Tanglewood Case Two

Tanglewood Case 2 Strategic Staffing (HR 594) Summer sitting B emailprotected com TANGLEWOOD CASE TWO ATT Daryl Perr superstar After analyzing the data and performing an environmental scan it is clear that the demographics of Spokane, chapiter allow present you will problems weft vacancies based on the Equal Employment Opportunity requirements. Spokane is the second largest urban center in Washington and according to my research 84% of these people argon white. The abutting largest minority pigeonholing, Hispanic, is muchover at 5% and the third largest group is mixed races which is just 3. 8%.As you can see Tacoma, Washington is non very diverse and finding the enough competent employees from minority groups whitethorn be difficult given the fact that there atomic number 18 not that many to begin with. According to the Census Bureau, Tacomas percentages of non-white function in two the fields of retail salespersons and first line supervisors for retail ar low in compari son with the available workforce. This tells me that it is not just Tanglewood that is flunk to hire minorities the whole city of Tacoma needs to do a damp job of increasing their minority term of office percentages.Incumbency is a term utilise to describe that a position is being held and is often used by the human resource incision to determine where and how demographic shifts are needed. Although your minority term of office percent is well above the required 80% for department theatre directors finding more minorities for positions with higher volumes of vacancy is going to be a huge problem. Your interpose associate minority incumbency percent is only at 65. 8% and in order to meet the requirements you need to do a break off job of recruiting minorities to fill these positions. The percent of minority incumbency for shift leaders is also too low.As far as egg-producing(prenominal) incumbency percentages are concerned, the department conductor position needs to be improv ed more than any topic. It is quite clear that Tanglewood needs to hire more females for managerial positions and more minorities for entry level positions. According to my gap analysis, next course of study you are going to be extremely short of investment firm associates and filling these positions according to the EEO will be a difficult task. speciate your managers that they need to get busy and prepare to hire 3,995 people for gillyflower associate level positions. You will also need to hire quite a few department managers a total of 156.As far as shift leaders are concerned, only 90 people are needed for this position. There will be staff over profanes for both adjuvant store managers and store managers. This means that perhaps some people will need to be let go and when doing so I press that you keep in mind the low incumbency percentage for females in the manager positions. Also remember that more minorities are needed for both store associates and shift leaders. In o rder to balance out your employment structure more, I have come up with a dewy-eyed statement of action for hiring for Washington next year.The most important thing seems to be solving your problem of maintaining store associates. This year, 41% of your store associates odd your company and in order to decrease this percentage you need to impinge on sure that the employees are being taken care of properly. Some methods to take more employees are by giving them more opportunities for advancement inwardly the company, increasing their benefits package, proving higher wages, etc. Too many people at the entry level are giving up and this improving your office to retain employees will prove to be beneficial to the company.Another major design of action is to fill in more of the entry level positions with minorities. Your incumbency percentage for this category is really low and if you dont relate this problem you are going to be set about a load of issues with the EEO. Unlike yo ur problem with promoting women to management positions, your problem with providing low entry jobs for minorities is one that will require restructuring and time. Although there are not a diffuse of minorities in the area to fill these positions it is your companys duty to do a better job of recruiting minorities.This means that you will need to transmute your recruitment practices and perhaps extend beyond Tacoma to find talent. Realistically I dont see Tanglewood meeting the demands for minority incumbency for the store associate position in a single year. Hiring internally gives the trustworthy employees more hope and will improve the problem you are facing with keeping your employees loyal to the company. Although focusing primarily on internal promotions decreases the venture of finding a stellar employee, it will solve a sens of the current problems your company is facing. I recommend that you promote current females and minorities internally.This will keep more low entr y level employees motivated to roost and also improve your problems with incumbency percentages as well. Wood himself mentioned in a recent interview with Business Monthly that, Tanglewood really needs to lessen down and take a hard look at our integrated culture. He goes on by saying, Right now, we need to consolidate and make sure were as close to the companys original mission as we can be. Taking this ingeminate into consideration it is clear that the recent expansion increases have destroyed the relationship between the low level employees and Tanglewood.This does not merely apply to the Washington stores, but to rather the entire store as a whole. slew are running in and out of this company and the only mien to stop the large percentage of people quitting is by doing a better job of taking care of their needs. On a personal and professional level employees, especially at the low entry level, need to be Tanglewoods top priority. Table 1. 1 Markov Analysis Information pas sage probability matrix watercourse year (1) (2) (3) (4) (5) Exit Previous year (1) Store associate 0. 53 0. 06 0. 00 0. 00 0. 00 0. 41 (2) Shift leader 0. 00 0. 50 0. 16 0. 00 0. 00 0. 4 (3) department manager 0. 00 0. 00 0. 58 0. 12 0. 00 0. 30 (4) Assistant store manager 0. 00 0. 00 0. 06 0. 46 0. 08 0. 40 (5) Store manager 0. 00 0. 00 0. 00 0. 00 0. 66 0. 34 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) socio-economic class end total(column sum) 4505 1110 694 171 55 External hires needed (current workforce-total) 3995 90 156 0 0 WORKS CITED 1. Table 1. 1 , Markov Analysis Information by Tanglewood casebook to Accompany St affing Organizations, 7e 2. Table 1. 2 Determining Availability by Tanglewood standard to Accompany Staffing Organizations, 7e 3. Table 1. 3 Comparing Incumbency to Availability and annual Placement Goals, by Tanglewood Casebook to Accompany Staffing Organizations, 7e 4. Spokane Population and Demographics. Area Connect. MDNH Inc.