Essay on Tanglwood Case Two

1287 Words Apr 30th, 2012 6 Pages
Case 2:
You should walk through the stages of human resources planning by conducting a Markov analysis. An additional concern for this case is assessing the degree to which the organization has developed a workforce representative of the community of available employees. Unlike the first case, this case is largely quantitative, and requires you to accurately perform calculations involving human resources data.
Answers and Discussion Points:
1b. Fill in the empty cells in the forecast of labor availabilities in Exhibit 1.1.

Table 1.1 Markov Analysis Information
Forecast of availabilities Next year (projected) (1) (2) (3) (4) (5) Exit Current Workforce
Previous year (1) Store associate 8,500 4505 510 0 0 0 3485 (2)
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This is disconcerting because this is the most internal position, so the factors leading to this discrepancy are probably entirely internal.
Because the labor market data are at the population level, any deviation from these figures is statistically significant, so a more detailed analysis of what is significant is not necessary. But you should think about how much different from the labor market is “too different.” In this case, the small numbers of individuals in high level positions may produce spurious results. The 4/5 ratio is not sensitive to sample size, and so even a small difference in representation can produce seemingly large estimates of a problem.
3. 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.
One possible mechanism to resolve this problem is to emphasize internal promotions. This would be a good way to demonstrate a commitment to diversity among current employees, and show women that there is a chance for them to achieve higher level positions.

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