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Tanglewood Case 2 Essay

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? 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. According to the above information, the biggest shortage of hires will be the store associates. In this position it is not appealing or competitive to the average college graduate. Due to the fact that Tanglewood only promotes from within can have a negative impact on filling the gaps for the store associates. 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. According to labor requirements found in table

1.1, next year we will need to hire 4,505 store associates. Since Tanglewood promotes within, we will need 600 shift leaders, 493 department managers, 69 asst. store managers and 49 store managers. Based on our current numbers we will have to hire a significant number of new store associates. Below is the plan for our new hires. we will have to increase our base pay and offer more flexibility. We will allow associates to cross train in completing a variety of task and promote teamwork through an awards system. We will be more consistent in recognizing that the sales associate is a valuable assets to the company.l also work toward developing talent and hiring internally. For employees, such as recent college graduates, who have expressed a desire to attain managerial positions, we will allow them to enter a management trainee program. This program will follow our policies of having everyone start at the bottom, but it will allow participants to move up quickly in the organization provided they learn what is necessary to hold these positions. Workers in this program will be paired up with exceptional workers so they can learn the culture and operations of Tanglewood quickly. We can look at hiring high school students for some positions. We will implement a trainee management program for the associates that may be interested in management positions. this will be a great way to prepare our associates for management positions within the company.

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? The minorities representation appears to be out of line based on the labor market for table

1.3. The company needs to hire and promote more minorities within the company.

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? Based on the affirmative action plan I think the company should engage in a specific strategy to change their hiring process to appeal to more minorities. No, I do not think that it is realistic for the company to meet their affirmative action plan in one year. The pros of hiring internally is that is reduces the need for basic training about the company. Internal hires promote skilled employees that are already aware of the company goals and standards. The cons of hiring internally would be that if the gender or race is dominant this will not level the minority gap of promoting to management positions.

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.

Internal Memo

Attn. Managers:

Below is the our target as an organization for next year and suggestion of recruiting more minorities and advancement within the company.

Next year we will need to hire 4,505 store associates. Since Tanglewood promotes within, we will need 600 shift leaders, 493 department managers, 69 asst. store managers and 49 store managers. Based on our current numbers we will have to hire a significant number of new store associates. Below is the plan for our new hires. we will have to increase our base pay and offer more flexibility. We will allow associates to cross train in completing a variety of task and promote teamwork through an awards system. We will be more consistent in recognizing that the sales associate is a valuable assets to the company.l also work toward developing talent and hiring internally. For employees, such as recent college graduates, who have expressed a desire to attain managerial positions, we will allow them to enter a management trainee program. This program will follow our policies of having everyone start at the bottom, but it will allow participants to move up quickly in the organization provided they learn what is necessary to hold these positions. Workers in this program will be paired up with exceptional workers so they can learn the culture and operations of Tanglewood quickly. We can look at hiring high school students for some positions. We will implement a trainee management program for the associates that may be interested in management positions. this will be a great way to prepare our associates for management positions within the company.


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