Tanglewood Case2

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Memorandum

To: Donald Penchiala, Director of Staffing
From: Consultant
Date:February 6, 2011
Re: Labor Forecast Study
After conducting a thorough analysis of the future labor demands for the retail industry, and studying environmental factors affecting those demands, I have combined historical statistical data, the mission of the company, and EEO requirements to obtain a recommendation for future hiring strategies for Tanglewood. I have attached the results of my study, which will provide your company with detailed statistics and suggestions to meet your hiring goals, while still maintaining the company’s original culture. Please contact me with any questions regarding the information provided in this report or any of your future consultant needs.

Regards,

Initial Staffing Report
Contents
Labor Forecast………………………………………………………………………………. 1 I. Future Demands…………………………………………………………….. 1 i. Store Associates………………………………… ii. Shift Leaders…………………………………..... iii. Department Manager………………………........ iv. Assistant Manger……………………………….. v. Store Manager………………………………….. vi. Gap Analysis…………………………………… II. Labor Availability…………………………………………………………… 2 III. Staffing Strategies…………………………………………………………… 2 Labor Market Representation……………………………………………………………….. 3 I. Demographics………………………………………….... Memo………………………………………………………………………………………… 4

Initial Staffing Report
Labor Forecast
I. It initially appears that the future labor demands for Tanglewood are a reflection of a strong trend of consistency, based on the company’s historical staffing data. This consistency indicates that future staffing needs will match those of the past and current years. The results from my analysis indicate the shift of the current workforce within the company are as follows: i. The current workforce of store associates totals 8,500 employees. Of this 8,500: 1) 43%, or 3,655 employees, will remain store associates. 2) 6%, or 510 employees, will be promoted to shift leader positions. 3) 51%, or 4,335 employees, will terminate.

ii. The current workforce of shift leaders totals 1,200 employees. Of this 1,200: 1) 54%, or 648 employees, will remain shift leaders.
2) 16%, or 192 employees, will be promoted to department manager positions. 3) 30%, or 360 employees, will terminate.
iii. The current workforce of department managers totals 850 employees. Of this 850: 1) 64%, or 544 employees, will remain department managers. 2) 6%, or 51 employees, will be promoted to assistant store managers. 3) 30%, or 255 employees, will terminate.

iv. The current workforce of assistant store managers totals 150 employees. Of this 150: 1) 6%, or 9 employees, will be demoted to department managers. 2) 52%, or 78 employees, will remain assistant store managers. 3) 8%, or 12 employees, will be promoted to store managers. 4) 34% will terminate.

v. The current workforce of store managers includes 50 employees. Of this 50: 1) 66%, or 33 employees, will remain store managers.
2) 34%, or 17 employees, will terminate.

The results of these shifts in the workforce are shown below, and suggestions have been made accordingly. Current ActionJob Titles Workforce Requirements Availability Gap Planning| Store Associates| 8,500| 8,500| 4,845| (-) 4,845| Recruitment| Shift Leaders| 1,200| 1,200| 42| (-) 42| Train/Develop| Department Managers| 850| 850| 105| (-) 105| Compensation| Assistant Store Manager| 150| 150| 21| (-) 21| Train/Develop| Store Manager| 50| 50| 5| (-) 5| Train/Develop|

After evaluating the shift of employees within the company, the forecast indicates that there will be a high turnover rate in the store associate title. This signals a significant...
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