LP 34 Tanglewood Case 2
LP 3.4 Tanglewood Case #2
Stephanie Opsahl
Andrew Paasch - Employee Recruitment/Retention - #81698
Table 1.1 Markov Analysis Information
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
0
0
408
(3) Department manager
850
0
0
493
102
0
255
(4) Assistant store manager
150
0
0
9
69
12
60
(5) Store manager
50
0
0
0
0
33
17
Gap analysis Next year (projected)
(1)
(2)
(3)
(4)
(5) Year end total
(column sum)
4505
1110
685
171
45
External hires needed
(current workforce-total)
3995
90
165
-21
5
Based on the Markov Analysis and Gap analysis, Tanglewood stores need to hire externally 3,995 store associates, 90 shift leaders, 165 department managers, and 5 store managers. The store doesn’t need to hire any new assistant store managers at this time due to an overstaffing of 21 employees. Based on the environmental data, there are a few factors in the environment that suggest Tanglewood might have difficulty filling their vacancies in the future. One is the reluctance of employees to put in several years as shift leaders or department managers to be promoted. The recent college graduates see the long hours, low pay, and frequent conflict with lower-level employees as undesirable when considering jobs. Another is the expansion of the professional and managerial sectors of the labor market are also a factor in reducing the number of qualified applicants available for these jobs. Looking at employee representation across the demographic categories for Tanglewood and the available labor market, females are being represented well in the shift leaders role, but females are underrepresented in the roles of store associates and department managers. There will need to be goals set to represent women better in these roles for this company. On the other
Stephanie Opsahl
Andrew Paasch - Employee Recruitment/Retention - #81698
Table 1.1 Markov Analysis Information
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
0
0
408
(3) Department manager
850
0
0
493
102
0
255
(4) Assistant store manager
150
0
0
9
69
12
60
(5) Store manager
50
0
0
0
0
33
17
Gap analysis Next year (projected)
(1)
(2)
(3)
(4)
(5) Year end total
(column sum)
4505
1110
685
171
45
External hires needed
(current workforce-total)
3995
90
165
-21
5
Based on the Markov Analysis and Gap analysis, Tanglewood stores need to hire externally 3,995 store associates, 90 shift leaders, 165 department managers, and 5 store managers. The store doesn’t need to hire any new assistant store managers at this time due to an overstaffing of 21 employees. Based on the environmental data, there are a few factors in the environment that suggest Tanglewood might have difficulty filling their vacancies in the future. One is the reluctance of employees to put in several years as shift leaders or department managers to be promoted. The recent college graduates see the long hours, low pay, and frequent conflict with lower-level employees as undesirable when considering jobs. Another is the expansion of the professional and managerial sectors of the labor market are also a factor in reducing the number of qualified applicants available for these jobs. Looking at employee representation across the demographic categories for Tanglewood and the available labor market, females are being represented well in the shift leaders role, but females are underrepresented in the roles of store associates and department managers. There will need to be goals set to represent women better in these roles for this company. On the other