Tanglewood Casebook 2

1. Markov Analysis Information

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1. Environmental scan

1. Internal analysis

Tanglewood has relied on its experienced employees as a major source of talent. One primary source of information for immediate labor availability at Tanglewood is their internal labor market. As a result, managerial employees are already well adapt with the values and cultural of the company. Another benefit of internal staffing is it is able to increase the retention of lower level employees.

1. External analysis

Based on the environmental data, the factors that might have difficulty filling their vacancies in the future according to the scan are retail is often seen as an undesirable market for recent college graduates, which individuals from urban areas have to transfer to small towns as they move up. College graduate sees it as requiring long hours, low pay, and frequent conflict with lower-level employees. These factors lessen as individuals promote to a higher position, however many individuals are reluctant to put in several years in the shift leader and department manager position to be promoted. On the other hand, recent forecast suggested that expansion in the managerial positions of the labor market way reduce the number of individual available for these jobs.

1. Preliminary statement

According to the forecast of labor requirements found in Table 1.1, next year we will need 3995 store associates, 90 shift leaders, 156 department managers, and 5 store managers.  Based on the analysis, we will have to hire a significant number of store associates. Below is the plan for our new hires. We will try our best to dispel the negative perceptions of the retail store by offering higher pay and flexible working time. In additional, we will also encourage teamwork through an award system.  Next, we will provide cross training program and cross-functional program to improve job satisfaction. We will also work toward developing talent and hiring internally. For employees, who are interested in the managerial position, we will allow them to enter a Management Associate Program. This program is the best way to prepare employees to become managers in the future. It equips them with the required skills, judgment, and know-how of being an effective and responsible manager.  

1. Correspondence between Incumbency and Availability

After analysing the data of demographic of Spoken, WA shows that the company needs to hire and promote more minorities within the company. The minority incumbency percent is well above the required 80% for department managers finding more minorities for positions with higher volumes of vacancy is going to be a huge problem. The company store associate minority incumbency percent is only at 65.8% and in order to meet the requirements we need to do a better job of recruiting minorities to fill these positions. The percent of minority incumbency for shift leaders is also too low as it only at 70.6%. As far as female incumbency percentages are concerned, the department manager position needs to be improved more than anything. It is quite clear that Tanglewood needs to hire more females for Store associates and Department manager position. It seems that female incumbency level is almost at 10% apart from female availability. Tanglewood can fill up the gap through target staffing or offer a better compensation for females and minorities.

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