Tanglewood Case Study

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since many of them cannot work the hours required of a manager since they need to focus on school.

For other employees, such as recent college graduates who have a desire to pursue a managerial position, Tanglewood will let them enter a management trainee program. This program will follow the policy of having everyone start at the bottom, but it will allow participants to move up quickly in the organization provided they learn what is necessary to hold these positions. Workers in this program will be paired up with experienced and exceptional workers so they can learn the culture and operations of Tanglewood quickly.

Tanglewood also needs to acquire employees that have knowledge in sales and retail, but also train the employees in customer service skills that coincide with the Tanglewood’s goals and strategies. The most imperative strategy’s for Tanglewood to emphasis is the diverse cultures present in Washington and use this to their advantage, which would set the business apart from various competitors such as Kohl’s, Target, and Kmart. By employees being devoted to this concept, in time Tanglewood can provide exceptional service to the customers and they will be committed to the organization. Treat them better than you would want to be treated, by going well above and beyond the call of duty.

Affirmative Action Plan

After analyzing the data regarding the demographics of Washington, Tanglewood is presented with major problems filling vacancies based on the Equal Employment Opportunity (EEO) requirements. At this present time, Tanglewood is not meeting these requirements. The following are some recommendations that can be done in order to be in compliance with OFCCP affirmative action:

• Female incumbency for store associate and department manager positions needs to be improved

• Minority incumbency for store associate and shift leader positions need to be improved

Strategy for Recruiting and Promotion Practices

Promoting:

• Tanglewood could meet affirmative action needs by offering training programs for current qualified employees to continue promoting within and maintain an organic workforce

Recruiting:

• When positions become available, include “Equal Opportunity/Affirmative Action Employer” in all advertisements

• Recruit at schools and colleges with a large population of females and minorities

Hiring:

• Need to recruit and hire more qualified women and minorities to fill entry level positions

• Engage in a combination of internal and external hiring. Internal hiring will allow the company to meet goals of filling supervisory positions with females and minorities they already have, and external hiring will allow the company to meet goals of females and minorities needed in sales associate positions.

April 3, 2016

To: Donald Penchiala

Director of Staffing, Tanglewood Corporation

From: Staffing Consultant

Fire Staffing

Reference: Staffing Requirements

Dear Mr. Penchiala,

Thank you for allowing us the opportunity to work with your company, as a request by the Tanglewood Corporation. Fire Staffing has prepared a staffing report for the Spokane Washington store.

All essential data has been studied and analyzed and the following report will show that the outcomes of the analysis is as follows:

According to the forecast of labor requirements found in table 1.1, next year will need:

- 3,995 store associates

- 90 shift leaders

- 165 department managers

- 21 employee reduction of assistant managers

- 5 store managers

As a result of the findings, a large number of store associates will need to be hired to ensure against possible vacancies in the higher levels of employees.

If you should have any questions regarding this information, please feel free to contact me.

Fire Staffing looks forward to helping Tanglewood with their future staffing and consultant needs.

Sincerely,

Staffing Consultant

Fire