Markov Action Plan

Statement of Action Plan
According to our forecast of labor requirements found in Markov analysis, we will need 3,995 store associates, 90 shift leaders, 157 department managers, 5 store managers, and currently have a surplus of assistant managers. As a result, we will need to hire mostly store associates, keeping them at the associate level, while promoting some into shift leaders. In order to fulfill these variations of staffing level in management positions, we can begin targeting recent college graduates. Utilizing a managerial training program will allow Tanglewood to specifically target recent college graduates, a once problematic candidate pool for Tanglewood, and set them on track to climb the managerial hierarchy. The managerial
This shows that Tanglewood is able to keep their female store associates working and is able to hold the incumbency ratio at the appropriate percent. However, there is room for improvement for female incumbency in shift leaders. There is a 13.2% difference in the number of females who hold this position, compared to the percentage of the availability within the workforce. This representation is similar with female department managers. There is a 12% gap in the workforce availability and the actual incumbency percentage. Both of these positions have room to improve in order to increase with a protected class. Tanglewood has a high percentage of female associates therefore it might be a good idea for Tanglewood to search within the company and promote a few females within the store to these leadership roles. It may help the overall moral as well. The reason there might be such a significant gap in these leadership roles could be due to factors that are not within the company control. The pattern suggests that the female associates may not be at a level to take a leadership role within the company yet. It may also be because there are more women who are taking time out from the labor force to raise
The recruiting of top talent is key to success and by offering sign on bonuses and attractive employee discounts that are stronger than the competition may attract candidates. Also, by offering a retention bonus to sales associates who are willing to stick out the time necessary to grow in the position may entice employees to stick it out and become a long term employee.
It is not realistic for the company to try to meet their affirmative action goals in a single year, and is partly due to the pool of candidates available. Our analysis has shown that it may take some time to develop and promote internal female employees as well as being able to staff and promote minorities as this can pose a challenge in some geographic locations. Also, we want to allow enough time to ensure candidates are qualified for the positions and this may result in some time to identify, source, and develop