Tanglewood Case 2: Planning

Tanglewood Case 2: Planning

To: Dr. Grace

From:  Tanisha Yorrick        

Date: 9/16/2015

Subject: Tanglewood Planning

Introduction

Tanglewood is trying to conduct a hiring plan for its upcoming year. They need to meet certain numbers and plan for expected shortages and surpluses. They are seeking assistance in identifying the trends in their labor market, filling vacant positions, reducing turn overs and updating their affirmative action plan.

Key Points

This section contains the key issues for Tanglewood to address and rectify.

• There will be employee shortages in the upcoming year that will require the company to seek outside sources in the form of new hires, temporary assignments and temporary hires. There will be a surplus that will require the company to enact a hiring freeze and internal promotion.

• Tanglewood needs to reach out to the community to better promote their open positions within store associate, shift leader and assistant managers and capitalize on the current unemployment rate. They will need to change the marketing and promotion plans for the listed positions to boost hiring.

• Tanglewood needs to be able to better match the minority and women representation within the community to remain complaint with the EEOC. They need to revamp their outreach programs for the position of shift leader.

Analysis

Tanglewood’s environment is going to be a challenge for their hiring needs. They have the availability of an unemployed potential workforce. They just need to figure out a creative way to market these opportunities. They need to find a way to sell the potential of the position to entice those from the urban community. The assumption is that those in an urban environment are looking for jobs that can show a real attainable career path with opportunity for growth. Tanglewood should promote their second managerial career path within the community and look for college grads from any degree background. Once they have their grads they have a stronger chance of overcoming the reduction of managerial/professional candidates.

After completing an analysis of the hiring needs for Tanglewood’s upcoming year, I have determined that there will be a large number of employee exits in various positions which will lead to quite a few shortages. Store associates forecasted at 8,500 employees will experience a shortage of 3,995. Shift leaders (1200 forecasted) will experience a shortage of 90, department managers (850) will have a shortage of 16 employees and store managers (50) will experience a shortage of 5. There will also be a surplus of 21 employees for the assistant store manager position – 150 is the forecast.