Tanglewood Case Study 2 Memo

To: | All Tanglewood Store Locations – Store Managers |

From: | Daryl Perrone, Staffing Services Director |

Date: | 6/18/2013 |

Re: | Organizational Targets and Representation Gaps |

As many of you may know, currently an analysis of Tanglewood is taking place. At this time, we are looking at organizational targets and potential representation gaps within our employee force. To ensure that all our locations have access to the same information, below is a brief synopsis of targets as well as advice on how to narrow representation gaps in terms of recruiting, hiring, and promoting.Organizational Targets: * It is the goal of our organization to have a job/organization match with all potential employees due to the strong culture that is in place at Tanglewood. By ensuring that new employees are a cultural match for our organization, we may be able to improve our turnover rate. * In hiring, it is our goal to hire well-rounded individuals that have general knowledge, skills, abilities, and any other characteristics important to our organization and our positions. When well-rounded individuals are hired, it allows us to develop these individuals further so that they can move to the next level in their career at Tanglewood. * It is also advisable to overstaff in the position of Store Associate since there is such a high turnover rate. Overstaffing in this position will allows us to minimize the number of vacancies in this position as well as providing a larger pool of candidates for the higher level positions.Representation Gaps:Although the representation gaps will vary from location to location based on the available workforce, below are a few general suggestions in how to narrow a representation gap if one does exist. * Actively diversify the pool of potential employees for the Store Associate position. This can be done by attending career fairs at local colleges and universities as well as announcing job positions in multiple sources. * In...