Date: April 3, 2011
Attn: Mr. Donald Penchiala, Staffing Services Director
Ms. Marilyn Anchley, Vice President of Human Resources
Tanglewood Store Management
Subject: Labor Projects and Planning
In the following report, you find forecast of labor requirements and analysis with strategic suggestions to improve overall recruiting practices at Tanglewood. It has been brought to my attention that past recruiting and promotion practices may have not been up to par or need to be reviewed. After reviewing the information in this report and statistical graphs, I will offer my suggestions how Tanglewood can improve in all these areas to be successful not only in planning, recruiting ...view middle of the document...
It has been Tanglewood's hiring policy to promote from within. There are potential college graduates that would be ideal for hiring but they have a negative outlook on the retail industry. This is one obstacle there is to overcome to show these potentially great candidates that this Tanglewood is different from other retail box stores. One way to do this is to overlook past strategies of starting them from store associates and starting them where they are qualified such as managerial positions.
Action Plan for Hiring
The above table shows that Tanglewood is in serious need of employees for the upcoming year. The breakdown of employees is 4,845 store associates, 42 shift leaders, 105 department managers, 21 assistant managers and 5 store managers. After reviewing this need, I believe it is time for Tanglewood to not only re-examine their promotion process but Tanglewood will need to hire a excess of staff associates so that Tanglewood can still maintain it's policies and promote some of already worthy associates to higher positions.
It is recommended to go after the full amount of store associates which was 4,845. This will fulfill that need. Since Tanglewood has a reputation of including their employees in decision making process and providing ideas this is one area we want to make known to potential employees. This will show potential employees on how they are a part of the company. Also another key are to focus on would be the promote from within aspect of Tanglewood. Some of the key areas to focus on while recruiting would be younger adults. One area to focus would be high school aged individuals as we will be able to provide adequate training to these associates early in their working careers with the potential to have them working in management very quickly. These are the associates where if they do start young there is greater potential for retention with them. Regarding the college graduates mentioned earlier in this reports, I suggest that Tanglewood starts a program to let them enter into the work force with Tanglewood in a higher position than store associate. I suggest an 6-8 week training program that gives them a complete overview of the company and it's goals with completion leading to a leadership role based on their knowledge and skill.
Tanglewood has a good process currently but with a few minor adjustments, Tanglewood will be able to successfully fill their openings for next year. This will also lead to a good plan in tact for the coming years to keep a very high retention rate and promotion rate.
| Female Incumbency | Female Availability | Incumbency percent? Establish goal? | If Yes, Goal for Females | Minority Incumbency | Minority Availability | Incumbency percent? Establish goal? | If Yes, Goal for Minorities |
Store associates | 44.3% | 53.1% | 83.5% No goal | | 6.7% | 7.9% | 84.8% No goal ...