TangleWood Case 2
The forecast for the next year is as follows according to the table: 1. 2. 3. 4. 5. Total
1. 4505 3995 3825 3655 3485 3485
2. 0 600 192 0 408 408
3. 0 0 493 102 0 255
4. 0 0 9 69 12 60
5. 0 0 0 0 33 17
According to the table we will have to hire externally 4,505 store associates, and 600 shift leaders. Tanglewood believes in retention, and internal promotions so the year after next year we will have to hire 192 shift leaders, 493 department managers, and 9 assistant store managers. According to the projections, a large number of store associates will need to be replaced.
There could be potential problems in filling vacancies according to the environmental scan. The turnover ratio is very high for store associates. Tanglewood believes in internal promotions, so promoting qualified and experienced store associates to shift leaders could be an issue. The turnover ratio also suggests low morale, associate disengagement and discontent with their positions, which will result in poor performance on the floor. Most of the associates hired will likely start entry level which will deter college graduates from applying. The largest shortage will be the store associates, and shift leaders.
The environmental scan also included the ethnic demographics which I acquired from the 2013 and 2010 US Census as follows:
2013 - White alone, percent
81.2%
Black or African American alone, percent, 2013 (a)
4.0%
American Indian and Alaska Native alone, percent, 2013 (a)
1.9%
Asian alone, percent, 2013 (a)
7.9%
Native Hawaiian and Other Pacific Islander alone, percent, 2013 (a)
0.7%
Two or More Races, percent, 2013
4.4%
Hispanic or Latino,
1. 4505 3995 3825 3655 3485 3485
2. 0 600 192 0 408 408
3. 0 0 493 102 0 255
4. 0 0 9 69 12 60
5. 0 0 0 0 33 17
According to the table we will have to hire externally 4,505 store associates, and 600 shift leaders. Tanglewood believes in retention, and internal promotions so the year after next year we will have to hire 192 shift leaders, 493 department managers, and 9 assistant store managers. According to the projections, a large number of store associates will need to be replaced.
There could be potential problems in filling vacancies according to the environmental scan. The turnover ratio is very high for store associates. Tanglewood believes in internal promotions, so promoting qualified and experienced store associates to shift leaders could be an issue. The turnover ratio also suggests low morale, associate disengagement and discontent with their positions, which will result in poor performance on the floor. Most of the associates hired will likely start entry level which will deter college graduates from applying. The largest shortage will be the store associates, and shift leaders.
The environmental scan also included the ethnic demographics which I acquired from the 2013 and 2010 US Census as follows:
2013 - White alone, percent
81.2%
Black or African American alone, percent, 2013 (a)
4.0%
American Indian and Alaska Native alone, percent, 2013 (a)
1.9%
Asian alone, percent, 2013 (a)
7.9%
Native Hawaiian and Other Pacific Islander alone, percent, 2013 (a)
0.7%
Two or More Races, percent, 2013
4.4%
Hispanic or Latino,