Director Perrone, Thank you for requesting my assistance in the HR planning analysis. After much research, I am presenting the requested information regarding the results of the Markov analysis as well as the EEO investigation. Through this report, I hope to have addressed each of your concerns.
Based on the environmental data, entry-level retail is often seen as an undesirable market for recent college graduates. Also the expansion in the professional and managerial sectors of the labor market may reduce the number of individuals available for managerial positions. In addition to this, Tanglewood policy requires employees to start at the bottom, as store associates, and work their way up to management. The problem with this is that many qualified …show more content…
This is the most basic entry-level position and therefore needs to be acquired through external new hires. Considering the results of our environmental scan, we will have to increase our recruiting efforts in order to attract the potential hires we are searching for. The plan I am proposing includes an increase in base pay, added incentives to the benefits package (health insurance options, college reimbursement options, and retirement plans) and more flexible work hours. As a company, we need to be more consistent in recognizing that the sales associate is a valuable asset to our company; this will allow us to work toward developing talent and hiring internally. To help kick that initiative off, we will develop a management-trainee program allowing sales associates to shadow managers. The program will follow company policy of each associate starting at the bottom, but will allow employees the opportunity to move up quickly within the organization provided they learn the necessary competencies to hold these positions. Associates in this program would be paired with our department managers in order to learn the culture and operations of Tanglewood quickly. For the shift leader and department manager positions, Tanglewood could consider increasing the amount of people that get promoted from store associate. However, if they can’t find that internally, external hiring is obviously required to fill that …show more content…
For shift leaders, only minority class appears to be out of line. For department manager, only female class appears to be out of line. The data on females does not concern me much because there is a high percentage of female workforce in the company. However, the minority data has a very low percentage. For Tanglewood, it is very hard to find more employees for the minority class because the minority availability is also low. I think it is affected by the amount of minority in
Based on the environmental data, entry-level retail is often seen as an undesirable market for recent college graduates. Also the expansion in the professional and managerial sectors of the labor market may reduce the number of individuals available for managerial positions. In addition to this, Tanglewood policy requires employees to start at the bottom, as store associates, and work their way up to management. The problem with this is that many qualified …show more content…
This is the most basic entry-level position and therefore needs to be acquired through external new hires. Considering the results of our environmental scan, we will have to increase our recruiting efforts in order to attract the potential hires we are searching for. The plan I am proposing includes an increase in base pay, added incentives to the benefits package (health insurance options, college reimbursement options, and retirement plans) and more flexible work hours. As a company, we need to be more consistent in recognizing that the sales associate is a valuable asset to our company; this will allow us to work toward developing talent and hiring internally. To help kick that initiative off, we will develop a management-trainee program allowing sales associates to shadow managers. The program will follow company policy of each associate starting at the bottom, but will allow employees the opportunity to move up quickly within the organization provided they learn the necessary competencies to hold these positions. Associates in this program would be paired with our department managers in order to learn the culture and operations of Tanglewood quickly. For the shift leader and department manager positions, Tanglewood could consider increasing the amount of people that get promoted from store associate. However, if they can’t find that internally, external hiring is obviously required to fill that …show more content…
For shift leaders, only minority class appears to be out of line. For department manager, only female class appears to be out of line. The data on females does not concern me much because there is a high percentage of female workforce in the company. However, the minority data has a very low percentage. For Tanglewood, it is very hard to find more employees for the minority class because the minority availability is also low. I think it is affected by the amount of minority in