Tanglewood Case 2

Task:

You will first complete a forecast of HR availabilities. Due to the strong emphasis on corporate culture at Tanglewood, you will also consider whether it should move toward the use of a flexible workforce strategy. You will also estimate the representation of women and minorities in several job categories as part of affirmative action planning.

Markov Analysis for Forecast HR Availabilities:

Current Year

Transition Probability Matrix (1) (2) (3) (4) (5) Exit

(1) Store Associate 0.43 0.06 0.00 0.00 0.00 0.51

(2) Shift Leader 0.00 0.54 0.16 0.00 0.00 0.30

(3) Department Manager 0.00 0.00 0.64 0.06 0.00 0.30

(4) Assistant Store Manager 0.00 0.00 0.06 0.52 0.08 0.34

(5) Store Manager 0.00 0.00 0.00 0.00 0.66 0.34

Next Year (Projected)

Forecast of Availabilities (1) (2) (3) (4) (5) Exit

Current Workforce

(1) Store Associate 8,500 3655 510 0 0 0 4335

(2) Shift Leader 1,200 0 648 192 0 0 360

(3) Department Manager 850 0 0 544 51 0 255

(4) Assistant Store Mgr 150 0 0 9 78 12 51

(5) Store Manager 50 0 0 0 0 33 17

Total 10,750

Next Year Projected

Gap Analysis (1) (2) (3) (4) (5)

Year End Total

(Colum sum) 3655 1158 745 129 45

External Hire needed

(Current workforce-total) 4845 42 105 21 5

Based on the previous year’s data and the forecast provided, it can be concluded that Tanglewood has a fairly high turnover rate and a hard time filling open positions. Tanglewood only promotes internally, every employee has to start as a sales associate and has to work their way up the chain. While this is a great idea in general, it does not seem to, one hundred percent, work out for Tanglewood. College graduates, who would be qualified to perform the Manager jobs, will not be interested in starting out as a sales associate. This will keep potentially highly qualified people away from Tanglewood. Tanglewood should hire at least 3,995 sales associates to fill the open positions. This...