibility, giving equal opportunities to potential employees beyond their job knowledge.

STAFFING PLAN FOR TANGLEWOOD 1
staffing plan
[Document subtitle]
[DATE]
[Company name]
[Company address]

STAFFING PLAN FOR TANGLEWOOD 1
Table of Contents
Introduction......................................................................................................................................2
Objectives of Staffing Plan..............................................................................................................2
The Process of Staffing....................................................................................................................4
Steps for Staffing Plan.................................................................................................................4
Recruitment......................................................................................................................................5
Appropriate Strategy........................................................................................................................5
Core Workforce...............................................................................................................................6
Numerical Objectives of Staffing....................................................................................................7
Recruitment of New Employees..................................................................................................7
Advantages of Staffing Plan............................................................................................................8
Conclusion.......................................................................................................................................8
REFERENCES..............................................................................................................................10

STAFFING PLAN FOR TANGLEWOOD 2
Introduction
Staffing plan is considered as significant to add the right employees in the organization who may
help to achieve the goals. The significant function of a staffing manager involves mapping of the
future requirements and make the necessary plans that can help to support and achieve the best
solution for staffing. This plan for staffing is particularly designed for Tanglewood store, a retail
store in U.S. In spite of its application to Tanglewood Store, it can be put to use in all the retail
corporations or store which comprises of structure that is similar to Tanglewood. This plan for
staffing is customized according to the values, employees, structure, culture and function of
human resource of the company. In this plan, we will discuss the Objectives, the activities, and
alternatives to be used, the core workforce and objectives of numerical staffing. Furthermore, the
benefits of the staffing plan are also discussed in the subsequent paragraphs.
Objectives of Staffing Plan
The main objective of staffing plan is to make sure that each of the stores consists of a similar
ratio of the workforce in all regions. This may imply that any of the regions must not go over
worked in comparison to another region. Therefore, there is a uniformity in the efficiency and
lesser complains by employees like those who relate to the issues related to unfairness. The
objectives of the staffing include recruitment of people and to encourage their promotion as they
not only drive the profits of the company and sustainability in the long term but the other goals
and objectives which are non-monetary (Ahmad, et al., 2002). Apart from all these, the plans for
staffing aims to enhance the recognition of talent, recruiting them in the organization and
retaining them for the long term to drive the objectives of the organization. It may also help to
beat its competitors in the external environment from an efficient Human Resource perspective
that may help to lead all the departments and elements of the corporation.

STAFFING PLAN FOR TANGLEWOOD 3
Staffing Plan
Classification of
Department
Employee Name Employee
Responsibility
Salary
Managers at Regional
level
Manager of Store
Assistant manager of store
Manager of Department
Associate of Store
Shift leaders

STAFFING PLAN FOR TANGLEWOOD 4
The Process of Staffing
Steps for Staffing Plan
A correct approach involves analyzing the situation of the Tanglewood Store, examining and
planning for the corrective actions and assessment of the present situation. Determination of the
limitations or the opportunities, either externally and internally may either hinder or advance the
objectives. The last step involves the conversion of the objectives and goals pre-defined into the
action plans and subsequently initiating them into the place of action. Adoption and
implementation of Staffing Plan involve multiple steps which are discussed below:
 The anticipation of Need: If there are new openings of the branches and if the turnover rates
of the employees are higher there is a need to look at the shortage of employees in those
cases. It won't be appropriate to wait for the situation of urgent need to fill out the vacancies.
 Specification of the job: The job must be clearly specified. In the case of Tanglewood Store,
operation associates for retail stores of Tanglewood are considered as the job specification.
 Development of pool: good quality and quantity of potential candidates must be allowed to
apply for the opened position of the job. There is high chance to choose the right candidate
for the organization from a pool of a large number of candidates instead of having a smaller
number of candidates which may lead to picking of any of the employee by the company
because of availability of fewer alternatives (Anderson, et al., 2001).
 Assessment of the candidates: Recruitment is conducted through panels of interviews that
assess and examines the attitudes and abilities of the potential employees and according to
their scores, they are either selected or rejected.
 Integration of new employee: every employee who is recruited in the organization is new to
the culture of the organization as well as the work. The Tanglewood Store must provide
training to accelerate the assimilation of the employee in the organizational system.

STAFFING PLAN FOR TANGLEWOOD 5
 Auditing and reviewing: Performance is considered as a key for each employee in the
organization. Many times, it is inevitable to make use of the contracts of performance to
measure the performance of the employees in the organization. In spite of the fact and
situation that firing and hiring is an expensive task, it can become inevitable in the case of
any employee who is underperforming in the organization.
Recruitment
The strategies of recruitment involve ensuring that the potential workers find worth in the
corporation and therefore would be proudly associated with the company. This differs sharply in
comparison with the situations and events where the employees seek job opportunities because
of the do not have alternatives. These two differs completely about the motivation, and the
results are proof of the similar event. Initially, it is advised to recognize the causes of an
employee to get himself recruited in Tanglewood store. This should be projected and also let the
attribute be obvious even for the normal group of employees that are not considered as goals for
the recruitment of the company (Swider, et al., 2015). It can be the data collected from the
employers who are previous and the data which are in-house to recognize the areas which are
required to be held together. The Corporate Social responsibility of the Tanglewood Store
involves giving support to the community where the company is operating which may help to
generate the brand reputation and therefore lures a lot of customers.
Appropriate Strategy
From all the various methods which are available in the selection process of recruitment like
referrals, the Internet, agencies, and media, the option of referrals is considered as the best and
appropriate method of recruitment and is highly motivate and encouraged. This method is
considered as less costly and quite reliable because the Referrals make sure that the employees

