Tanglewood Case Analysis

| |Tanglewood |

Memo

To: Donald Penchiala-Staffing Services Director

Marilyn Anchley-Vice President, Human Resources

From: Kayla Canvasser, Kasandra Johnson, Shimeng Mai, HR Consultants

CC: Jon Werner, Professor

Date: 13-Oct-10

Re: Planning For Future Labor Needs

Data Used for Planning Process

Labor Requirements

Tanglewood expects the requirements for labor to stay consistent with past years. The current labor requirements are shown in Appendix A, Table 1.1. The data indicates the level of staffing needed to meet Tanglewood’s labor requirements.

Labor Availabilities

A Markov Analysis was performed to project the availability of the internal workforce for each job. Table 1.2 in Appendix A shows the availability calculations with respect to those employees expected to leave the organization and those that will transfer to a new job within Tanglewood.

Environmental Scan

Empirical evidence shows it is often difficult to recruit and retain exceptional employees in retail management positions, often a result of the long hours and relatively low pay that these jobs offer. Additionally, promotion often requires the employee relocate to small towns which may not be preferable for many candidates. Recent projections show that an increase in non-retail managerial positions will occur in the near future, which will cause direct conflict with Tanglewood’s recruiting efforts of exceptional candidates.

Gap Analysis

Based on the Markov Analysis depicted in Table 1.2, the hiring needs for Tanglewood to keep its workforce at current labor requirements are summarized in Appendix A, Table 1.3. Shortages will occur across the board for all store jobs and are most prevalent at the Store Associate level as well...