Staffing levels 1. Acquire or Develop Talent Tanglewood wants to keep their culture identity and expand it to all stores.

The organization culture can best be explained and implemented by developing talent from with in the organization. The organization and establish a manager trainee program that emphasis the company culture. The company has a large internal workforce in which to pull managers from and develop in to one culture. This group of candidates can then be use as the cornerstone for newly acquired stores. Potential candidates from the new stops can be placed in the program to insure that they understand and help promote the organizational culture. 2. Hire Yourself or Outsource Tanglewood has and established HR department. The department is well verse in hiring the types of employees that the organization needs to be successful. The concept that drives this success is the unique culture of the organization. There is no advantage at this time in ceding decision-making authority to outsourcing. 3. Internal or External Hiring Tanglewood has a deep interpersonal relationship between employees. They are encouraged to work as a team. They use of internal hiring for positions that open in management or tem leads should first be filled through internal hire. The positions that are not filled from internal hire can be opened to external hire. External hire should be used for unfilled positions that were opened for internal hire, entry-level positions critical positions that require extensive training not provided by the organization. This will here preserve the employees commitment to the organization and ensure the future of the organization philosophy. 4. Core or Flexible Workforce The major concern for Tanglewood was that the organization needed to consolidate and stay as close to the companys original mission. The company has a strong believe in a strong workforce of committed and qualified individuals. This workforce can best be implemented with a core group that is committed to the long term success of the company. 5. Hire or Retain Tanglewood has a vested interest in retaining their employees. The use of an internal hiring strategy will only work if the company is able to retain the employees to advance to the new positions. The focus on retaining employees will help insure that there is a continue consistency promotion of the company culture. The use of constant hiring will increase turnover and result in a dilution of the company culture. 6. National or Global Tanglewood is a regional organization that encourages employees to make their own decisions. Tanglewood is known for this philosophy and it distinguish them from their competition. The company can concentrate on expanding national. The company has several proprietary brands and high tech web portals. This will allow the company to continue to expand to different stores nationally and operate globally. 7. Attract or Relocate

Tanglewood should continue the practice of attaching employees to its organization. This can be done through hiring bulletins, company website, college recruitment and community outreach. The organization consists of 20 stores per region. The company involvement in these communities is a great way to attract employees. 8. Overstaff or Understaff The staffing in some regions may need to be adjusted. The stores in the different region average between 212 217 employees per store. The individual regions done seem to be overstaffed or understaff. The current staffing has not negatively affected the company bottom line. If there are downtimes in the employees schedules it can be used to identify and train potential managers to help in the expansion of the organization. 9. Short or Long -Term Focus The short-term goal for the company is to consolidate the human resource department. This will allow human resource employees to develop and increase their knowledge of the companys employee needs. This informed and staffed human resource department can then concentrate on the long-term needs and goals of the organization. 10. Person/Job or Person/Organization Match Tanglewood is a department store that bases their success on their culture. They want employees that buy into and commit to this culture. This can best be accomplished by having highly qualified employees that match their culture. The employees that buy into the company culture will see this as an incentive to work and thrive in the company. The best way to do this is with a Person/Organization match. 11. Specific or General KSAOs Tanglewood is a culture base company. The company needs a staff with a variety of experience and knowledge. This will give them employees that are able to adapt to the changings needs of the organization as it expand. The use of internal hiring and development will give the employees the specific skills needed in their position. 12. Exceptional or Acceptable Workforce Quality Tanglewood will need an exceptional workforce. The company is in an expansion mode and also have new treats entering their market. The new competitors are larger and well established in the industry. The company will need an exceptional staff to continue Tanglewood ability to succeed in the future. 13. Active or Passive Diversity Tanglewood is an organization that encourages employees to think and recommend ways to improve the workplace. This philosophy that place a heavy emphasis on employee suggestion is a way to encourage diversity in the workplace. The use of a passive diversity will allow the company to diverse it workforce over time. This will result Tanglewood integrating new employees into its culture as it become part of the community.