Tanglewood Case 2

Name: Debbie Farley

Course: MGMT 364 – Workforce Planning and Employment

Date: November 3, 2013

Tanglewood Casebook

Case Two: Planning

1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process:

a. 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.

b. Fill in the empty cells in the forecast of labor availabilities in Table 1.1.

c. Conduct an environmental scan. Based on the environmental data, what factors in the environment suggest Tanglewood might have difficulty filling their vacancies in the future?

Based on the information provided in the case study, Tanglewood fills lower level positions because they promote from within. These lower level positions are not that attractive to recent college graduates. Also, the labor market has been “soft” meaning that unemployment rates are high and it is hard to for individuals to find employment. (Kammeyer-Mueller 15)

d. Compute year end totals for each job in Table 1.1 and do a gap analysis to determine where shortages will occur in the next year.

e. Develop a preliminary statement of the action plan for hiring for Washington next year. This should be an overview of the number of individuals needed to meet projected staffing levels for various positions that can be given to store managers. Make sure that your recommendations take the strategic staffing levels issues from the introductory case into account.

From the gap analysis I find that Tanglewood will need the following number of new employees in the following categories:

1. Store Associates: 3,995 hires

2. Shift Leaders: 80 hires

3. Department Managers: 156 hires

4. Associate Store Manager: No new employees needed

5. Store...