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Tanglewood Case 2

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Tanglewood Case 2 Table 1.1 Markov Analysis Information
Transition probability matrix
Current Year
Previous year: ( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 ) Exit
1. Store Associate 0.43 0.06 0.00 0.00 0.00 0.51
2. Shift Leader 0.00 0.54 0.16 0.00 0.00 0.30
3. Department Manager 0.00 0.00 0.64 0.06 0.00 0.30
4. Assistant Store Manager 0.00 0.00 0.06 0.52 0.08 0.34
5. Store Manager 0.00 0.00 0.00 0.00 0.66 0.34
Forecast of Availabilities
Next Year (projected)
( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 ) Exit
Previous year: Current Workforce
1. Store Associate 8,500 3655 510 0 0 0 4335
2. Shift Leader 1,200 0 648 192 0 0 360
3. Department Manager 850 0 0 544 51 0 255
4. Assistant Store Manager 150 0 0 9 78 12 51
5. Store Manager 50 0 0 0 0 33 17
Gap Analysis Next Year (Projected)
( 1 ) ( 2 ) ( 3 ) ( 4 ) ( 5 )
Year-End Total 3655 1158 745 129 45
(Column Sum)
External Hires Needed 4845 42 105 21 5
(Current Workforce-Total)
After analyzing the environmental scan it appears that Tanglewood will likely have issues meeting future staffing demands. Based on the scan there are adequate management candidates however, due to Tanglewood’s policy, these candidates would be required to begin employment as store associates. Due to this policy and the company’s staffing goals to hire an exceptional workforce there will be a large disparity between viable candidates available for management positions and those not willing to begin in an entry level position.
This is especially true of recent college graduates. This makes employee leadership development a key issue going forward. The generalization made about retail environments does little to improve attraction by high quality candidates. Stereotypes of long hours, low wages and job security and the perception of a disconnect…...

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