Case Study: Tanglewood, Inc.
This report addresses the HR planning analysis and staffing procedures for two regional divisions of Tanglewood in the state of Washington requested by the Staffing Services Director of Tanglewood, Donald Penchiala.
Most of the Tanglewood stores have been in existence for 10 or more years and known for their stability. Most stores were indirectly managed by Emerson and Woods when they were first established. Due to this stability, the organization expects estimates their forecast for next year’s labor requirements is identical to current year.
Upon performing environmental scan, it is determined that Tanglewood might have difficulty filling their vacancies in the near future. Due to the requirements and unique culture of Tanglewood, there won’t …show more content…
Similarly, the minority group is also underrepresented in store associate and shift leader positions. The table shows that there are no goals set for store associate positions to be filled by the female and minority group. In order for the company to maximize the workforce that is available, the incumbency percent must be at least 80%. This placement goal should be considered for both the female and minority group. Tanglewood should properly represent the female and minority group to better utilize both groups’ availabilities by moving their demographic representation in line with the available workforce. Moreover, they are in need to create a strategy to utilize the available workforce of females and minorities. The recommend strategy is engaging in a combination of internal and external hiring.
After close analysis of Tanglewood’s current staffing practices and a review of planning analysis, it is clear that Tanglewood needs to take an in-depth look at the organization’s future hiring needs and develop strategy that the organization can use to meet their upcoming
Most of the Tanglewood stores have been in existence for 10 or more years and known for their stability. Most stores were indirectly managed by Emerson and Woods when they were first established. Due to this stability, the organization expects estimates their forecast for next year’s labor requirements is identical to current year.
Upon performing environmental scan, it is determined that Tanglewood might have difficulty filling their vacancies in the near future. Due to the requirements and unique culture of Tanglewood, there won’t …show more content…
Similarly, the minority group is also underrepresented in store associate and shift leader positions. The table shows that there are no goals set for store associate positions to be filled by the female and minority group. In order for the company to maximize the workforce that is available, the incumbency percent must be at least 80%. This placement goal should be considered for both the female and minority group. Tanglewood should properly represent the female and minority group to better utilize both groups’ availabilities by moving their demographic representation in line with the available workforce. Moreover, they are in need to create a strategy to utilize the available workforce of females and minorities. The recommend strategy is engaging in a combination of internal and external hiring.
After close analysis of Tanglewood’s current staffing practices and a review of planning analysis, it is clear that Tanglewood needs to take an in-depth look at the organization’s future hiring needs and develop strategy that the organization can use to meet their upcoming