Core or Flexible Workforce: The firm should have a flexible workforce since the world economy has been characterized by rapid and unpredictable fluctuations. This will enable the firm to reduce or increase the size of its workforce while incurring little or no costs. Core workforce may have shortcomings when the market has a shortage of the skills that Tanglewood would like to outsource (Catano, 2009).
Hire or Retain: The recruitment process at Tanglewood should be centred towards maximizing employee retention, especially due to the prohibitive costs of acquiring a new workforce. In addition, employees will participate in management activities if they are familiar with the implementation of the company strategic plan (Vance and Paik, 2010).
National or Global: Staffing at Tanglewood stores should be global to enable the firm to take advantage of different market prices of labour, such that the firm can hire employees economically. In addition, having employees from all over the world is advantageous for the company’s Corporate Social Responsibility (Daft, 2011). Human Resources Management for Public and Nonprofit Organizations.
Catano, V. M. (2009). Recruitment and selection in Canada. Michigan: Cengage Learning.
Daft, R. L. (2011). Management. Michigan: Cengage Learning.
Mathis, R. L., & Jackson, J. H. (2011). Human resource management: Essential perspectives. Michigan: Cengage Learning.
Pynes, J. E. (2008). Human resources management for public and nonprofit organizations: A strategic approach. San Francisco: John Wiley and Sons.
Vance, C. M., & Paik, Y. (2010). Managing a global workforce: Challenges and opportunities in international human resource management. Armonk: M.E. Sharpe.
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