Tanglewood Case Two

Tanglewood Case 2 Strategic Staffing (HR 594) Summer Session B emailprotected com TANGLEWOOD CASE TWO ATT Daryl Perrone After analyzing the data and performing an environmental scan it is clear that the demographics of Spokane, Washington will present you will problems filling vacancies based on the Equal Employment Opportunity requirements. Spokane is the second largest city in Washington and according to my research 84% of these people atomic number 18 white. The next largest minority group, Hispanic, is hardly at 5% and the third largest group is mixed races which is well(p) 3. 8%.As you can see Tacoma, Washington is not very diverse and finding the overflowing competent employees from minority groups may be exhausting given the fact that thither atomic number 18 not that many to begin with. accord to the Census Bureau, Tacomas percentages of non-white employment in both the fields of retail salespersons and first line supervisors for retail are low in comparison with the available workforce. This tells me that it is not just Tanglewood that is failing to hire minorities the whole city of Tacoma needs to do a better joke of increasing their minority incumbency percentages.Incumbency is a term employ to describe that a position is being held and is often used by the human resource department to determine where and how demographic shifts are need. Although your minority incumbency percent is well above the required 80% for department music directors finding more minorities for positions with higher volumes of vacancy is going to be a huge problem. Your investment company associate minority incumbency percent is only at 65. 8% and in order to meet the requirements you need to do a better job of recruiting minorities to fill these positions. The percent of minority incumbency for shift leaders is likewise too low.As far as female incumbency percentages are concerned, the department manager position needs to be improved more than anything. It is q uite a clear that Tanglewood needs to hire more females for managerial positions and more minorities for entry level positions. According to my gap analysis, next class you are going to be extremely short of line of descent associates and filling these positions according to the EEO will be a difficult task. Tell your managers that they need to get busy and prepare to hire 3,995 people for store associate level positions. You will also need to hire quite a few department managers a total of 156.As far as shift leaders are concerned, only 90 people are needed for this position. There will be staff overloads for both assistant store managers and store managers. This doer that perhaps some people will need to be let go and when doing so I recommend that you keep in mind the low incumbency percentage for females in the manager positions. Also flirt with that more minorities are needed for both store associates and shift leaders. In order to balance out your employment structure more , I have grapple up with a simple statement of consummation for hiring for Washington next year.The most important thing seems to be solving your problem of maintaining store associates. This year, 41% of your store associates left your company and in order to decrease this percentage you need to make sure that the employees are being get rid ofn care of properly. almost methods to retain more employees are by giving them more opportunities for advancement within the company, increasing their benefits package, proving higher wages, etc. Too many people at the entry level are giving up and this improving your ability to retain employees will prove to be beneficial to the company.Another major plan of action is to fill in more of the entry level positions with minorities. Your incumbency percentage for this category is really low and if you dont fix this problem you are going to be facing a load of issues with the EEO. Unlike your problem with promoting women to management positio ns, your problem with providing low entry jobs for minorities is one that will require restructuring and time. Although there are not a circuit of minorities in the area to fill these positions it is your companys duty to do a better job of recruiting minorities.This means that you will need to change your recruitment practices and perhaps extend beyond Tacoma to find talent. Realistically I dont see Tanglewood meeting the demands for minority incumbency for the store associate position in a single year. Hiring internally gives the current employees more hope and will improve the problem you are facing with keeping your employees loyal to the company. Although focusing primarily on internal promotions decreases the chance of finding a stellar employee, it will solve a lot of the current problems your company is facing. I recommend that you promote current females and minorities internally.This will keep more low entry level employees motivated to stay and also improve your problems with incumbency percentages as well. Wood himself mentioned in a recent interview with Business Monthly that, Tanglewood really needs to slow down and take a hard look at our corporate culture. He goes on by saying, Right now, we need to consolidate and make sure were as close to the companys original mission as we can be. Taking this quote into consideration it is clear that the recent blowup increases have destroyed the relationship between the low level employees and Tanglewood.This does not merely apply to the Washington stores, but to rather the entire store as a whole. People are running in and out of this company and the only way to stop the large percentage of people quitting is by doing a better job of taking care of their needs. On a personal and professional level employees, especially at the low entry level, need to be Tanglewoods top priority. Table 1. 1 Markov Analysis Information Transition probability matrix Current year (1) (2) (3) (4) (5) Exit Previous year (1) storage 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. 4 (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 0 600 192 0 0 408 (3) Department manager 850 0 0 493 102 0 255 (4) Assistant store manager 150 0 0 9 69 12 60 (5) Store manager 50 0 0 0 0 33 17 Gap analysis Next year (projected) (1) (2) (3) (4) (5) Year end total(column sum) 4505 1110 694 171 55 External hires needed (current workforce-total) 3995 90 156 0 0 WORKS CITED 1. Table 1. 1 , Markov Analysis Information by Tanglewood textbook to Accompany Staffing Organizations, 7e 2. Table 1. 2 Determining Availability by Tanglewood Casebook to Accompany Staffing Organizations, 7e 3. Table 1. 3 Comparing Incumbency to Availability and Annual Placement Goals, by Tanglewood Casebook to Accompany Staffing Organizations, 7e 4. Spokane Population and Demographics. Area Connect. MDNH Inc.