Recruitment Plan and Strategy for Tanglewood
Tanglewood Case 2
Planning Strategy
Penny Ross
HRM301-F1WW
Jennifer Martin
October 11, 2015
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 needs to hire 3995 associates, 90 shift leaders, 165 department managers, and five store managers externally. Due to overstaffing of employees, the store doesn’t need to hire any new assistant managers at this time. 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 unwillingness of employees to put in time as a shift leader or department manager to be promoted. College graduates see 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.
According to labor requirements found in this table, Tanglewood will need to hire 4504 store associates. Since Tanglewood promotes within, they will need 600 shift leaders, 493 department managers, 69 assistant store managers and 49 store managers. Based on these current numbers they will have to hire a significant number of new store associates. I would suggest these plans for new hires. Tanglewood will have to increase base pay and offer more flexibility. Allow cross training
Planning Strategy
Penny Ross
HRM301-F1WW
Jennifer Martin
October 11, 2015
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 needs to hire 3995 associates, 90 shift leaders, 165 department managers, and five store managers externally. Due to overstaffing of employees, the store doesn’t need to hire any new assistant managers at this time. 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 unwillingness of employees to put in time as a shift leader or department manager to be promoted. College graduates see 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.
According to labor requirements found in this table, Tanglewood will need to hire 4504 store associates. Since Tanglewood promotes within, they will need 600 shift leaders, 493 department managers, 69 assistant store managers and 49 store managers. Based on these current numbers they will have to hire a significant number of new store associates. I would suggest these plans for new hires. Tanglewood will have to increase base pay and offer more flexibility. Allow cross training