Tanglewood Essay

558 WordsOct 16, 20143 Pages
Tanglewood Case Two: Planning The chart below shows a forecast of labor availabilities within Tanglewood, assuming that the labor requirements remain constant from the previous year: Table 1.1 Markov Analysis Information Transition probability matrix | Current year | | (1) | (2) | (3) | (4) | (5) | Exit | Previous year | (1) Store associate | 0.53 | 0.06 | 0.00 | 0.00 | 0.00 | 0.41 | | (2) Shift leader | 0.00 | 0.50 | 0.16 | 0.00 | 0.00 | 0.34 | | (3) Department manager | 0.00 | 0.00 | 0.58 | 0.12 | 0.00 | 0.30 | | (4) Assistant store manager | 0.00 | 0.00 | 0.06 | 0.46 | 0.08 | 0.40 | | (5) Store manager | 0.00 | 0.00 | 0.00 | 0.00 | 0.66 | 0.34 | | | Forecast of availabilities | Next year (projected) | | (1) | (2) | (3) | (4) | (5) | Exit | | | Current Workforce | | | | | | | Previous year | (1) Store associate | 8,500 | 4505 | 510 | 0 | 0 | 0 | 3485 | | (2) Shift leader | 1,200 | 0 | 600 | 192 | | | | | (3) Department manager | 850 | 0 | | 493 | 102 | | | | (4) Assistant store manager | 150 | 0 | | | 69 | 12 | | | (5) Store manager | 50 | 0 | | | | 33 | 17 | Environmental Scan Based on this environmental scan and the data that was gathered, Tanglewood may have an issue with filling up vacancies in the future, one reason being that the hiring process requires associates to work their way up the promotion chain. Many associates may not be willing to put in the years to move up the hierarchy. Because our goal at Tanglewood is to build a strong commitment to developing long-range relationships with its workers, we want to hire and bring in the most experience, intelligent and motivated individuals or recent college graduates. This could, however, be seen as a down fall and could be difficult, because most recent graduates do not find retail work appealing due to its long

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