Tangle Woods Organization Strategy - Term Paper Example

A business plan is a written document that describes a specific business. It contains the businesses strategies, objectives, marketing, financial forecast, and sales. As a manager, the business plan will help you clarify your business idea, set your goals and spot any potential problem. A business plan helps business to secure loans from the financial organization such as banks which you could use to boost your business or expand your business. Tangle wood’s business plan outlines its objectives and what the firm needs to do to achieve the goals set. Expanding the Tangle wood organization mean the company is already doing well. However, growing the business will call for more financial support to help implement the expansion idea. A few adjustments to the organization structure are essential for the expansion. Organization Tangle wood is a retail business dealing with appliances, electronics, clothing and home decors.The Human resource manager needs to consider the internal structural changes associated with the expansion.The growth of any organization will demand new methods of doing things which the Human resource manager needs to implement. As the company expands, it will face new challenges and opportunities. It is essential for the Human resource manager to recognize and come up with strategies to overcome the common pitfall associated with expansion. Tanglewood may set new goals and objectives to cope with the increased competition it will face. However to do this the Human resource manager may need to come up with new strategies to enable the company to maintain its current customer base as they target the new markets. These plans include ensuring that Tanglewood’s loyal customers are satisfied with our customer delivery. The company may gather useful information from its suppliers and business partner regarding new market trends. It is crucial to assess the customer’s behavior that is how their emotion, preferences, and tastes affect their buying trends. Achieving the goals and objectives set is vital for any organization. Tanglewood having clarified on the how both management practices and project portfolio will help the company achieve the strategic goals as well as accomplish its missions. Project portfolio management enables an organization to meet its overall objectives. Good governance is an internal asset that sets and ensure the firm achieves its goals. Organization strategy Tanglewood expansion will expose it to new competitors. For the firm to survive the competition, the organization may come up with survival strategies which will help it cope with the new competitors. The human resource manager should come up with a better plan that will suit the new changes. It means that the human resource manager should now focus more on building a profitable relationship at the same time ensuring the maximum growth with the loyal and new customers. Moreover, Tanglewood should identify the expansion risks.It is an essential step as they will identify potential threats and thus formulate plans on how to tackle them. However, the ways implemented will highly depend on the risks themselves. These actions could include the company purchasing new insurance policies to cover the increased risk. Tanglewood may decide to take general and product liability insurance on products such as appliances and electronics which will help covers any legal cost, for instance, property damage and legal representation. The expansion comes at an additional cost, and this may result in a significant financial impact. Tanglewood expansion may face various implications such as low operating cash flow as the new project will take time pick in the marketplace before making profits. Competitive strategy response like acquiring high-level technology will enable Tanglewood to have a competitive edge as it will minimize production cost, increase quantity manufactured as well as improve quality of outputs. Before expansion, the Human resource manager should ensure that there is an efficient I.T infrastructure system which the company could use to gather information regarding the market sector and competitors. The expansion calls for more and improved technology as there are more operations to be handled. Human resource manager and staff strategy The Human resource manager should also consider the impacts the expansion of the organization will have on the employees and find ways to minimize the adverse effects. Employees’ motivation may decrease, and consequently, reduce the quality of job performance.The Human resource manager may explore these strategies to prepare the employees for the change. One of the policies employed is to increase employees salaries as the workload will significantly increase. Secondly, training of the employees to equip them with additional skill will help the staff to tackle the tasks correctly. Thirdly, active involvement of the employees on the expansion objective will prepare them psychologically for the change as people react differently to it.Moreover, the human resource department can remind the employees of their commitment to the achievement of long-term objective such as expansion.Additionally, an organizational culture that prepares employees for change and growth is vital. The Human resource manager may come up with staffing strategies to help Tanglewood withstand the stiff competition. The Human Resource manager may improve the existing employees through offering more training to advance their skills. Recruiting new employees is costly. Training and incorporating them into operations of the firm will use a lot of productive time. Staffing strategy It is the process whereby the Human resource manager identifies and addresses staff implications on the business plan.While conducting a staffing strategy, the Human resource manager will define the number and the type of staff an organization requires to achieve its short and long-term objectives. This activity includes maintaining a low turnover rate so that every department has enough workforce to operate appropriately. The manager considers some things when performing the strategic staff process. Staffing strategies for the organization as whole have always proved to be ineffective hence the human resource manager should focus on those areas that the policies are needed.Such departments play a vital role, and if they are not well managed, they could jeopardize the business success. For instance, in the product branding department, the HR manager should focus on continuously training the workers to improve their branding skills to compete favorably in the market. The