Tanglewood Case 2

1193 WordsApr 20, 20145 Pages
Christian April 6, 2014 Wk 2 Dropbox Assignment TangleWood Case 2 Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process: Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means the forecast for next year will be taken as given. Fill in the empty cells in the forecast of labor availabilities in Table 1.1 Table 1.1 Markov Analysis Information Transition probability matrix Current year (1) (2) (3) (4) (5) Exit Previous year (1) Store associate 0.53 0.06 0.00 0.00 0.00 0.41 (2) Shift leader 0.00…show more content…
Are there any particular classes or jobs where the representation within Tanglewood appears to be out of line with the available workforce? What does the pattern suggest to you? The minorities representation appears to be out of line based on the labor market for table 1.3. The company needs to hire and promote more minorities within the company. Based on your analysis and the affirmative action plan, do you think the company should engage in a specific strategy to change their recruiting and promotion practices? Do you think it is realistic for the company to try to meet their affirmative action goals in this process in a single year? What are the pros and cons of using internal promotions vs. external hiring to rectify the problems with gender and ethnicity representation in supervisory positions? Based on the affirmative action plan I think the company should engage in a specific strategy to change their hiring process to appeal to more minorities. No, I do not think that it is realistic for the company to meet their affirmative action plan in one year. The pros of hiring internally is that is reduces the need for basic training about the company. Internal hires promote skilled employees that are already aware of the company goals and standards. The cons of hiring internally would be that if the gender or race is dominant this will not level the minority gap of promoting to management positions. In addition to the specific targets

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