Tanglewood Case Study 2
Tanglewood Case Study #2
Markov Analysis
Table 1.1
Current Workforce
1
2
3
4
5
Exit
8500
=
4505
510
3485 1200
600
192
850
493
102
150
9
69
12 50
33
17
Gap Analysis
1
2
3
4
5
Exit
Year End total
4505
1110
694
171
45
External Hires needed
3995
90
156
-21
5
Environmental Scan Tanglewood has a very complex environment with both external and internal forces working for and against the company at the same time. The data in table 1.1 shows that Tanglewood will lose 53% of its workforce this year due to retention issue that will require a large pool of entry level store associates to be hired. Shift leaders will also see a reduction of 50% requiring the promotions of 600 new shift leaders from current sales associates. The culture of promoting from within creates strong work ethics among those employees wishing to attain more responsibility within Tanglewood. Urban areas may offer the level of sales associates required within the next year, and by offering higher than average pay may create a higher level of satisfaction to retain employees.
Action Plan for Hiring in Spokane, Washington Staffing levels for the next year will follow the historic trends of recent years. Tanglewood current workforce consists of 10, 750 employees across 50 stores in the state of Washington. Tanglewood will require 3,995 store associates, 90 shift leaders, 156 department managers, -21 assistant store managers, and 5 store managers. Sales associates are the face of the company to the customer and special provisions need to be taken to insure that the employee knows that their hard work is integral to Tanglewood’s success. The more successful employees will be promoted to shift leaders. The goal is to increase job satisfaction, with a variety of cross training and
Markov Analysis
Table 1.1
Current Workforce
1
2
3
4
5
Exit
8500
=
4505
510
3485 1200
600
192
850
493
102
150
9
69
12 50
33
17
Gap Analysis
1
2
3
4
5
Exit
Year End total
4505
1110
694
171
45
External Hires needed
3995
90
156
-21
5
Environmental Scan Tanglewood has a very complex environment with both external and internal forces working for and against the company at the same time. The data in table 1.1 shows that Tanglewood will lose 53% of its workforce this year due to retention issue that will require a large pool of entry level store associates to be hired. Shift leaders will also see a reduction of 50% requiring the promotions of 600 new shift leaders from current sales associates. The culture of promoting from within creates strong work ethics among those employees wishing to attain more responsibility within Tanglewood. Urban areas may offer the level of sales associates required within the next year, and by offering higher than average pay may create a higher level of satisfaction to retain employees.
Action Plan for Hiring in Spokane, Washington Staffing levels for the next year will follow the historic trends of recent years. Tanglewood current workforce consists of 10, 750 employees across 50 stores in the state of Washington. Tanglewood will require 3,995 store associates, 90 shift leaders, 156 department managers, -21 assistant store managers, and 5 store managers. Sales associates are the face of the company to the customer and special provisions need to be taken to insure that the employee knows that their hard work is integral to Tanglewood’s success. The more successful employees will be promoted to shift leaders. The goal is to increase job satisfaction, with a variety of cross training and