Tanglewood Case #2 (Essay Sample)

Tanglewood Case 2
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TangleWood Case 2
Introduction
Tanglewood is going through huge changes in making staffing strategies if one is to consider all the plans for expanding the company. In order for one to analyze the situation of the company one has to concentrate on the quantity of staffing and the qualities in strategies and give a recommendation on what should be adopted in making decisions in staffing.
Question 1
* Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means the forecast for next year will be taken as given
* Table 1.1 Markov Analysis Information
Transition probability matrix Current 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 0.34
(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 0 0 0 204
(3) Department manager 850 0 0 493 0 0 138.90
(4) Assistant store manager 150 0 0 0 69 0 27.6
(5) Store manager 50 0 0 0 0 49.34 15.75
Gap analysis Next year (projected)
1 (2) (3) (4) (5)
Year end total
(Column sum) 4505 600 493 69 49.34
External hires needed
(Current workforce-total) 3995 600 357 81 0.66
* Environmental scan
According to the environmental scan, it is quite complex to staff employees in the managerial positions in Washington. The environment looks healthy only for the skilled people who majorly come from outside. It is routine for the environment to keep on supplying very competent and skilled workforce in the markets of the urban population. As people, keep on climbing the ladder due to promotion they receive a transfer to the rural population. Graduates with high profiles find it unfitting for them to cope with the low wages and the longer hours of working and hence keep on colliding with their junior employees creating a negative working atmosphere that may create some hostilities.
Staffs will develop tendencies of getting satisfied with their positions and not wanting to climb the ladder in a hierarchical manner. This does not take place in tangle wood. The future of Tanglewood is at jeopardy, they may lack the needed expertise and the dynamism created by the young expertise who are very impatient to wait for the promotion so that they can climb the ladder. The market at the moment is overpopulated with skilled persons who are tirelessly looking for jobs but due to the market weakness this commodity will soon be scarce.
* Gap analysis
From the information gathered from above data, it seems that the store associates will be experiencing the biggest shortages of hires. Due to this, it will be no appealing for any applicant to be just the ordinary graduate. The fact that Tanglewood has developed a culture of internal promotion it will have developed a negative impact if it starts filling the gaps realized in store associates.
Gap analysis Next year (projected)
1 (2) (3) (4) (5)
Year end total
(column sum) 4505 600 493 69 49.34
External hires needed
(current workforce-total) 3995 600 35 81 0.66
* action plan for hiring
The labor requirement that has been found in the table 1.1 clearly shows that the following year (next year) th...