STAFFING PLAN FOR TANGLEWOOD 6
who are brought in the organization are already known by the employees who referred them, and
therefore they are well suited for the given openings. The agencies for recruitment are also
considered as suitable as they are often a reliable source for selecting the right candidate.
However, these agencies have a demerit in the sense that there will be a high chance of
consisting the teams of recruitment which are not being so good like the in-house teams that may
understand the company operations better. A proper strategic process to plan out for the staffing
solutions involves analyzing, examining and planning for the actions that may take Tanglewood
Store from where the company is presently and the position it wants to reach.
Core Workforce
In the case of Tanglewood Store, the Core workforce will include the supervisors and
management. The greater proportion of this workforce will include employees who are working
in the company for many years and have a lot of experience. The case of Tanglewood involves
the progression as the sole way to reach the top, and therefore, the management of the company
would mean and comprehend that it is considered as the one that will be the oldest in the
corporation but the well informed as well. In this event, the use of those individuals as the
sideline will be considered as risky for the corporations. It must also be notable that the older is
the workforce of the organization, the more of the time and resources are spent on them to train
and prepare them and therefore, losing them will attract more cost to the company than losing the
employees in the sideline or periphery. Of all the resources, most of them will be from the areas
from where the Tanglewood Store will be operating. The local persons in the operational area
will not act as an attraction for the customers but will offer many incentives for the locals who
want to do work in the organization. The conditions are limited with the qualifications. If the
local workers wish to do work but are not qualified for the job, it may become tough and

STAFFING PLAN FOR TANGLEWOOD 7
technical to have them on-board until the jobs are of menial nature like cleaning if the case is of
companies which are contacted to offer the service.
Numerical Objectives of Staffing
As per the assessment of statistics that are available, a proper plan is made to analyze the needs
of the labor to plan for staffing requirements. The departments which are in need of more
expertise, concentration nd individual are prioritized. For example, in the Tanglewood Store
Case, the regions consists of approx. 210 employees in each store for every region. However, the
proportion of available branches in North Carolina and South Oregon is comparatively lower
than other regions which imply that there is a need by these stores to hire more employees either
by hiring or by redistributing the employees which are already available.
Recruitment of New Employees
Every year there is a need to recruit new employees as most of the promotions in the
organization are from inside the organization and therefore, the jobs at junior levels are left
vacated that needs to be filled. There are various methods employed by the organization to hire
new employees. Amongst all, the method of referrals by the workers in Tanglewood Store is
considered as most suitable. This method is considered as less costly and quite reliable because
the Referrals make sure that the employees who are brought in the organization are already
known by the employees who referred them, and therefore they are well suited for the given
openings. Interviews ought to be taken for all the individuals to select and handpick the most
appropriate candidate amongst the pool (Viswesvaran, et al., 2004).

STAFFING PLAN FOR TANGLEWOOD 8
Advantages of Staffing Plan
For the Tanglewood Store, this staffing plan will be highly advantageous as it takes good care in
dealing with the corporate social responsibility. It would mean that if the organizational
management were not able to initiate the strategies that may denote the similar concept, the
strategy for staffing would take care of the same, thereby relieving the responsibility of the
management. It will give equal and justified opportunities to the potential employees who are
beyond the aspect of knowing that the corporate is hiring. It deploys the statistics to direct the
process of recruitment, and therefore it makes the realistic empirical process. This may reduce
the probability of the employees which are failing to comply with the expectations or with the
way the employees have portrayed themselves in the interviews (Truxillo, et al., 2004). The
staffing plans that are strategic in nature are critical to attracting the correct talent and personnel
that may fit the needs and goals of Tanglewood Store. While analyzing the staffing positions that
are required, it is significant to evaluate the traits of the staff, criteria and the qualities which are
necessary to put in the operations of fulfilling the goals and objectives of the organization. This
may help to expand the target and pool of applicants to aid the company to attract the right talent.

STAFFING PLAN FOR TANGLEWOOD 9
Conclusion
The staffing plan presented in this paper can be applied to any of the company which uses the
similar system as applied the store of the Tanglewood. The major merit of the plan depicts that it
depresses the individuals that are developed externally particularly those who hold the position
of management through the encouragement of merit-based and in-house promotion. This may
help to develop the employees’ performance because an improved performance attracts the
rewards in the form of promotions and upgradations. However, it is considered as little bit
unbending which may work in against the norms of the organization when an adjustment or a
quick change needs to be done. The implementation and action phase will permit Tanglewood
Store to make goals for and also initiate and start the procedures like teaming with the agencies
of the recruitment or the universities which will make sure to get the right talent for Tanglewood
store.

STAFFING PLAN FOR TANGLEWOOD 10
REFERENCES
Ahmad, S., & Schroeder, R. G. (2002). The importance of recruitment and selection process for
sustainability of total quality management. International Journal of Quality & Reliability
Management, 19(5), 540-550.
Anderson, N., & ECQLBN, M. (2001). Recruitment and Selection'Applicam Perspectives and
Outcomes.
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment
process. Journal of Applied Psychology, 100(3), 880.
Truxillo, D. M., Steiner, D. D., & Gilliland, S. W. (2004). The importance of organizational
justice in personnel selection: Defining when selection fairness matters. International Journal of
Selection and Assessment, 12(1‐2), 39-53.
Viswesvaran, C., & Ones, D. S. (2004). The importance of perceived personnel selection system
fairness determinants: Relations with demographic, personality, and job
characteristics. International Journal of Selection and Assessment, 12(1‐2), 172-186.