Tanglewood Case 2
To: Dr. Grace
From: Ana Barrientos
Date: September 16th, 2014
Subject: Tanglewood Planning
Tanglewood’s structure has evolved into a structure that is similar to other retail stores organizational hierarchy. However, this appearance is deceptive because all employees at all levels of the organization are involved and encouraged to make suggestions regarding operations. This has allowed the company to retain its workforce of committed and qualified individuals. It is an important matter to accurately forecast the labor requirements each year to ensure, there are no employee shortages or surpluses. Below, you will find information to further help properly plan staffing at Tanglewood.
Highlights
Due to the stability of the company, the estimate for the coming year’s labor requirements is identical to the current year. The current staffing strategies that Tanglewood is currently using seem to be beneficial for the company, seeing how only 36.93% of all employees exit the company. Tanglewood needs to focus on filling the positions of those who exit the company and those who are promoted to other position.
Comparing the incumbency to availability and annual placement goals, Tanglewood needs to set goals for females in the store associate and department manager positions and for the minorities in the store associate and shift leader positions. Tanglewood should increase the demographic representation to match the available workforce.
Maintaining the current staffing and promotion practices will prove to be most beneficial for Tanglewood. Many employees from lower levels stay with the company because they know there is opportunity for promotion to a higher level. Also, many applicants come to this company for the unique culture that is available.
Labor Forecast
The market in Washington is highly stable; therefore, Tanglewood can estimate the labor requirements will match the current workforce. Over 50% of the store associates are projected to stay in their
From: Ana Barrientos
Date: September 16th, 2014
Subject: Tanglewood Planning
Tanglewood’s structure has evolved into a structure that is similar to other retail stores organizational hierarchy. However, this appearance is deceptive because all employees at all levels of the organization are involved and encouraged to make suggestions regarding operations. This has allowed the company to retain its workforce of committed and qualified individuals. It is an important matter to accurately forecast the labor requirements each year to ensure, there are no employee shortages or surpluses. Below, you will find information to further help properly plan staffing at Tanglewood.
Highlights
Due to the stability of the company, the estimate for the coming year’s labor requirements is identical to the current year. The current staffing strategies that Tanglewood is currently using seem to be beneficial for the company, seeing how only 36.93% of all employees exit the company. Tanglewood needs to focus on filling the positions of those who exit the company and those who are promoted to other position.
Comparing the incumbency to availability and annual placement goals, Tanglewood needs to set goals for females in the store associate and department manager positions and for the minorities in the store associate and shift leader positions. Tanglewood should increase the demographic representation to match the available workforce.
Maintaining the current staffing and promotion practices will prove to be most beneficial for Tanglewood. Many employees from lower levels stay with the company because they know there is opportunity for promotion to a higher level. Also, many applicants come to this company for the unique culture that is available.
Labor Forecast
The market in Washington is highly stable; therefore, Tanglewood can estimate the labor requirements will match the current workforce. Over 50% of the store associates are projected to stay in their