Tanglewood Stores - Case 2

Tanglewood stores

Case two

Conduct an analysis of Tanglewood's staffing data and determine if their current staffing practices are sufficient to meet their ongoing needs, or if there will be problems in adequately staffing the organization in the near future.

Recommend how Tanglewood should design its overall staffing mission and strategy based on their upcoming needs.

Calculate representation statistics for various jobs within a single Tanglewood department store to determine where the most critical problems exist.

Recommend what you would do in light of the information you obtain in the calculation of various demographic statistics both for this specific store and for the chain as a whole.

Specific Assignment Details

For the store manager group, you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report:

1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process:

a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means the forecast for next year will be taken as given.

b. Fill in the empty cells in the forecast of labor availabilities in Table 1.1.

c. Conduct an environmental scan. Based on the environmental data, what factors in the environment suggest Tanglewood might have difficulty filling their vacancies in the future?

d. Compute year end totals for each job in Table 1.1 and do a gap analysis to determine where shortages will occur in the next year.

e. Develop a preliminary statement of the action plan for hiring for Washington next year. This should be an overview of the number of individuals needed to meet projected staffing levels for various positions that can be given to store managers. Make sure that your recommendations take the strategic staffing levels issues from the introductory case into account.

2. Examine the percentages of employee representation across demographic categories for Tanglewood and the available labor market for Table 1.3. Are there any particular classes or jobs where the representation within Tanglewood appears to be out of line with the available workforce? What does the pattern suggest to you?

3. Based on your analysis and the affirmative action plan, do you think the company should engage in a specific strategy to change their recruiting and promotion practices? Do you think it is realistic for the company to try to meet their affirmative action goals in this process in a single year? What are the pros and cons of using internal promotions vs. external hiring to rectify the problems with gender and ethnicity representation in supervisory positions?

4. In addition to the specific targets for employee representation for the Spokane flagship location, Tanglewood wants to use this opportunity to establish estimates for the entire chain's staffing policy regarding demographic representation of the workforce. How do you think individual stores can respond to overarching organizational objectives? Prepare a memo to be disseminated to the individual stores that gives a sense of your targets for the organization as a whole, and also gives the stores advice on how they can assist in narrowing any representation gaps you find through their recruiting, hiring, and promotion practices.

Case Analysis

Human resource planning

1. Determining future human resource requirements

Future HR requirements represent the number and types of employees that the organization will need in the future to produce its goods and services. The requirements represent the organizations desired work force of the future. Statistical techniques like Ratio analysis and regression analysis are generally used to forecast HR requirements. In this case study the estimates for coming year's labor requirement is identical to the current year because of stability of the store. Therefore they need 1200 individuals to work as shift leaders, 850 individuals as department manager, 150 individuals as Assistant store manager, 50 individuals as store manager for the coming year.

2. Determining future human resource availabilities

Availability projections focus on the organization's current internal workforce. Their concern is with estimating the numbers and types of current employees that will be available in the future. More specifically, these estimates are concerned with the loss or exit of employees from the organization, the resulting distribution of employees who remain within the organization's internal labor market and the number of accessions during the planning time frame.

Markov Analysis to Forecast Availabilities

| | | |current year | | | | |

|Transition probability | |1 |2 |3 |4 |5 |Exit |

|Matrix | | | | | | | |

| | | | | | | | |

|Store associate | |0.43 |0.06 |0 |0 |0 |0.51 |

|Shift leader | |0 |0.54 |0.16 |0 |0 |0.3 |

|Department manager | |0 |0 |0.64 |0.06 |0 |0.3 |

|Assistant store manager | |0 |0 |0.06 |0.52 |0.08 |0.34 |

|Store manager | |0 |0