Staff needs to be proactive. For instance, in the customer service department, the human resource manager will inform the staff about the changes.The information is helpful as they will answer customers inquires precisely and accurately.Moreover, the sales and marketing department staff will needs training for them to be vigilant in ensuring all products are sold for the company to benefit from the expansion. There are other approaches that the human resource manager should adopt when developing a staffing strategy.The manager should keep plans separately, detailed and distinct instead of consolidating them.Besides, the HR manager should have short-term plans for the employees until they get accustomised to the expansion.The programs ought to be flexible to change as the business will operate in the new environment.Again the HR manager should address and solve the staffing problems associated with the growth.If the number of the existing employees needs some increase, the manager should recruit people with skills, attitudes, and personalities that match Tanglewood goals.Lastly, the Human resource manager should also focus on the future needs of the employees and the trends in the market and regulations.It will enable them to foresee events that will adversely affect Tanglewood.The manager will, therefore, come up with a plan of action in case the events occur and thus minimize the loss Tanglewood suffers. Staffing policies fall in various categories.Firstly, we have the Ethnocentric system that entails filling senior positions with employees from their previous headquarters instead of employing new ones. There are benefits associated with this approach. One of them is that there is the ability to transfer the headquarters’ culture to the new operation.Also, it eases communication between the subsidiaries and the head office. However, this approach has setbacks as well. Firstly, it has complicated personnel planning procedures, and the private life of the guest worker is severely affected as they have to move to the new location.It affects employees social ties. Secondly, there is polycentric staffing system that advocates for employing host nationals to manage the subsidiaries in their country. The approach allows employees from the host company to have senior managerial posts. Moreover, the local government supports it as it is friendlier to the locals. Thirdly, we have the geocentric policy where the qualified and experienced people get the senior posts positions despite their nationality. This approach enables the organization to have employees with different cultures and thus diverse opinions. It also minimizes the tendency of the national identity of manager with the subordinate units of the company. However, the geocentric approach has some disadvantages as well. One of them is that it is difficult to implement due to high training and relocation cost for the immigrants. Lastly, there is regiocentric staffing policy. In this approach, the employees with almost similar culture as the host country get managerial positions. There are various staffing programs, and they differ in their approach hence the human resource manager ought to understand the needs of Tanglewood to select the best style. The Master vendor program is an online interface that will enable Tanglewood to procure both temporary and permanent workforce fast. Preferred vendor Network is a program that may allow Tangle to wood to acquire employees from a number staffing firms selected to and pre-approved. Managed service provider program may help Tanglewood to control the company contingent workforce program. Core staffing activities Before recruitment, the company will estimate the workforce requirement.Tanglewood will determine the skills and qualifications they expect the recruits to possess. Such qualifications entail educational background, and work experience attained and professional qualifications.The company takes three steps while estimating the workforce requirement. These measures include workload, workforce and comparison analysis. Workload analysis entails determining the number of people and qualifications required. Workforce analysis refers to studying the workload of existing employees of Tanglewood. Through this activity, the human resource manager identifies employees that are over and underworked and thus redistributes the tasks equally. Comparison study enables the manager to compare both the workforce and the workload. It helps the manager determine which department is understaffed and the skills to look for when deploying.Also, they will identify idle labor and thus lay it off as it is increasing costs. Recruitment It is the process of attracting, selecting and employing skilled Manpower. The manager advertises the posts and specifies the qualifications. It is less costly to recruit from the existing employees where they fill vacant position through promotion or transfer rather than external recruitment. Selection It is the process of choosing the most suitable person for the job vacancy through interviewing and evaluating the candidate's qualifications. It can either entail carrying out simple or complicated procedures. Staffing system is essential in ensuring that organization manages their employees and that their personal and collective interest aligns with corporate objectives. Moreover, retention management provides an avenue where Tanglewood creates an environment that encourages the employees to remain loyal. It is possible through having policies and practices that address the diversity of their needs. In conclusion, Tanglewood needs to make some adjustments before the expansion of their workforce. The Human Resource Manager needs to assess the organization activities, possible risks associated with the growth and thus find ways of managing the challenges. It is essential for the company and customer because employees who are satisfied tend to perform better hence are friendlier to the customers and work hard for the firm to achieve its objectives. Tanglewood will, therefore, compete favorably with its rivals as they have adopted the above strategies. Bibliography Boxall, P. (2003). HR strategy and competitive advantage in the service sector. Human Resource Management Journal, 13(3), 5-20. Zhang, Z. G. (2009). Performance analysis of a queue with congestion-based staffing policy. Management Science, 55(2), 240-251. Abrams, R. M. (2003). The successful business plan: secrets & strategies. The Planning Shop. Ryan, A. M., Wiechmann, D., & Hemingway, M. (2003). Designing and implementing global staffing systems: Part II—Best practices. Human Resource Management, 42(1), 85-94. Read More