Tanglewood Case 2
Question 1c
Environmental Scan
The labor market of the Pacific Northwest indicates a high unemployment rate, and therefore difficult environment for individuals to find new jobs. There tends to be a consistent supply of qualified individuals in the urban markets of Seattle and Spokane, however it is difficult to recruit these college-educated individuals into entry-level positions in a retail environment. Retail stores tend to have a reputation of requiring long hours of work, including weekends and holidays, with little compensation. It is difficult to hire individuals that are willing to start in an entry-level position and work their way up over the years into managerial positions.
Tanglewood prefers to promote from within, allowing the managerial employees to grow with the company, already experienced with the social and cultural environment. This limits the ability to hire an individual directly into a managerial position, but increases the loyalty of entry-level employees that are willing to stick it out until there are advancement opportunities.
Question 1e
Preliminary Statement of Action Plan for Hiring for Washington Next Year
Memorandum
To: Tanglewood Store Managers
From: Jane Doe
Date: November 1, 2013
Re: Action Plan for Hiring at Washington Stores in the Next Year
Tanglewood is known for using internal promotions to fill vacancies for department manager, assistant store manager, and store manager. It has been projected that 16% of shift leaders will be promoted to department manager, 12% of department managers will be promoted to assistant store manager, and 8% of assistant store managers will be promoted to store manager.
After conducting the Markov Analysis, it has been determined that in order to meet projected staffing levels we will need to fill the following positions:
Store associates: 3995 Shift leaders: 90 Department Managers: 156
Environmental Scan
The labor market of the Pacific Northwest indicates a high unemployment rate, and therefore difficult environment for individuals to find new jobs. There tends to be a consistent supply of qualified individuals in the urban markets of Seattle and Spokane, however it is difficult to recruit these college-educated individuals into entry-level positions in a retail environment. Retail stores tend to have a reputation of requiring long hours of work, including weekends and holidays, with little compensation. It is difficult to hire individuals that are willing to start in an entry-level position and work their way up over the years into managerial positions.
Tanglewood prefers to promote from within, allowing the managerial employees to grow with the company, already experienced with the social and cultural environment. This limits the ability to hire an individual directly into a managerial position, but increases the loyalty of entry-level employees that are willing to stick it out until there are advancement opportunities.
Question 1e
Preliminary Statement of Action Plan for Hiring for Washington Next Year
Memorandum
To: Tanglewood Store Managers
From: Jane Doe
Date: November 1, 2013
Re: Action Plan for Hiring at Washington Stores in the Next Year
Tanglewood is known for using internal promotions to fill vacancies for department manager, assistant store manager, and store manager. It has been projected that 16% of shift leaders will be promoted to department manager, 12% of department managers will be promoted to assistant store manager, and 8% of assistant store managers will be promoted to store manager.
After conducting the Markov Analysis, it has been determined that in order to meet projected staffing levels we will need to fill the following positions:
Store associates: 3995 Shift leaders: 90 Department Managers: 156