workforce development and planning a8

Case Study 2

Miko Smith

MGMT 364 DEB

May 11, 2017

Workforce Development and Planning

1a.

The information given shows that Tanglewood would have trouble prospecting for sales associates who will become permanent employees. Based on the data, there have been higher employees exit rates. From the data, one-third of the store managers are likely to quit. Besides, assistant managers are also leaving at alarming rates. Even so, the company continues to promote employees from within. However, there is need to recruit and fill the gaps of sales associates from outside. On the other hand, the ratio of African Americans to the white workers shows that the African Americans are fewer.

b.

c.

Apparently, Tanglewood would have difficulties in filling the posts in future. That is due to the fact that not many graduates want to work in the retail settings due to longer hours and poor pay. Also, employees hired externally would need to learn the values of Tanglewood.

d.

e.

At the moment, the firm has a gap in the positions of store associates. It needs to hire new staff for the posts externally. Tanglewood needs to hire people who will fit in its culture. Regarding shift leaders and department managers, Tanglewood should increase the number of individuals who gets promoted from the store associates. Even so, if those people cannot be found internally, external hiring would be ideal. Also, the firm has more store assistants than required. Thus, there should be few promotions and few demotions. The assistant store managers should be promoted to store managers.

2. The demographics categories are out of line. More associated will need to be recruited to have more employees who are eligible for promotions at the firm. It is also ideal for more men than women to be promoted to shift managers.

3.

The firm needs to focus on the internal talent. Concentrating on the innate talent will save cost and raise employees’ loyalty. Also, hiring internally will reduce the cases of conflicts in the organization. External hiring brings fresh ideas. However, it comes with conflicts. In most cases, the new ideas conflict with the company culture. Besides, external hiring will reduce training and eliminate experienced staff from the enterprise. That will lead to low performance and high turnovers. Altogether, external hiring could solve the problems of representation in terms of gender and ethnicity. Also, if they hire too many foreign supervisors, it would be hard for the company to get the new staff to adjust to the company’s culture.

4.

Ultimately, by incorporating affirmative actions from the company values of internal hiring, the employees will be promoted internally. The staffing forecast is designed to ensure that every store is working at its optimal levels. That is intended to make sure that customer satisfaction is met. It also develops a strong sense of loyalty. Similarly, if Tanglewood ensures that staffing and forecasts requirements are met, the profits will rise, and the firm will experience lower turnover. To sum up, the company should stop hiring excess employees externally as it would reduce employees’ loyalty.

References

Krausert, A. (2014). HRM systems for knowledge workers: Differences among top managers, middle managers, and professional employees. Human Resource Management, 53(1), 67-87.